If you need family and domestic violence leave, use a contact method that is safe for your circumstances and ask the appropriate employer contact how the request and evidence will be handled privately. This guide explains workplace process questions; it does not replace specialist personal support or an individual safety plan.
You do not need to disclose the situation to an entire team to begin a leave conversation. If your usual manager is not a suitable contact, check whether the employer has another nominated HR or support channel.
Locate the current entitlement
Fair Work’s family and domestic violence leave guidance explains that employees in the national system, including casuals, have ten days of paid leave each year. It is available in full immediately, resets on the employment anniversary and does not accumulate year to year.
The leave is for eligible circumstances involving the impact of family and domestic violence. Fair Work’s taking leave guidance explains when it may be used, including where dealing with that impact outside work hours is impractical. Check the current criteria and applicable employment system rather than assuming any family-related absence qualifies.
Ask for a private process
Consider which channel you can safely receive messages through. Before sending sensitive documents, ask who will see them, where they will be stored and what will appear in shared workplace systems. Do not use a communication channel that exposes information to someone who should not receive it.
The following is an original fictional process message, not a requirement to reveal particular details:
“I need to speak privately about family and domestic violence leave. Please use this nominated contact method for arranging the conversation. Could you confirm who manages the request, how evidence is provided and how details are restricted in payroll and roster records?”
Adapt the message only if using it is appropriate for your situation. You can ask a specialist support service about safe communication options rather than relying on a general workplace article.
Understand notice and evidence questions
Fair Work’s notice and evidence guidance says employees must notify the employer as soon as possible, which can be after leave begins, and indicate the expected duration. An employer may request evidence that satisfies a reasonable person.
Ask what evidence is needed and how to provide it through the nominated private channel. Do not include unnecessary information about other people. The official guidance also explains limits on the use of information provided for the leave request; check it if you have concerns about handling or disclosure.
Keep operational information limited
A roster or team handover generally needs to identify the absence and cover arrangements, rather than explain the personal circumstances. Ask the responsible contact how privacy will be maintained across the systems the workplace actually uses. Payslips must not identify paid family and domestic violence leave, including leave taken or the balance. Check Fair Work’s current guidance on how the payment should be described.
Keep only the personal records you can safely retain. If dates change, update the nominated contact using the agreed channel. Avoid forwarding sensitive correspondence to a shared mailbox for convenience.
Separate leave administration from specialist support
For information and support, the 1800RESPECT website provides a specialist service. Use a safe way to access support for your circumstances.
An employer’s leave process and an outside support service have different roles. Clarifying the workplace arrangements can reduce administrative uncertainty, while personal support and safety decisions should be made with the appropriate help.
