Flexible work has changed the way many of us think about work.
For employees, it can provide greater autonomy, better work-life balance and the ability to manage competing responsibilities more effectively. For organisations, flexible work can help to attract and retain employees, and support their wellbeing.
In many ways, flexible work has been a positive shift.
But there is one important question we don't often ask:
Is flexible work always safe work?
For employees experiencing domestic and family violence, the answer isn't always straightforward.
While flexible work arrangements can create important opportunities for safety and support, they can also introduce risks that are easy to overlook.
Understanding that complexity is an important part of creating workplaces that genuinely support their people.
The benefits we often see
For some employees experiencing DFV, flexible work can provide valuable breathing space during a difficult time.
Working from home may make it easier to attend appointments with support services, manage legal processes, access counselling or focus on personal safety planning.
Flexibility can also reduce the stress of commuting, provide greater control over daily routines and help people stay connected to work while navigating incredibly challenging circumstances.
These benefits matter.
Meaningful employment can provide financial security, routine, social connection and a sense of stability during periods of uncertainty.
That's one of the reasons workplaces can play such an important role in supporting employees experiencing DFV.
The risks we don't always see
At the same time, working remotely can reduce visibility.
When teams spend less time together in person, it can become harder to notice when someone may be struggling.
The changes can be subtle.
A person who was once highly engaged may become withdrawn. Someone who was always present may begin missing meetings or turning off their camera. Communication patterns may shift.
None of these signs automatically indicate DFV.
But they can mean opportunities for connection and support are missed.
For some individuals, home may not be the safe environment others assume it to be.
A person working remotely may be managing ongoing fear, coercive control, monitoring or abuse while trying to maintain their professional responsibilities.
In those situations, simply being at home does not necessarily mean being safe.
Technology adds another layer
Technology has enabled flexible work, but it can also introduce complexities.
Devices, communication platforms and shared spaces all have the potential to create privacy and safety considerations.
Many organisations are working hard to strengthen cyber security, information management and privacy practices.
The same level of thought is needed when considering how workplace systems may interact with an employee's personal safety.
Often, these risks are not obvious until an organisation begins viewing them through a DFV-informed lens.
What this means for leaders
One of the biggest myths surrounding workplace response to DFV is that managers need to have all the answers.
They don't.
What they do need is awareness.
Awareness that every employee experiences flexible work differently.
Awareness that home is not always a safe place for everyone.
And awareness that flexibility alone is not necessarily a protective measure.
The role of a manager isn't to investigate or solve the problem.
It's to have the confidence to have the conversations, and to create an environment where people feel safe to speak up, where support pathways are clear, and where employees know they will be treated with respect if they need help.
Looking beyond good intentions
Most organisations introducing flexible work arrangements are doing so with the best intentions.
The challenge is making sure those arrangements are working safely for everyone.
That requires us to move beyond assumptions and ask more thoughtful questions.
Do our managers understand the potential risks?
Would an employee know where to seek support?
Have we considered how flexible work may affect visibility, safety and connection?
Are our response processes practical as well as policy-driven?
These aren't always easy conversations.
But they are important ones.
Moving forward
Flexible work has brought many benefits to Australian workplaces, and it's here to stay.
However, flexibility should never be confused with safety.
For employees experiencing domestic and family violence, the reality can be far more complex than it appears from the outside.
Creating genuinely supportive workplaces means recognising both the opportunities and the risks, and ensuring our systems, leaders and culture are equipped to respond accordingly.
Because safe work isn't about where someone works.
It's about whether they feel supported, connected and able to access help when they need it most.
Find out more
Challenge DV offers programs and services that ensure your organisation is not just compliant, but truly committed to creating lasting change.
Get a quick training quote or contact me, Lizzy Edwards, Corporate Solutions Manager, to find out how we can work together: lizzy@challengedv.org
