California Expands Leaves for Victims of Violence

On January 1, 2025, Assembly Bill (AB) 2499 officially took effect in California. The law provides important legal protections to employees who have been the victim of violence or who have a close family member who has been the victim of violence. Here, our California employment attorney provides an overview of the key things that companies should know about AB 2449.

The Basics: AB 2499 Provides Employment Protections to Victims of Violence 

California AB 2499 was passed into law to help provide workplace support for victims of violence. The law recognizes that victims and their families often require time to heal, get medical help, and navigate the legal process after falling victim to violence. In passing this new law, lawmakers aim to help ensure that these workers can take necessary time off without fear of retaliation if they are a victim of a qualifying act of violence or if their family members are a victim of a qualifying act of violence. The law defines a “qualifying act of violence” as:

• Domestic violence;
• Sexual assault;
• Stalking;
• Acts causing bodily injury or death; and
• Actionable threats that would lead to serious injury or death.

Employers Should Know Worker Rights Under the New Law 

Employees who are victims, or have a family member who is a victim, of a qualifying act of violence (QAV) can take time off for various reasons, including seeking medical attention, obtaining services from victim support organizations, receiving psychological counseling, participating in safety planning, securing new housing, and attending legal proceedings. AB 2499 provides job-protected leave to victims and states that workers may use any available paid sick leave for these purposes. Additionally, victims of qualifying acts of violence may qualify for a reasonable workplace accommodation.

 A More Detailed Overview of Employer Responsibilities Under the Law 

AB 2499 applies to all California employers, regardless of size. However, certain provisions—such as leave benefits for family members of victims—only apply to employers with 25 or more employees. Here are three key responsibilities for employers:

• Notice Requirement: Employers must inform employees of their rights under AB 2499 upon hire, annually, upon request, and when an employee notifies the employer of being a victim or having a family member who is a victim of a qualifying act of violence.
• Non-Retaliation: The law prohibits employers from firing or otherwise retaliating against an employee who takes leave as protected by the law.
• Confidentiality: All employers must maintain the confidentiality of any employee seeking leave or accommodations under AB 2499—except as disclosure is required by law or is necessary to protect the safety of the workplace.

 Contact Our California Employer Rights Attorney Today

At Sloat Law Group, APC, our California employment lawyer helps clients protect their rights and their interests. We help employers solve employment law issues before they become problems. If you have any questions or concerns about employment law in California, please do not hesitate to contact us today. We represent employers in Coachella Valley, Riverside County, and throughout California.

Source: 

leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB2499