Union News - December 2025
Article 44 – Domestic Violence Leave
As of 2024, Canada reported 349 victims of family violence and 356 victims of intimate partner violence per 100,000 population, indicating a concerning trend in domestic abuse that is likely to continue.
Article 44 was added to our Collective Agreement in 2021 because both parties recognized that domestic abuse is on the rise and employees may be affected by it, which can, in turn, affect an employee’s attendance at the workplace.
Domestic violence is any form of abuse or neglect that an employee or an employee’s child experiences from a family member, or someone with whom the employee has or had an intimate relationship.
An employee who is subject to domestic violence as defined above shall, upon request, be granted domestic violence leave for:
- seeking care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability;
- obtaining services from an organization which provides services for individuals who are subject to domestic violence;
- obtaining professional counselling;
- relocating temporarily or permanently; or
- seeking legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.
The total domestic violence leave with pay that can be granted in a fiscal year is 75 hours, to be taken in the manner requested by the employee.
Unless otherwise required by the employer, a note from the employee stating that they meet the requirements of this article will be sufficient to support the request for leave.
An employee is not entitled to domestic violence leave if the employee is charged with an offence related to that act or if it is probable, considering the circumstances, that the employee committed that act.
Melanee Jessup
Communications Committee Member