The most notable update to the regulations for Paid Family & Domestic Violence Leave beginning to come into effect on February 1st is that employees facing this issue will have access to 10 days of paid leave. This issue requires much more than simply administering leave though.

It’s important for businesses to have policies and procedures implemented to support workers who may be experiencing this issue. On top of that, employers and management need to understand how to broach this subject with someone they suspect may be experiencing abuse and how to handle that dialogue with sensitivity and understanding.
 
Here's a rundown of procedures to implement and how to provide support:

#1 – Learn the Signs

Signs that an employee might be experiencing domestic abuse include:

·       Unexplained injuries.

·       Decreased productivity.

·       Frequent lateness or absence.

·       Changes in behaviour.

#2 – Start a Conversation

If you are noticing an employee showing signs of potential abuse, then initiate a conversation with courtesy and respect. You can bring the subject up by explain how you are worried or concerned about them. Take it slow and make sure they know they have your support.

#3 – Listen Without Judgement

If someone experience family or domestic violence decides to talk about what they’re facing. It’s important to listen without being judgemental, offering advice or trying to suggest solutions for the issue. Actively listening is more likely going to help you understand what they need.

#4 – Believe the Victim

It’s common for victims of family and domestic violence to feel like no one will believe them if they told someone about what they’re facing. Affirming that you believe them and offering assurances is a great way of helping them feel supported.

#5 – Offer Support and Resources

Sometimes victims don’t know where to go or how to seek help. You can help them find support and resources for the likes of shelters, social services, attorneys, and counsellors.