236. Deputy Ivana Bacik asked the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation further to Parliamentary Question No. 252 of 1 July 2026, in relation to Circular 16/2023: Civil Service Domestic Violence and Abuse Policy and Supports (details supplied), his views on the matters raised; and if he will make a statement on the matter. [53369/26]

The Civil Service Domestic Violence and Abuse Policy, Circular 16/2023, was developed to support employees experiencing domestic violence or abuse and to facilitate access to statutory domestic violence leave in a manner that is sensitive, supportive and respectful of privacy.

Consistent with the legislative framework, the policy provides that supporting documentation will not be requested by default from an employee seeking domestic violence leave. The policy further recognises that obtaining documentation may be difficult or inappropriate in many circumstances. In line with this approach, supporting documentation is not required for the processing of domestic violence leave applications.

The reference in the policy to supporting documentation is intended to reflect that administrative matters may arise in the operation of any policy and should not be understood as creating a general requirement for employees to provide evidence in support of a request for domestic violence leave. The policy's overarching approach remains that documentation will not normally be sought.

Individual Civil Service departments and offices are expected to apply the policy in a reasonable and sensitive manner, having regard to the purpose of the legislation and the overarching objective of supporting employees who need to access domestic violence leave and related supports.

The Civil Service Employee Assistance Service (CSEAS) provides support to civil servants who may be impacted by domestic violence or abuse and has seen an increase in the number of employees seeking guidance and assistance since the introduction of the policy. A comprehensive information booklet and specialised training for designated contact persons has also been developed and delivered to increase awareness of domestic violence and abuse in the workplace and to strengthen the supports available to employees.

Through the operation of the policy and the range of supports available, including CSEAS, trained contact persons and accompanying guidance materials, the Civil Service remains committed to ensuring that the spirit and intent of the statutory domestic violence leave provisions continue to underpin the implementation of the Domestic Violence and Abuse Policy.