Family and Domestic Violence

Is Family and Domestic Violence a workplace issue?

Family and Domestic Violence (FDV) can be a workplace issue. Violence against women can impact their performance at work in different ways, such as:  

• Being prevented or delayed from getting to work; 
• Crying at work;
• Being worried or preoccupied about your safety and the safety of your children or family;
• Being harassed or intimidated at work; 
• Covering up for what is or has been happening to you;
• Managing your full workload;
• Being afraid to talk about your experiences at work; or 
• Being questioned about coming in late or not getting your job done.

Domestic violence can be stressful, upsetting and distracting and it can make it hard to perform your duties. It can also be a workplace safety risk.

Remember, FDV is about power and control. You can get help to break the cycle and put a stop to the abusive behaviour. Getting a protection order is one way to do this. It means taking the power back.

Telling your workplace may be difficult, but if you are upfront about your situation and raise the issue first, it may allow your employer to provide support and understand any difficulties that you may be experiencing in your job. It is also less likely to be disruptive if you are transparent about your circumstances. It may make it easier if the abusive person tries to cause trouble for you at work. 

It’s important to remember that FDV is not your fault and you should not feel ashamed. You have a right to feel safe at home and safe at work.

How do I stay safe at work?

Workplaces have a duty to provide a safe workplace by ensuring your health and safety at work as far as reasonably practicable. Workers also have a duty to take reasonable care to protect their own safety. You should first check your workplace health and safety policies, as you may find that your workplace has a policy on workplace violence or harassment. Your workplace may also be able to put in a safety plan at work to assist you in feeling safe. NT Working Women’s Centre is able to negotiate with your workplace to develop this plan. 

Workplace based safety planning can include things like:

• Having someone walk you to your car or transport when you leave work;
• Screening or blocking phone calls or emails;
• Asking your workplace to notify relevant staff not to tell anyone private information about your location or movements’
• Making sure you’re not left alone at a work location with public access;
• Changing your work times and patterns;
• Providing a photo of the abusive person to front desk staff, so that they can identify them and call the police if necessary.

Do I need to tell my work about what is happening?

You only need to tell your workplace about things that directly affect or impact your work. This includes anything that could pose a workplace safety risk. Is the abusive person:

• Constantly calling, emailing or texting you at work?  
• Following you to or from work? 
• Making threats to harm you or your co-workers at work? 
• Threatening to tell your boss embarrassing personal information? 
• Coming into or hanging around your workplace to intimidate you? 

If so, you should tell your workplace.

Another consideration is whether you need to negotiate time off to go to court, arrange accommodation or attend appointments with support services, your child’s school or your bank. Or if you need to organise temporary safety measures such as changes to your working times and patterns.