Supporting Your Staff: Domestic Abuse Leave in the Workplace
As an employer, you know the importance of taking the wellbeing of your employees seriously; including recognising the challenges some employees face outside of work, like domestic abuse. As a small or medium-sized employer, you might be wondering how to handle this very sensitive situation. Well, providing domestic abuse leave in accordance with the recent legislation is a step in the right direction – backed up with the rolling out of a compassionate policy can make a real difference in the lives of your staff.
The Work Life Balance and Miscellaneous Provisions Act 2023 introduced a legal right to domestic abuse leave for employees. This means, that since November 27th, 2023, your employees are entitled to up to 5 days of paid domestic abuse leave in any 12-month period.
- Prevalence: According to a 2014 EU-wide study, 1 in 4 Irish women have experienced physical or sexual violence by a partner or non-partner since the age of 15 [Women's Aid].
- Psychological Impact: 1 in 3 women in Ireland have experienced psychological violence from a partner at some point in their lives [Safe Ireland].
- Hidden Issue: 41% of Irish women know someone in their circle of family or friends who have experienced intimate partner violence [Women's Aid].
- Reporting: 29% of women (1 in 3) and only 5% of men (1 in 20) report to the Gardaí [COSC].
These statistics may paint a grim picture, but they also show the need for supportive measures like domestic abuse leave (DAL) in the workplace. As an employer, you are often in the privileged position to witness the impact of domestic abuse on an employee early-on, often even before close friends or family members. Employers can create a safe space for employees experiencing this trauma and help empower them to seek help.
Why Domestic Abuse Leave?
Understandably, domestic abuse can be incredibly disruptive, impacting an employee's focus, attendance, and overall health. By offering support and consideration that goes above the legal minimum, you show you understand these difficulties and provide valuable time for them to deal with urgent matters, like finding safe housing or attending court appointments. This not only benefits your employee's well-being, but can also lead to a more loyal and productive workforce.
How do I implement Domestic Abuse Leave?
- Formalise your DAL policy: Draft a clear, compassionate and inclusive policy showing your employees that you care about their well-being; helping you to create a supportive work environment that benefits both your staff and your business. Add it to your employee handbook and explain it during onboarding, ensuring it goes beyond the legal minimum by outlining your specific procedures, and apply it consistently and fairly to all employees.
- Confidentiality: Respect employee privacy. Let them know they don't need to disclose details unless comfortable.
- Communication: Clearly outline the policy in your employee handbook, on noticeboards or intranet as appropriate for your organisation, including details on how to access leave and emphasising confidentiality.
- Train managers: Equip them to recognise the signs of domestic abuse and offer support with discretion, focusing on how to handle situations without prying where an employee may not explicitly disclose the reason for leave.
- Lead by example: Promote an inclusive culture of empathy and understanding.
- Resources: Provide information on domestic abuse support services like Women's Aid (https://www.womensaid.ie/) or Men's Aid Ireland (https://www.mensaid.ie/).
If you want to learn how I can help you to achieve the above, book a discovery call today.