Paid Domestic Violence Leave in BC: Know It Before You Need It

The first time you think about leaving, it is before sunrise. You slip out quietly and stare at your phone, wondering how to explain an absence that has nothing to do with being sick. You are scared of what might happen if you stay, but equally afraid of losing your job if you leave.

That fear is what paid domestic violence leave BC was meant to prevent. Many workers still do not know what protection they have when safety and employment collide.

When Leaving Home Feels Like Losing Everything

For anyone living in fear, time off work can feel impossible. Most people cannot afford unpaid days, and the idea of explaining personal trauma to a manager feels unbearable. But BC law was written to give that space.

Under the Employment Standards Act, workers can take up to five paid days, five unpaid days, and an additional fifteen weeks of unpaid leave each year if they or an eligible person experience domestic or sexual violence. The time can be used to move, attend court, seek counselling, or get medical care. Jobs and benefits are protected, and there is no minimum time required before the leave applies.

Why Many Workers Never Use Domestic Violence Leave

Even with these rights in place, many people never take the leave. Some do not know it exists, while others fear being judged, doubted, or exposed. For those living in crisis, asking for leave can feel more dangerous than staying silent.

Employers sometimes make things harder without realising it. Some ask unnecessary questions or require proof that feels invasive. The law allows employers to request only what is “reasonably sufficient,” such as a note from a counsellor or a police file number. Privacy laws also require that personal information be handled carefully and only shared when necessary.

When Five Paid Days Are Not Enough to Stay Safe

Five paid days can give someone time to make calls, see a doctor, or attend a hearing. But safety planning and recovery often take longer. Many survivors return to work before they are ready because bills and childcare pressures do not pause for healing.

Advocates argue that BC’s limit of five paid days does not reflect the real length of time it takes to rebuild stability. Some provinces now offer ten paid days, while others allow extended flexibility. Employers point to staffing and cost challenges, but the bigger question remains: how much time should safety be worth?

What Employers in BC Are Required to Do

Employers have clear legal duties under BC’s Employment Standards Act and WorkSafeBC policies. They must keep positions secure during leave, continue benefits, and ensure there is no retaliation for taking it. WorkSafeBC also requires employers to assess risks when domestic violence could reach the workplace.

Supportive workplaces take it further. They train managers to listen with empathy, protect confidentiality, and make the process of asking for help straightforward. A well-handled request can be the difference between someone staying trapped or finding safety.

How to Request Paid Domestic Violence Leave in BC

Anyone who needs to use paid domestic violence leave in BC should notify their employer as soon as possible. Proof can be requested but does not have to include personal details. A counsellor’s note, police file number, or other short statement is enough. The leave can be taken all at once or split throughout the year.

If a request is denied, workers can contact the BC Employment Standards Branch for assistance. For confidential support, VictimLink BC offers 24-hour help in multiple languages. Local resources like Battered Women’s Support Services and the Crime Victim Assistance Program provide counselling, safety planning, and financial support for eligible victims.

The Takeaway for Vancouver Workers

Paid domestic violence leave gives survivors time to make choices without losing their jobs. It is one of the few tools in BC law that links safety with financial protection. Still, many workers do not use it because they do not know it exists or worry about how employers will react.

If you ever find yourself in that early morning silence, wondering whether you can afford to walk away, remember this right exists to help you do exactly that. Knowing your rights could be the first step toward safety.