News

Domestic and Family Violence Workplace Support Policy

Following on from consultation with your union, the NSW Government has published a new Domestic and Violence Workplace Support Policy and Guiding Principles, which replaces c2020-07 Domestic and Family Violence Workplace Support Policy – Guiding Principles for Agencies.

You can access the updated policy HERE.

The new policy reflects an evolving understanding of the impact of Domestic and Family Violence (DFV) and a need for strong workplace support systems in several ways:

• Greater detail in the definition – recognising a wider range of behaviours as abusive (emotional, financial and digital rather than just physical), as well as details on the impact of DFV on a diverse range of experiences, such as LGBTQIA+ people, people with a disability and those from culturally and linguistically diverse backgrounds
• Expanded workplace support – increase in leave provisions (reflecting leave enhancements that were increased in 2022 with Determination No 5 of 2022 Support for Employees Experiencing Domestic and Family Violence), more detailed guidelines for workplace safety and WHS obligations around safety in the workplace.
• Broader focus on creating a trauma informed workplace culture
• More information on the need for training for managers and staff to identify signs of DFV
• Stronger emphasis on employee privacy and confidentiality and recording of data
• Provisions for employees supporting a family member experiencing DFV
• Guidelines on how to respond to an employee showing signs of experiencing DFV.

The PSA does have concerns about the introduction of a new requirement around evidence that has been added to the policy after consultation that is not in the 2022 determination and have raised our concerns with Public Sector Industrial Relations (PSIR). The new policy states evidence is required when an employee accesses more than five consecutive days of DFV leave and more than 10 days in a calendar year. However, the determination which contains the leave entitlement states an approving manager should use discretion when asking for evidence and should only require evidence in exceptional circumstances.

The policy does however state that it is an employee’s choice whether, when and to whom they disclose information about experiencing domestic violence. It further states “An employee may not feel safe or comfortable disclosing their experience of domestic and family violence to their direct manager and may seek the assistance of an alternative manager, their union representative, their HR or People and Culture teams to apply for the leave. Any information shared with the employer is required to be treated with confidentiality and sensitivity, and cannot be shared in the workplace, on payslips or rosters.

Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV, should contact their union on 1800 772 679 or by email to

Support Policy is welcome, but greater funding certainty needed

Whilst both State and Federal Governments have announced funding aimed at preventing violence before it starts and supporting victim survivors, it is vital that this funding is used effectively to assist victim survivors.  Frontline services, such as the government-led Mount Druitt Family Violence Service, need to be expanded and supported.

In October, the NSW Government had announced its intention to transition the Mount Druitt Family Violence Service from a government-led model to delivery by non-government organisations effective 1 July 2026. Whilst PSA CPSU NSW General Secretary Stewart Little took immediate action on behalf of members and delegates, and the decision was reversed, it is vital that this government-led model is not only protected, but expanded by rolling out similar Family Violence Services across the state.

If you or someone you know need any support or further information about domestic and family violence, remember you can access this through our website.