July 24, 2025
Effective July 1, 2025, the California Civil Rights Department (CRD) updated its notice and FAQs regarding leave and accommodation for victims of qualifying acts of violence, in accordance with Assembly Bill 2499. AB 2499, signed into law in September 2024, updates and strengthens workplace leave laws for victims and their families. And we now have more obligations (and more information on what matters to the CRD). Here’s what you need to know about the recent developments:
More Crimes, More Coverage
The updated guidance expands protections: Now, employees and their family members are protected if they’ve experienced a “qualifying act of violence,” including:
- Domestic violence
- Sexual assault
- Stalking
- Bodily harm or death caused by another
- Threats involving firearms or physical force (No arrest or conviction is required.)
Time Off to Help Family Members
Employees now may take job-protected leave not only for themselves but also to support family members who are victims of qualifying crimes. The new notice also details the types of reasonable accommodations available to help ensure safety at work (including changing a work phone number or modifying a schedule).
Accrued Pay Benefits May Be Applied to an Unpaid Leave
If an employee is granted unpaid job-protected need time off, the employee may apply available paid sick leave, vacation, or other paid time off, unless otherwise provided in a collective bargaining agreement.
Be Aware of Your New Notice Requirements
Employers must inform employees of their rights at the time of hire, annually, upon request, and whenever the employer becomes aware that the employee (or a family member) is a victim. The California Civil Rights Department (CRD) recently published the official notice employers can use to meet this requirement. The notice is available in English and in 13 additional languages. The CRD also released detailed FAQ covering documentation, confidentiality, and reasonable accommodations.
Failure to Comply is Now a Civil Rights Issue
The protections described in AB 2499 now are included in the California Fair Employment and Housing Act. This gives enforcement power to the CRD. And it also means that violations are now considered civil rights violations, with serious legal implications.
Your Next Steps?
- Make sure you are providing the necessary notice;
- Educate your teams on their obligations and entitlements; and
- Your employee handbook needs to be updated to include these protections, by expanding your EEO, discrimination/harassment and time off policies.
Need help navigating compliance and next steps? I’m very happy to help!
