Paid Family and Domestic Violence Leave – New Entitlement Rules

Paid Family and Domestic Violence Leave becomes an entitlement for employees in 2023. All employees (including casuals) can access this leave type from day one of employment, so talk to us to start planning for changes to payroll provisions and costs.

Employees have had an entitlement to unpaid family and domestic violence leave (FDVL) for some time as part of the National Employment Standards (NES). This converts to a paid leave entitlement from 1 February 2023 for larger employers and 1 August 2023 for small employers (fewer than 15 employees).

The new law allows ten days of paid leave every 12 months, but the leave does not roll over and accumulate.

The full pay rate will apply as if the employee had worked as usual on the day of the leave.
The NES will include the paid leave and will be revised by February. All employees will be eligible for the entitlement.

The new FDVL means employees can take time off to deal with the impacts of domestic violence or abuse if they need to take care of things during working hours. This includes attending court, accessing police or support services, or making arrangements for the safety of oneself or close relatives.

FDV Leave Eligibility and Proof

• Applies to all employees, permanent and casual.
• Close relatives include a spouse, partner, former partner, child, grandchild, parent, grandparent or sibling; or the child, parent, grandparent, grandchild or sibling of a current or former spouse or partner. Torres Strait Islander and Aboriginal kinship relatives are also included.
• The leave is available as soon as an employee starts with an employer.
• Employees must inform the employer as soon as possible about the need for FDVL and the expected length of leave.
• The employer can ask for evidence such as police, court, or support service documents, or a statutory declaration, even if the leave period is less than a day.

Plan for Increased Payroll Costs

Because the new leave provision applies from day one of employment for all employees, employers should plan for the potential cost of the leave. While it's unlikely that all employees will take this leave, preparing for the possible cost means you won't get caught out if you do have to pay FDV leave, particularly for casual workers.

Book a time with us if you’d like to start planning for payroll changes in 2023.