1. Purpose

The purpose of this leave is to provide for a period of paid time away from work for staff members who have suffered, are suffering or are at risk from domestic violence or abuse. This leave will enable the staff member to take the time they need to seek assistance in a structured and supported environment, where decisions are victim led.

University College Cork recognises the prevalence of domestic violence in our society and the impact it may have on our staff members. In line with our values and our commitment to the health and safety of our staff, the University opposes all forms of domestic violence and seeks to support victims and survivors of such violence through the provision of leave and other resources. 

2. Description

Domestic violence leave will be granted to a staff member who has been the victim of an act or acts of domestic violence or abuse. For the purposes of this policy domestic violence will be defined as follows: 

“Domestic violence (sometimes referred to as domestic abuse, family violence, or intimate partner violence) involves violent, threatening, or otherwise abusive behaviour by a family member/intimate relation, including but not limited to physical and sexual assault, psychological abuse, coercive control, financial abuse, stalking or dating abuse.” 

The perpetrator may be the staff member’s current or former spouse/partner, parent, child, other family member or other person in an intimate relationship with the staff member. 

Domestic violence leave will be granted in addition to all other available leaves to provide the staff member with time away from work to recover and to seek necessary supports. 

Such supports may include but are not limited to: 

• obtaining medical attention and/or counselling • obtaining legal assistance • providing for accommodation or protection of self, children and/or other family members • attending court/legal hearings • obtaining services from a victim services organisation or assistance from the Garda Síochána

3. Eligibility

All staff members of the University are eligible for domestic violence leave. There is no minimum service period required in order to qualify for this leave. 

4. Employment Protections

The University cannot discharge or in any other manner discriminate against a staff member for availing of domestic violence leave, and no negative action will be taken against a staff member for availing of this leave. 

 5. Duration of Leave

Paid domestic violence leave will be granted for up to 10 working days per 12 month period on a rolling basis. This leave may be taken as a block of leave or broken into separate days of leave as required. Requests for flexibility will be reviewed by the Director of Human Resources on a case-by-case basis. Thereafter, should further time away from work be required, the staff member may have recourse to one or more of the other University leave schemes as applicable, e.g. Sick Leave, Personal Unpaid Leave, etc. 

6. Application Process and Notice Period

The affected staff member should contact the Staff Wellbeing & Development Advisor, as soon as practicable to request a period of domestic violence leave. Advance notification of leave should be provided where possible. The University understands that in some cases advance notification may not be possible and that the period of leave may have already commenced before notification can be provided. 

The affected staff member is not required to provide proof of their abuse or documentary evidence for the leave needed. However, proof may be requested by the employer in some circumstances. 

7. Line Manager Responsibilities

Line managers are advised to support staff members who disclose to them that they are experiencing domestic violence in a sympathetic, non-judgemental and confidential manner. 

If a staff member discloses that they are experiencing domestic violence, the line manager must act promptly. They should discuss domestic violence leave and other supports available (see point 10 below) with the affected staff member and must alert the Staff Wellbeing & Development Advisor  to the need for this leave, if requested, as soon as possible.

8. Awareness and Information

Information sessions will be available to staff on domestic violence issues including understanding the implications of domestic violence for the staff member in the workplace, and also how to recognise, respond and refer. 

The Department of Human Resources are not positioned as experts on domestic violence but will provide the information to support line managers and staff members as required. 

9. Confidentiality 

Any disclosure of domestic violence and subsequent request for leave will be treated with the strictest confidence by the University, unless there is an immediate risk to the safety of the affected staff member, their colleagues or others.  

 10. Additional Supports

Staff members experiencing domestic violence should note the following supports available to them: 

• Flexible working arrangements: affected staff members may request a change of working hours, work location or other relevant conditions of their employment. Such requests will be accommodated where possible.
• Change of Work Contact Details: affected staff members may request a change of work phone number and/or work email address as necessary.
• Employee Assistance Programme (EAP):

Further information is available from the Staff Wellbeing & Development Advisor to provide support and signposting.

• Occupational Health Physician: An appointment can be arranged with a physician of the University’s Occupational Health Provider in order to provide support and accommodations and/or necessary medical advice to the staff member. All referrals are treated with strict confidence. To arrange a referral for reasons related to domestic violence only, please email the Staff Wellbeing & Development Advisor.

11. UCC Contacts:

Staff Wellbeing & Development Manager  Dr. Anne Gannon

Staff Wellbeing & Development Advisor  Susan O’Mahony

HR Business Managers

College of Business & Law Mags Walsh

College of Medicine & Health Niamh Healy

College of Arts, Celtic Studies & Social Sciences Maeve Doyle

College of Science, Engineering & Food Science Helen O’Donoghue

Deputy President & Registrar, Building & Estates  Kieran Creedon

President’s Office, OVP Learning & Teaching, OVP External Relations, OVPRI, Library & Information Services, OCLA, QEU, Finance Mary Ward

Employee Relations Advisor Veronica O’Connell

Leave Advisor Kathy O'Connell

12. Union Support

A staff member can also contact their Union Representative for support. 

13. External Resources

Survivors/victims of rape, sexual assault and domestic abuse will often want to talk to someone who can provide a specialist service tailored to their needs and circumstances. For that reason there are national and some local organisations who provide support based on specific experience of violence or abuse, as well as on identity characteristics such as gender identity, sexuality or cultural background.

 GB Approved 4^th April, 2023.