Your Rights Under California’s New Victim-of-Violence Leave Law (Effective January 1, 2025)

As of January 1, 2025, a new California law (AB 2499) provides enhanced workplace protections for employees who have been affected by violence—either directly or through a family member. If you have experienced domestic violence, sexual assault, stalking, or a similar qualifying act of violence, or if a close relative has been the victim of such an act, you may be entitled to protected leave and accommodations at work.

Under this law, a qualifying act of violence includes not only domestic abuse and sexual violence but also incidents involving physical harm, threats of harm, or the use of a weapon. These protections apply regardless of whether criminal charges were filed or a conviction occurred. The law also recognizes a broad definition of family, including not only immediate relatives but also a “designated person”—someone you identify as the equivalent of family, such as a close friend or extended relative.

If you are the victim of violence, you may take up to 12 weeks of job-protected leave. If your family member is the victim and survives, you are generally entitled to up to 10 days of protected leave, with a maximum of 5 days specifically allowed for relocation. In cases where your family member dies as a result of the violence, you may take up to 12 weeks of leave. During this time, you can use your accrued paid leave—such as sick days or vacation time—to continue receiving income.

The law also gives you the right to request workplace accommodations, especially if you work for an employer with 25 or more employees. These accommodations can include changes to your schedule, work location, or contact information, as well as safety modifications in your workspace or procedures. All requests are confidential, and employers are required to engage in a good-faith interactive process to determine what adjustments are reasonable. Requests can only be denied if they impose an undue hardship on the business.

Importantly, your employer must provide written notice of these rights at the time of hire, annually, upon request, and whenever an employee discloses that they or a family member has been the victim of violence. The California Civil Rights Department has published a model notice that employers may use to fulfill this requirement.

It is unlawful for an employer to retaliate against an employee for requesting leave or accommodations under this law. That includes termination, demotion, discipline, or other adverse actions based on the employee’s status as a survivor or caregiver.

In summary, AB 2499 significantly expands California’s protections for employees affected by violence. If you believe you may be eligible for leave or an accommodation under this law, you are encouraged to speak with Human Resources or seek guidance from a legal or victim advocacy professional. Your well-being is important, and these rights exist to help you navigate challenging circumstances without sacrificing your employment.

The Survivors Right to Time Off Notice can be found here: https://calcivilrights.ca.gov/wp-content/uploads/sites/32/2025/07/Survivors-Right-to-Time-Off_English-B.pdf