The holiday season is often portrayed as a time of joy, warmth, and connection — a period when families gather to celebrate and recharge. However, for victims of family and domestic violence (FDV), the traditional Christmas shutdown presents a chilling reality. While many companies close their doors for weeks, this enforced isolation from support networks can heighten fear and anxiety for those trapped in abusive environments.

The Pressure of Forced Shutdowns

In Australia, many businesses and organisations close their doors for multiple weeks during the December and January holidays. The period is traditionally used to allow employees to unwind, spend time with family or travel to see relatives overseas. But for FDV victims, this time can amplify the pressures they face. Prolonged shutdowns mean they are often confined to their homes with their abuser and deprived of the refuge that daily work routines can provide. Isolation can lead to increased tension and dangerous situations, as the absence of workplace distractions and natural reasons to leave the home make it harder to escape.

Moreover, the financial strain during this time can be significant. Many victims live payday to payday, and an extended shutdown can delay critical income, making it even more challenging to seek help or leave an abusive relationship.

Is the Traditional Shutdown Outdated?

Although our society is becoming more aware of FDV and its disastrous effects, we still navigate a complex cultural landscape which is not naturally geared towards supporting FDV victims. Whilst knowing that FDV victims need opportunities to escape the pressure-cooker, our society continues to encourage enforced shutdowns.  With all that we know about FDV situations, it is essential to ask whether the traditional Christmas shutdown is still relevant, or indeed, even safe. The answer is increasingly unclear. 

Adopting a more adaptable approach—such as staggered leave options or shorter shutdown periods—could better support employees facing diverse circumstances, particularly those experiencing FDV. It’s a chance for businesses to reflect on how these longstanding traditions may inadvertently perpetuate vulnerability among some of their employees.

How Businesses Can Support FDV Victims

1. Flexible Work Policies: Organisations should consider implementing flexible leave policies that allow employees to manage their time in ways that feel safe for them. This flexibility can empower FDV victim survivors to seek help when necessary.
2. Resource Accessibility: Employers can promote awareness of local FDV resources, such as hotlines and shelters, ensuring that employees know where to turn in times of crisis. Distributing this information before the holiday season can be particularly impactful.
3. Emergency Assistance Programs: Establishing emergency funds for employees in crisis could provide immediate support during difficult times. This financial cushion can be crucial for those needing to escape abusive situations.
4. Training and Awareness: Providing training on family and domestic violence can equip managers and colleagues to recognise signs of distress and offer appropriate support. Creating an empathetic workplace culture is vital in helping victims feel safe and valued.
5. Start a conversation: If an employee is displaying some of the signs of experiencing family and domestic violence, it’s important to check in on their wellbeing and ask them how they are.
6. Discuss any workplace safety measures or adjustments the employee may need in the workplace. For example, screening incoming calls, blocking emails, changing contact details, changing work hours or location.
7. Workplaces can be a place of refuge for employees. Employees experiencing family or domestic violence often rely on their workplaces to be a safe place to escape violence and a crucial source of social and economic support.
8. Community Partnerships: Collaborating with local organisations focused on supporting FDV victim survivors can enhance the resources available to employees. These partnerships can also foster community engagement and awareness.

Available Support During Shutdowns

During the holiday period, support systems remain essential. 1800RESPECT (1800 737732) is  available 24/7, offering immediate assistance and guidance.  Additionally, many shelters and community programs operate year-round, even during holiday closures, but awareness of these resources is key. Employers could help FDV victims by working towards building psychological safe spaces where employees feel safe to talk about their situation so that they can seek assistance 

Community organisations often ramp up their outreach during this time, providing food, shelter, and essential services to those in need. Businesses can play a pivotal role in disseminating information about these programs, bridging the gap between victims and the support they desperately require. However, they can only do so effectively if the business is geared towards supporting the employee, whilst maintaining operating efficiencies. 

Conclusion

While the holiday season is celebrated as a time for family and joy, we must not forget those who experience it in fear and isolation. The traditional Christmas shutdown, once a norm, may no longer serve the needs of today’s workforce as we learn more about how FDV perpetrators operate. Employers must consider and examine closely, whether their enforced holiday shutdowns are in fact conducive to an inclusive society. 

This holiday season, let us all advocate for change that ensures everyone has the opportunity to celebrate joyfully and safely.