Domestic Violence Support Policy

Creating a Safe, Supportive, and Respectful Workplace

1. Purpose
RdL recognises that domestic and family violence is a serious issue that can impact the wellbeing, safety, and performance of our people. As part of our commitment to a psychologically safe and respectful workplace, we are dedicated to supporting any team member who is experiencing domestic violence, both within and beyond the workplace.

This policy outlines RdL’s approach to ensuring safety, offering support, and promoting a culture of empathy and non-judgement.

2. Scope
This policy applies to all RdL employees, contractors, and consultants, regardless of location, employment type, or seniority.

3. Guiding Principles

• Confidentiality: All disclosures will be treated with discretion and privacy.
• Safety First: The physical and psychological safety of affected employees is paramount.
• Zero Tolerance: RdL has zero tolerance for violence, harassment, or abuse in any form.
• Supportive Culture: RdL fosters a work environment where individuals feel safe to seek support without fear of judgement or negative consequences.

4. Definitions
Domestic violence includes but is not limited to physical violence, sexual assault, emotional abuse, financial control, coercion, stalking, and intimidation by a family member or intimate partner.

5. Support Measures
RdL will provide the following support to affected employees:

• Paid Leave: Up to 10 days of paid domestic violence leave per calendar year (in addition to other leave entitlements).
• Flexible Working Arrangements: Adjustments to working hours, duties, location, or remote work to support safety and wellbeing.
• EAP and Counselling Access: Immediate access to RdL’s Employee Assistance Program or external counselling support services.
• Safety Planning: Collaboration with the employee to ensure their safety at work and, where needed, referral to specialised domestic violence services.
• Relocation Support: In extreme cases, RdL may provide practical assistance for short-term accommodation or relocation where safety is at risk.

6. Making a Disclosure
An affected employee is encouraged to speak to a trusted leader or RdL’s Managing Director.

7. Employer Obligations
RdL will:

• Treat all disclosures seriously and respectfully.
• Ensure affected employees are not disadvantaged in the workplace.
• Provide reasonable support and adjustments in line with employee needs and safety.
• Protect affected employees from retaliation or discrimination.

8. Training and Awareness
Managers and team leaders will receive periodic training on how to recognise signs of domestic violence, respond with empathy, and refer employees to appropriate supports.

9. Review
This policy will be reviewed annually or as required to ensure relevance and alignment with best practice and legislative changes.

10. Contact Points
For confidential support or further information, please contact:
Robert de Loryn – +61 417 349 712, robert@rdlmc.com.au

Effective Date: 01/05/2025
Next Review Date: 01/05/2026
Approved by: Executive Leadership, RdL Management Consultants