What's this? The Exit button enables you to leave this website quickly, taking you to Google search and clearing your recent history.

What you need to know about paid family and domestic violence leave 

If you have an employee who is experiencing family and domestic violence, they can now access 10 days of paid family and domestic violence leave (FDV leave) within a 12-month period. This replaces the previous 5-day unpaid entitlement. As an employer, you are responsible for paying this leave. 

For further advice on family and domestic violence see 1800RESPECT or call 1800 737 732.

For further advice about your workplace rights or information about how to deal with workplace disputes, refer to the Fair Work Ombudsman or call 13 13 94.

Understanding FDV leave in your business 

FAQ

Employers should try to take a flexible approach to how an employee takes their 10 days of family and domestic violence (FDV) leave. 

FDV leave can be taken as:

  • a single continuous 10-day period
  • single or multiple days split apart
  • part days (if the employer and employee both agree).

There may be times where an employee is required to use FDV Leave during periods of other types of leave, such as during a period of personal leave, annual leave or on a public holiday.   

In this scenario, the employee is no longer on the other form of paid leave, and the employer should not make deductions from other leave accruals for the period of FDV Leave taken. Where requested by the employer, the employee needs to give their employer the required notice and evidence. 

Read more about what employees need to know.

Yes, employees must give employers notice of the taking of FDV leave as soon as possible, noting that this may be at a later time, after leave has started. 

Employees must also advise the employer of the period, or expected period, of the FDV leave. 

View all FAQ