Workplace Support To Family Violence

Making workplaces domestic violence free

DVFREE has helped hundreds of organisations – businesses, government agencies, crown entities, and not-for-profits of all sizes - to support the safety, health, and wellbeing of their employees and their customers who experience domestic violence, and helped prepare them to respond to employees who perpetrate domestic violence. DVFREE consults on policy and procedures, and provides a range of training options and other resources.

Employers can become a DVFREE Tick partner in order to ensure a sustainable, best practice workplace response to family violence.

Guidelines for a DVFREE Workplace banner 1

DVFREE Workplace Guidelines

provide recommendations for employers that support employee safety, health and wellbeing.

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DVFREE Training

is delivered by highly skilled specialists to support your domestic violence workplace and customer response.

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DVFREE Readiness Quiz

Answer 10 questions to find out if your organisation has all the key elements of a DVFREE Workplace.

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Meet the DVFREE Team

Meet the team

Workplace response to family violence

DVFREE is a workplace partnership programme designed to help workplaces provide a sustainable, best practice workplace response to family violence that exceeds legal obligations.

By providing opportunities for training and education, the DVFREE program offers workplace policy consultation, education and a range of training options to improve responses to people experiencing family violence.

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Why go DVFREE

Why DVFREE?

Why support employees experiencing domestic violence? Why support customers who experience domestic violence?

Employee health, safety and wellbeing
Customer care and safety
Legal obligations
The financial cost to business
Social responsibility

A DVFREE workplace is one where:

Employees impacted by domestic violence feel safe and supported at work.
Domestic violence is not tolerated or excused; the workplace promotes and supports respectful behaviour within domestic and family relationships.
All employees know what to do if a work colleague is experiencing or perpetrating domestic violence.
A best practice workplace response to domestic violence exceeds legal obligations under the Domestic Violence – Victims Protection Act 2018 and other laws.

A DVFREE customer response is one where:

Customers experiencing domestic violence are treated with dignity and empathy, while prioritising their safety and privacy.
These customers receive extra care where their experience of domestic violence impacts on their experience as a customer.
These customers receive information about specialist services in the community.

Want to get started?

Your organisation can take a number of steps to provide a safe and supportive workplace for your people experiencing domestic violence, including training first responders and managers, and updating your domestic violence policy.

Get started

Become a DVFREE Tick Partner

DVFREE Tick Partner organisations sign up to a structured, ongoing partnership with Shine to provide a sustainable, best practice workplace response to family violence that meet the DVFREE Tick criteria, which are based on the essential recommendations of our DVFREE Workplace Guidelines. The DVFREE Tick Partnership Annual Fee covers all services required for meeting the DVFREE Tick criteria, and includes resources not available to other organisations such as our Manager Online Learning Programme modules.

Contact us now to find out more.

DVFREE Tick Partners

DVFREE Tick Partners meet ongoing requirements to sustain a best practice workplace response to domestic violence.

See DVFREE partner video testimonials.

See all DVFREE Tick Partners.

The manager of a retail business got in touch with Shine to discuss his concerns that a valued employee was being abused and he didn’t know how to help. With coaching from Shine, he raised the issue with Donna, and offered to support her. He brought Donna to Shine where she shared her fear of leaving her partner because of his threats to kill her. Shine and her boss helped Donna put in place a number of safety strategies, including getting a Protection Order, serving her partner with a Trespass Notice for the workplace, moving her temporarily from front desk duties, making a photo of her partner available to her workmates so they could warn her if he came to the office, and accompanying her to and from her car.

The partner was arrested and released on bail. He was later arrested again, once for breaching the Trespass Notice when he was observed by a staff member. He finally left her alone after finding that she was no longer vulnerable to his abuse. Donna is still in the job that she loves and her boss has a staff member who is more loyal and committed than ever.

Donna's Story (not her real name)

Janine’s relationship was great for two years. Then her partner went away on an exciting work project, began drinking and calling her all hours of the night. He was bipolar and still in a manic phase when he returned and began abusing her. One day he beat her badly. She rang police, he was arrested and Shine began supporting her. She was in a senior work role and parenting two teenagers. In the months before the court hearing, he kept contacting her. He’d say things from “I love you, I’m so sorry” to “It’s your fault I lost my son and I’ll kill myself.” He attempted suicide three times. Police said he would likely go to prison. She felt guilty and wanted to withdraw charges.

