Recognising and responding to family violence in the workplace may not be something that all employers have considered in their workplace policies.
However, domestic and family violence remains a significant problem in Australia. According to the latest findings from the Australian Institute of Health and Welfare, nearly 2.5 million Australians have survived physical or sexual abuse by a partner, while approximately 4 million have experienced emotional abuse. These updated statistics remind us that the issue continues to demand attention in 2025.
Workplaces can make a real difference in these outcomes — beyond the fundamental role of providing a safe space and facilitating financial independence for the many victims of domestic and family violence who are in paid employment.
In 2025, the Institute of Non-Violence (IoNV) continues to lead the way in identifying practical steps that employers and staff can take to address the multifaceted impacts of family violence, both within their organisations and in the communities they serve.
Sprintlaw client Hala Abdelnour is heading up this vital initiative, so we caught up with her to learn more about how employers can create truly supportive workplaces in today’s changing environment.
Hala is trained in psychology and social work, and is a renowned consultant who runs ‘Global Echo’, a company that educates workplaces about diversity and inclusion. In addition to running interactive workshops, she regularly reviews and drafts workplace policies to ensure cultural safety and inclusivity.
In Hala’s words:
“Employees want to feel valued, appreciated and encouraged to be themselves. That’s what makes a happy employee – when their skills and efforts are recognised in more ways than just financially.”
Lately, Hala has noticed an increasing number of employers taking a proactive interest in developing and updating policies to support staff affected by family violence.
Since its launch, the Institute of Non-Violence has been dedicated to helping workplaces recognise and respond to both the victims and, where necessary, the perpetrators of family violence. Its core belief is that a supportive and safe work culture encourages disclosure and early intervention. To achieve this, workplaces must implement robust, confidential processes for family violence disclosure — a topic further explored in our article on workplace harassment and discrimination.
Hala also looks beyond the immediate impact of violence, delving into the intersectionality of each individual’s experience. It is crucial to consider how factors such as social class, refugee status, or past traumas can influence a person’s vulnerability to family violence in the workplace.
Most family violence training focuses primarily on supporting victims. However, Hala also equips employers with strategies to manage situations when an employee is known to be a perpetrator of family violence. By offering guidance for safe and discreet disclosure — whether overtly or subtly — she plays a pivotal role in ensuring that domestic and family violence is not ignored within our communities.
It is well known that family violence can adversely affect workplace productivity and morale. The evolution of family and domestic violence leave policies over recent years, coupled with landmark legal decisions such as Workers Compensation Nominal Insurer v Hill [2020], continues to underscore employers’ legal obligations to provide a safe and supportive environment. It is crucial for businesses to regularly review their employment structures – learn more about how important an employment contract is – to ensure all staff are properly protected.
No two workplaces are the same, and there is no ‘one size fits all’ solution to combating family violence. Recognising this, the Institute of Non-Violence gathers current research and tailors its family violence responses to suit the unique needs of each organisation.
Hala cites the example of a financial services company where policies must address not only physical abuse but also the pernicious effects of financial abuse. For such businesses, staff need training to recognise abuse signs and a flexible approach to processes — for example, adjusting billing practices to avoid exacerbating a victim’s distress. Employers can also benefit from understanding whether their business structure matters in effectively implementing these policies.
Similarly, if employees frequently visit customer premises, workplace policies should reflect the unique risks associated with off-site work. In such cases, Hala recommends intensive, full-day training sessions that focus both on recognising family violence and ensuring robust staff care practices are in place.
Hala sees her role as that of a collaborator, with the Institute of Non-Violence acting as a crucial bridge to help organisations integrate diverse perspectives into their policies. Her aim is not to make employers experts in family violence, but rather to enable them to set up confidential and secure systems for addressing it. In doing so, she advises that reviewing small business responsibilities can further ensure that policies are both legally compliant and empathetic.
The Institute of Non-Violence is committed to supporting all kinds of workplaces — government departments, private companies, NGOs, and organisations with no direct focus on family violence are all welcome to benefit from its services.
For businesses that engage both employees and contractors, understanding the legal distinctions is essential. Our article on the difference between employee and contractor offers valuable insights into how these relationships can impact workplace policy and safety.
In 2025, forward-thinking employers are increasingly integrating comprehensive family violence policies into their broader employee wellbeing frameworks. By leveraging expert insights from consultants like Hala and utilising resources offered by organisations such as Sprintlaw — including our guides on building a supportive work environment — businesses are better equipped to ensure that all staff feel safe, supported, and empowered to speak up.
In Hala’s words, “People don’t need to be siloed in their spaces. Family violence impacts everyone, it doesn’t matter where they work.”
The ongoing efforts of the Institute of Non-Violence were further highlighted around the International Day For The Elimination Of Violence Against Women on 25 November 2025, which was followed by the annual #16DaysofActivism. As part of its commitment to raising awareness, IoNV collaborated with poet and former Australian slam champion Luka Lesson, who premiered a powerful new song celebrating resilience and the collective hope for safer communities.
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