Empowering Victims: Domestic Violence Leave in NSW, Australia under FED - Dot Legal

Domestic violence leave – FED

Domestic Violence Leave in NSW, Australia: Understanding Your Rights under the Fair Employment Directive (FED) – Dot Legal

In recent years, society has increasingly recognized the devastating impact of domestic violence on individuals and families. In response, the Australian government has taken significant steps to protect victims of domestic violence in the workplace. The Fair Employment Directive (FED) in New South Wales (NSW) provides essential assistance to those facing domestic violence situations. Dot Legal commits to aiding individuals in understanding and exercising domestic violence leave rights. This article explores the provisions of the FED and how Dot Legal can support victims during these challenging times.

Understanding the Fair Employment Directive (FED)

The NSW government implemented the Fair Employment Directive as a legislative framework to address domestic violence issues in the workplace actively. Its primary objective is to offer victims the necessary support, flexibility, and protection to navigate their personal challenges without compromising their livelihoods. The FED recognizes that employees experiencing domestic violence may require time off to deal with its effects, and it ensures their right to take leave without facing discriminatory actions from employers.

Who is eligible for Domestic Violence Leave under FED?

The FED grants domestic violence leave to any employee directly affected by domestic violence. This includes full-time and part-time workers, as well as casual employees, who have completed a certain minimum period of continuous service with their employer.

How much Domestic Violence Leave is granted?

Eligible employees receive up to ten days of paid domestic violence leave per calendar year. This allows victims to seek necessary medical attention, legal advice, counseling, or any other form of support required to address their circumstances. Additionally, unused leave entitlements can be carried over to the next year if needed.

Ensuring Confidentiality and Privacy

At Dot Legal, we understand that discussing such sensitive matters can be daunting. We assure our clients that we handle all interactions regarding domestic violence leave with utmost confidentiality and sensitivity. Our experienced legal team prioritizes safeguarding the privacy of our clients while advocating for their rights.

Disclosures and Documentation

Although disclosing the reason for taking domestic violence leave is not mandatory, employers may request some form of documentation to substantiate the claim. This could include a statutory declaration, a medical certificate, or a letter from a domestic violence support organization. Dot Legal can guide you on the appropriate documentation to protect your rights while respecting your privacy.

Protection against Discrimination and Retaliation

The FED explicitly prohibits employers from discriminating against employees who take domestic violence leave. Employers cannot terminate or take any adverse action against an employee for exercising their rights under this directive. If you believe you have faced discrimination or retaliation for taking domestic violence leave, our legal experts at Dot Legal are here to support you in seeking justice.


Domestic violence is a distressing issue that can have far-reaching consequences for victims, both personally and professionally. Dot Legal empowers individuals to understand and protect workplace rights under FED in NSW, preventing victimization. Our expert team offers personalized support, helping victims navigate challenges while preserving their careers and well-being.

Remember, you are not alone. Reach out to Dot Legal today for expert guidance on domestic violence leave and how we can assist you in exercising your rights under the Fair Employment Directive. Together, we can strive for a safer and more compassionate workplace for all.

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