The Warehouse Group includes Noel Leeming and the Warehouse Stationery, who together employ about 12,000 people. All will be entitled to the extra 10 days' crisis leave.

Victims of domestic violence among the Warehouse Group's 12,000 staff have been offered extra paid leave, in a move that Women's Refuge wants other employers to follow.

The retailer announced on Tuesday that its staff would be entitled to an extra 10 days off a year on top of existing leave to get medical treatment, attend court, and seek refuge without the burden of financial pressure.

The entitlement would apply to staff at The Warehouse Group's other stores, including Noel Leeming, the Warehouse Stationery and online retailers, which together employ about 12,000 people. The group will also provide unpaid leave for employees needing time off to support a family violence victim.

The Public Service Association has been trying for two years to get state sector employers to adopt a 10-day leave clause for victims of domestic violence. So far, only spy agency the Government Communications Security Bureau (GCSB) has done so.

Warehouse Group chief executive Mark Powell said the extra leave, which would be available to men and women, would enable staff to get themselves into a safer situation with minimal financial consequences.

Auckland's Inner City Women's Group agency manager Prachi Mittal said securing protection orders, changing accommodation, and finding new schools or childcare could take weeks.

"They need to keep their job more than ever, because they are going out on their own and they need to support themselves and the kids," she said. "It's a mind-numbing time.

"The situation often becomes so stressful they end up leaving their job."

Powell said the Warehouse Group had a charitable partnership with Women's Refuge, and had taken on the paid leave initiative on its recommendation. He did did not know how many Warehouse staff might be victims of domestic violence, but said extrapolating family violence rates and applying them to the group's workforce suggested some would be.

It was important for an employer to know staff were in crisis so they could be given time off, rather than them resigning due to stress, he said.

"Often it wouldn't be reported to us, and that's part of the issue."

Women's refuge chief executive Ang Jury said that, to her knowledge, the retailer was among the first businesses in the country to adopt such an initiative.

"There are only smaller operators and non-government agencies who have developed any kind of policy around domestic violence."

She said stable employment was a "critical" factor enabling women to leave a violent relationship.

"Women experiencing domestic violence often find holding down work very difficult. They may experience violence while they are at work (through stalking) or need to take time off to deal with their injuries, or those of their family members."

She hoped the Warehouse's move would "inspire other companies to play their part".

Powell said: "I'm not here to tell everyone else how to run their business. We've got to run our business, and we think it's the right thing to do.

"Other companies will look at it, hopefully, and consider whether they can do the same."

A member's bill brought by Green MP Jan Logie, which is still in the parliamentary ballot, addresses leave to domestic violence victims. Employment law expert Susan Hornsby-Geluk said she had seen similar leave clauses unsuccessfully put forward by unions in public sector contract negotiations.

The clauses placed the burden of proof of abuse on employees, by requiring a copy of a protection order.

Warehouse staff would not need to provide proof, but if it became apparent leave was being exploited, it would be reviewed, a spokeswoman said. Powell assured staff their confidentiality would be protected if and when they applied for the leave.

Hornsby-Geluk pointed out that employees could take legal action over a privacy breach if a colleague disclosed their situation wihout permission. But there would have to be exceptions, such as when victims wished their abusers' identities to be known so colleagues would block them from the workplace.