Victims of domestic or sexualized violence will soon be granted paid and unpaid leave, thanks to the newly amended Employment Standards Act.

“(This) will significantly lower barriers for employees by minimizing financial hardships and providing victims the time to access medical, legal and other supports as they need,” John Streicker, the minister of Community Services, said last week.

The amended act passed unanimously in the assembly Nov. 5 and received assent on Monday afternoon.

The act provides five days of paid leave and five days of unpaid leave to victims of domestic or sexualized violence working in “territorially regulated industries and professions,” according to a government press release.

Long-term leave of up to 15 unpaid weeks can also be taken, either at once or incrementally.

Leave is available after 90 days of employment. 

The leave also extends to employees whose children or close friends are victims of domestic or sexualized violence.

While the bill has received assent, it won’t come into effect immediately.

According to the Yukon government, education and support materials still need to be developed before the law is implemented.

“Providing the right supports for employees and employers will allow victims to access this leave readily and in a way that ensures their confidentiality and dignity is respected,” Streicker said.

Aja Mason, the director of the Yukon Status of Women Council, said her organization applauds the government’s move supporting domestic violence victims.

The implementation, however, will require a substantial amount of nuance because the Yukon is so small, she said.

“We’re always weighing the intention versus the impact of any kind of policy,” Mason told the Star.

“So, the intention behind a policy might be really good, but the impact can often be marred with unforeseen consequences.”

Guaranteeing confidentiality will be a significant hurdle for the government, Mason explained.

“In the Yukon, because we have such a small population, and especially in the communities, the likelihood that an employee who approaches their boss for time off and that boss is connected to the abuser … is really high up here.”

Mason suggested that a two-way contract requiring an employers’ confidentiality should be required.

There is also a wide range in types of domestic violence – not just physical, but psychological and financial as well – that should be clearly defined, Mason said.

“Being very clear in the implementation of this legislation, so it’s inclusive of all these different forms of violence, is also of utmost concern for us.”

There is also a need for education among employers, so they are able to understand and manage the delicate situations associated with fleeing a violent household.

“It should be accompanied with better education and understanding of the dimension and dynamics of domestic violence, how precarious and dangerous it can be for a woman when she’s outing herself,” Mason said.

“When she’s taking leave from work and telling people that’s what’s going on, that can be one of the most dangerous stages.”

According to Statistics Canada, 264 Yukon women reported domestic violence to police in 2018.