I'll answer that in English, if that's okay.
Obviously, sometimes it's difficult for people who are experiencing domestic violence to provide the traditional kinds of documentation, and we don't want the requirements for documentation to impose barriers on people who are already going through very challenging situations. You don't want to do things like require a restraining order or something like that because there are many different types of domestic violence and people experience it in different ways and have different needs, so there is no one-size-fits-all solution.
Ideally, employers shouldn't require that kind of evidence, certainly not before. After the fact they could provide a letter from a lawyer or a statement from a worker at a women's shelter, for example, or another support service, as long as there is some flexibility in the type of documentation, but we would prefer that there not be a requirement.
That's the kind of stuff, though, that I think we could work out in regulations as opposed to putting it in the legislation per se.
I'm giving you a bit of a mixed answer. If you're going to have it in there, then after the fact makes more sense than requiring it up front.