Your union’s advocacy has delivered change.
Following concerns raised by the PSA, the NSW Government has reissued its removing the restrictive approach to evidence requirements and updating the guidance for managers.
When the policy was first released in November 2025, the É«ÀÇÉçÇøacted immediately to challenge the Government over the inclusion of new, restrictive evidence requirements that had been added after consultation had concluded. At the time, your union informed members of the policy’s release, acknowledged its positive elements, and highlighted our serious concerns with these last-minute changes.
Our position was clear: the new requirement for employees to provide evidence when accessing more than five consecutive days of Domestic and Family Violence (DFV) leave, or more than 10 days in a calendar year, was inconsistent with the
That determination makes it clear that managers should exercise discretion when deciding whether evidence is required and, where it is, what type of evidence is appropriate. Importantly, evidence should only be requested in exceptional circumstances.
The updated policy now reflects this approach, reinforcing a more supportive and trauma-informed process for employees experiencing domestic and family violence.
You can read our previous bulletin here.
Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV should contact their union on 1800 772 679 or by email to
If you or someone you know need any support or further information about domestic and family violence, remember you can access this through our É«ÀÇÉçÇøwebsite: