AIB has expanded the range of practical supports it offers staff experiencing domestic violence and abuse including ten days' fully paid leave a year.
The bank also offers affected employees five days paid emergency hotel accommodation, security assistance to ensure their personal safety on the way to, from and at work, counselling services.
Affected workers also have the option of a salary advance to assist financially where and when required.
In-house vulnerable customer supports to help ensure their financial independence is also available to affected workers.
AIB said this is part of its commitment to provide a work environment that is safe and supportive for all its employees.
AIB's Chief People Officer Geraldine Casey said that as one of the country's largest employers, the bank wants to show its commitment to stand with staff experiencing domestic violence.
"The enhancements to our policy provide important practical supports and build on the resources that we already have in place," Ms Casey said.
"Our policy has been informed by the experience of a staff member who was a victim of domestic violence and is now working to improve supports for vulnerable customers," she said.
We are committed to continue to play our part to support both colleagues and customers impacted by this sensitive societal issue," she added.
Minister for Children, Equality, Disability, Integration and Youth Roderic O'Gorman said the Government has made tackling domestic, sexual and gender-based violence a priority, and last month the Oireachtas passed the Work Life Balance Act, which will provide statutory entitlement to paid domestic violence leave.
"We know that the response to domestic violence needs to be an all-of-society approach and that is why it is so encouraging to see large employers like AIB taking the initiative and providing such strong support to their employees," the Minister added.
AIB's expanding range of policies for its more than 9,500 staff also include improvements to its family leave offering over the past year to improve work life balance for working parents.
These include seven weeks fully paid parents' leave, 10 days fertility leave a year for employees undergoing treatment and two days for colleagues whose partners are having treatment, surrogacy leave and compassionate leave for colleagues who experience loss of pregnancy at any stage, regardless of whether it occurs to them, their partner or a surrogate.
