Page updated 6 )ctober 2025
Supporting Employees and Students affected by Domestic Violence/Abuse and Domestic Violence Leave
This page contains details of the steps involved in taking Domestic Violence Leave. You’ll also find a summary of the Supporting Employees and Students affected by Domestic Violence/Abuse Policy, Guides and Domestic Violence Leave for Employees form.
The policy has been drafted in line with the relevant provisions of the Work Life Balance and Miscellaneous Provisions Act 2023 and guidance developed by the Department of Children, Equality, Disability, Integration and Youth and Women’s Aid.
Under the Work life Balance and Miscellaneous Provisions Act 2023, employees who are subjected to domestic violence/abuse are entitled to a period of 5 days paid leave.
UCD Policy
The University recognises that members of its employee and student community can be affected by domestic violence/abuse, and this will have an impact on their safety, wellbeing, and ability to work or study. This may be someone who has experienced domestic violence/abuse in the past, is currently living with domestic violence/abuse or as someone who has been impacted upon in another way.
The aim of this policy is to raise awareness regarding domestic violence/abuse and healthy relationships and ensure that any employee who may be impacted by domestic violence/abuse knows that it is a safe place in which they can disclose so that they can be supported in their work. Additionally, this policy is intended to provide line managers with a greater understanding of the impact of domestic abuse/or violence and practical supports they can offer.
The policy contains details of the range of supports that employees may find helpful.
This section contains a summary of the UCD Policy on Supporting Employees and Students affected by Domestic Violence/Abuse, however, in all cases the Policy remains the definitive source of information on the topic.
Domestic Violence Leave
Domestic Violence and Abuse is defined as: violence, or threat of violence, including sexual violence and acts of coercive control committed against an employee, student or a relevant person (defined below) by another person. The domestic violence may have been committed by:
- a spouse or civil partner of the employee, student or relevant person;
- a cohabitant of the employee, student or relevant person;
- a person who is or was in an intimate relationship with the employee, student or relevant person;
- an adult child of the employee, student or relevant person.
The categories of relevant person in relation to an employee, who an employee may take domestic violence leave to support are:
- An employee’s child (including an adopted child) or dependent;
- An employee’s spouse or civil partner;
- A cohabitant of the employee; or
- A person with whom the employee is in an intimate relationship.
Entitlements
An employee is entitled to take up to 5 days paid domestic violence leave in any 12-month period. The leave cannot be taken in periods of less than one day. There is no minimum service requirement, and no notice period is required as the need may not be foreseeable.
This paid leave is available to support a range of needs such as to:
- seek medical attention;
- obtain services from a victim services organisation;
- obtain psychological or other professional counselling;
- relocate residence temporarily or permanently;
- obtain an order from a court under the Domestic Violence Act 2018;
- seek advice or assistance from a legal practitioner;
- seek assistance from the Garda Síochána; or
- seek or obtain any other relevant services.
Where an employee has exhausted their entitlement to paid domestic violence leave, they may request other types of leave with or without pay. Examples may include annual leave, sick leave (if applicable), shorter working year and others. Where additional leave is required, an employee should contact their Human Resources Partner to discuss options available in line with University HR Policy & Procedures.
Application Process
Prior to taking the leave or on their return to work, the employee must complete the relevant Domestic Violence Leave Application Form confirming the date of commencement and duration of the leave. This confirmation should be signed by the employee and Head of School/Unit. Whilst there should be confirmation of the leave being taken, further information regarding the facts surrounding the taking of the leave or documentary evidence/proof should not be requested. This form can be submitted directly or through the line manager or HR Partner to the Service Lead Role in HR responsible for processing this leave.
Once an application is made for this leave type, the details will be treated in the strictest of confidence and are only accessible to the line manager and to certain employees in HR.
Records
The University is obliged to keep records of all domestic violence leave taken by employees. Section 15 of the 2023 Act amends section 27 of the Parental Leave Act 1998 to provide that records must be held for a period of 3 years.