Janine told her managing director what was happening. “If my partner was dying of cancer, there would have been some understanding. But my managers were uncomfortable with what I was going through and didn’t want to know. When my ex died in an accident, they couldn’t understand why I was grieving.” Suffering from depression, she went to three EAP sessions, but talking to Shine was more helpful. They reinforced what she needed to hear - that his situation wasn’t her fault, and his abuse was not okay. These messages and Shine’s referral to a good lawyer helped her get through, become stronger and eventually find a new job with a more supportive employer.

Janine’s Story (not her real name)

Zac started his new reception job the same day he broke off his relationship with Anton. Two days later, Anton was out in front of Zac’s office, watching him. He was there all week. Workmates started noticing. Zac was embarrassed and anxious. Zac finally went out to talk to Anton – ending up with Anton shouting at and threatening him. Zac came inside feeling humiliated. His manager asked him to come in her office. Zac was scared he would get a warning or lose his job.

Instead, Lori asked him how he was feeling. She’d seen the man outside shouting and was concerned for Zac’s safety. She reminded him about their domestic violence policy and that he had a right to be safe. She offered to help him with a workplace safety plan and to have him ring Shine for help to deal with Anton outside work. With a trespass order, a temporary shift of desk and some other support strategies, the stalking ended and Zac felt very grateful.

Zac’s Story (not his real name)

As a victim of violence in the home, Rebecca found it difficult to get time off work while she was going through the process of leaving her abusive husband and trying to provide adequate support for her two young children through that difficult time. People in her workplace didn't understand what she was going through and saw her as an unreliable, emotional wreck. After many years of abuse, Rebecca finally left her husband with help from Shine.

According to Rebecca, “If my work had supported me through that time and given me paid leave when I needed it to deal with what was going on, I would have been in a better frame of mind and more focused on my job while I was at work. Instead, I made a lot of mistakes at work and wasn’t a very happy person to be around. A lot of things happened outside work, leaving my children and me mentally scarred because I didn’t have enough time and energy to get things sorted with our safety planning.

Rebecca's Story (not her real name)

Adrienne had worked for a large organisation for many years. She had been physically and emotionally abused by her husband for 20 years. He worked in the same complex in a different department. She finally decided to leave. She knew about her employer’s domestic violence policy, so she talked to HR about her situation, knowing that she would be supported. HR referred her to the Shine Helpline, and immediately put in place a security plan. Her husband’s boss also instructed him that if he entered her department, he would potentially face instant dismissal. With support from her employer and from Shine, Adrienne managed to leave her husband and stay safe.

Adrienne's Story (not her real name)

Jason worked as a waiter. His boyfriend became increasingly abusive after they moved in together. He beat up Jason on a regular basis and left bruises where no one could see them. Jason rang Shine’s Helpline for support because his boyfriend was harassing him at work and he was in danger of losing his job. His boyfriend started by texting 20-30 times a day. After a few days, Jason stopped responding to every text, and his boyfriend began ringing 15-20 times a night.

Other co-workers had to pick up the slack every time he took a call. Jason’s boyfriend occasionally came into the restaurant and sat at the bar keeping an eye on him, and once followed him into the kitchen to loudly accuse him of flirting with another employee. Jason’s boss told him that he needed to get his partner under control or risk losing his job. Jason was too ashamed to tell his boss what was going on at home, and thought his boss would not be supportive even if he told him. Although Shine was able to support Jason to leave his partner, the abuse at his workplace continued and some months later he was fired.

Jason's Story (not his real name)

Anna was a highly skilled worker who got on well with her patients and colleagues, where she’d worked for 15 years. She began dating and moved in with a co-worker who soon became jealous, possessive and violent. Her boyfriend checked up on her at work throughout the day. She began coming in late or not at all. She was often preoccupied and forgetful. She was too ashamed to tell anyone what was going on, and feared she wouldn’t be believed. Her boss told her he didn’t want to lose her experience, but if she couldn’t improve her performance he would have to take action. This caused Anna greater stress and anxiety.

Eventually Anna was injured by her boyfriend, ended up in hospital and was referred to Shine. Shine helped Anna leave her boyfriend safely, but she felt terrified at work, never knowing when he would appear. Shine eventually helped Anne to relocate, which meant leaving her job. If she had been supported by her employer and kept safe at work, Anna may have avoided injuries and an enormous amount of stress and trauma. She may have been able to keep her job and the organisation would have kept a highly skilled and experienced worker.