Workplace Safety & Compliance: Employer Obligations for Managing Family & Domestic Violence Risks 

Domestic Violence in the Workplace: What Employers MUST Do

Family and domestic violence (FDV) affects more than just home life. It can affect attendance, performance, safety, and wellbeing in the workplace.

Employers have both a legal and ethical duty to protect their staff from risks to health and safety, including those related to FDV. But knowing how to respond especially when things aren’t clear-cut can be incredibly challenging.

It’s Rarely Black and White

FDV often hides behind silence, fear, or complex emotional dynamics. People may deny violence at first, downplay risks, or not feel ready to talk.

That’s why it’s important to stay alert, respond without judgement, and be prepared with the right support à whether a disclosure is made.

Case Study: When a Concern Becomes a Crisis

In one recent case, an employer reached out to us after noticing subtle yet worrying signs that something wasn’t right with a team member. The employee had arrived at work with visible bruises—just one day after colleagues had overheard her discussing a verbal altercation with her partner. While she reassured her manager that it was simply an accident, concerns for her safety lingered among the team.

The situation escalated when a visitor—someone personally known to the employee—arrived unannounced at the workplace. The employee became visibly distressed and confided in her manager, admitting she was afraid to go home.

At that point, the employer knew this was more than a standard wellbeing conversation. There had been no formal disclosure of violence, but the signs were serious, and the risk was real.

Unsure of what actions were legally appropriate but determined to do the right thing, the employer contacted our team.

As the client’s HR Consultant, we worked quickly to guide our client to:

• Refer the employee to police and offering to personally transport them to the station for support — showing care without imposing.
• Coordinating a welfare check with police: We advised the employer to notify the local police of the situation and share relevant concerns, so that authorities could step in safely and appropriately.
• Reassuring the employer of their legal obligations and boundaries, while helping them take meaningful steps to support the employee in a safe and compliant way

This case is a powerful example of how early action, informed advice, and empathetic leadership can make a genuine difference. With our guidance, the employer was able to respond with care and confidence—creating a safer outcome for the employee and peace of mind for the business.

Understanding Your Responsibilities under WHS:

Knowing how to support Staff Facing Family and Domestic Violence

As an employer, you are not expected to be a counsellor or an investigator. But under the Work Health and Safety Act, you are responsible for managing risks to health and safety in your workplace—including those stemming from family and domestic violence, when known.

This means:

• Recognising warning signs and responding with empathy
• Managing risks, including customer interactions, security, and rostering
• Providing access to support options such as FDV leave (under the NES)
• Maintaining confidentiality, unless there’s an immediate threat to safety

Creating a Safe, Supportive Workplace

Need Help Navigating Difficult Workplace Situations? LMHR Delivers Discreet, and Compliant Solutions

Proactive steps employers can take include:

• Have a clear Family and Domestic Violence Policy with confidential support pathways
• Ensuring staff are aware of the Policy and trained in what to do should they become a victim of Family and Domestic Violence or suspect a colleague is
• Ensure managers are trained to respond appropriately and sensitively
• Offering flexible working arrangements and modified duties when needed
• Providing access to support services, such as EAPs or community organisations
• Ensure employees are aware they can access paid family and domestic violence leave, which under the National Employment Standards, provides up to 10 days paid leave per year, even for casual staff!!

Read more here -> Family and domestic violence leave – Fair Work Ombudsman

If you are unsure how to navigate these sensitive issues, our team of HR consultants have experience with the best ways forward.

How Human Resource Consultants can assist your business compliance

We regularly support organisations across Australia in developing policies, training managers, and navigating difficult situations always with care, discretion, and compliance in mind.

Let’s work together to ensure your workplace is safe for everyone.

Contact LMHR Consulting today to discuss how we can support your team.