““With all you are already going through and have been through, it’s nice to have the support in place.” - client supported by their employer to attend family violence group programme
In April 2019, the New Zealand Government adopted the Domestic Violence Victims’ Protection Act in response to the country’s staggering family violence statistics. What does the Act actually mean for employers and their employees affected by violence?
What is the Domestic Violence – Victims’ Protection Act?The Domestic Violence – Victims’ Protection Act adds legal protections in the workplace for people affected by domestic violence. It requires that workplaces allow victims of violence, and people supporting child victims of violence to take up to 10 days’ leave, work flexibly and not be treated adversely in the workplace.
Domestic violence is also known as family violence. It means all forms of violence in family and intimate relationships. Domestic violence can be physical, sexual or psychological abuse.
Employees who have been affected by domestic violence can take paid domestic violence leave if:
‘Affected by domestic violence’ means they are a victim of domestic violence, or they live with a child who is a victim/witness of domestic violence. It does not matter when the domestic violence took place. The Act covers people who experienced domestic violence before they began working for their current employer or before the law changed on 1 April 2019.
The Act does not cover:
Note: the Act does not require employers to offer Domestic Violence Leave and flexible working arrangements to these people. However, that does not mean workplace policies shouldn’t include them.
The Act gives employees affected by domestic violence the right to:
No. The Act gives employers the right to ask for evidence, but it does not require it. Although a high-risk situation may have a police report attached, most of the violence taking place today will never come to the attention of the police or professional services. Someone experiencing violence may not have “proof” to give, and this doesn’t mean they don’t need to take leave.
There’s no one way to do this, but here are some practical suggestions:
Aviva also runs Let’s Talk/Me Korero workshops, which aim to help workplaces have conversations about family and sexual violence. For more information, visit this page.
There are lots of ways you or your workplace can support Aviva's fundraising efforts. If you would like to make a one-off donation, visit this page, or contact community@avivafamilies.org.nz
If you'd like to get more involved, you could organise a fundraiser, join our fundraising committee, or become a corporate sponsor. Get in touch with community@avivafamilies.org.nz to find out more.
Visit https://www.employment.govt.nz/leave-and-holidays/domestic-violence-leave/