Big news in the HR/HSE world: Green MP Jan Logie’s Domestic Violence – Victims’ Protection Bill has passed into law. From the 1st July 2019, employers must provide victims of domestic violence with up to 10 days paid leave from work, separate from annual leave and sick leave entitlements. This may seem costly at first glance; however, it is nothing compared to the cost of hiring and training a new employee or dealing with a serious harm incident.
For many, the thought of an employee being caught up in a domestic violence dispute is gut-wrenching. Blurring the lines between work and home life is fraught with privacy issues, and what happens if a perpetrator of domestic violence that works for you?
To support the new Act, the Human Rights Commission (HRC) have created a domestic violence workplace toolkit and model policy (see. Employers offered family violence workplace model policy). Seven of New Zealand’s largest employers got together with the HRC and created an employer toolkit. They were:
- The Warehouse Group,
- ANZ NZ
- Countdown
- Vodafone NZ
- Fonterra
- Ricoh New Zealand
- EY (Earnest & Young)
What is Domestic Violence?
The simplest definition is “Family violence is when a member of the family controls the actions of others in the family using fear and intimidation”. The violent behaviour may be physical, psychological, sexual or financial.
How big is the problem?
New Zealand has the highest reported rate of family violence in the developed world according to “Progress of the world’s women: in pursuit of justice”, UN Women New Zealand, July 2011
Dr Jackie Blue the HRC Equal Opportunities Commissioner estimates that there are currently around 500,000 family violence victims in New Zealand, and more than 40% of them are in paid employment (that’s 200,000 workers).
In 2014, it was estimated that domestic violence cost New Zealand workplaces $368 million per annum due to:
- Lost productivity
- Cover for sick days,
- Recruitment/retraining when victims are unable to keep working
Why is the workplace so important?
The workplace may be the only place where a victim feels safe and continuing to work is the way that they become a ‘survivor’ working towards financial independence. As an employer, you also need to make sure that the perpetrator of domestic violence receives the appropriate support and is not abused or harassed by other workers while at work.
What are the Workplace Safety issues?
The effects of Family violence on victims is devastating. It can destroy a person’s confidence and affect their ability to concentrate and complete simple tasks. In a high hazard area, this can be catastrophic. This is why supporting your worker so they can leave a dangerous situation and get back to a fully functioning life as soon as possible is so important.
What Can you do to Show Support?
Victim:
- Initially, listen carefully and show that you believe the person. Also:
- Affirm they are not to blame
- Be non-judgmental and accept differences of opinion
- Be encouraging, supportive and open
- Keep a record of the conversation and advise the victim you are doing so
- Allow the victim to take whatever steps they want to take at their own pace
Perpetrator:
- Have a conversation somewhere that is discreet and safe
- Listen to what they are telling you
- Be non-judgmental. It is OK to say “What you’re doing is not OK, and we want to find you help so you can move forward.”
- Keep a record of the conversation.
You can also:
- Connect your worker(regardless of whether they are the victim or the perpetrator) with one of the family violence specialist groups listed below
- Screen phone calls and visitors so work is a safe place
- Provide leave to attend specialist appointments or make arrangements for their family
- Ensure that any disclosures are kept confidential and only those who ‘need to know’ are involved (i.e. direct line manager)
- Provide safe parking options close to your workplace and if necessary ensure the worker is accompanied to their vehicle
- Provide flexible working opportunities (location, time, contact details)
- Offer access to an Employment Assistance Programme so they can have access to confidential counselling services
Additional Resources
www.areyouok.org.nz It’s not OK is a community-driven behaviour change campaign to reduce family violence in New Zealand. Its goal is to change attitudes and behaviour that tolerate any kind of family violence.
www.businessworkingtoendfamilyviolence.co.nz A guide and toolkit for drafting a family violence policy in your workplace
www.police.govt.nz/advice/family-violence/help How to get Police Safety Orders, Protection Orders and Trespass Orders.
www.2shine.org.nz Shine was founded in 1990 and has grown to become a leading New Zealand specialist domestic violence service provider.
www.whiteribbon.org.nz Provides education and resources around preventing violence.
www.womensrefuge.org.nz This is an organisation for women and their children, here to help prevent and stop family violence in New Zealand. They can help your worker develop a safety plan, provide a safe place for them to go too and provide support after a relationship has ended
Let me know if you have found other resources useful when dealing with Domestic Violence in the workplace, or if you have any questions about the issue.
Have a safe and productive week.
SB