Under previous California law, adult sexual assault survivors had limited time to file civil lawsuits. Once the statute of limitations expired, claims were permanently barred. Effective January 1, 2026, AB 250 creates a two-year revival window for previously time-barred civil claims related to adult sexual assault, meaning that the time to bring a sexual assault claim has been extended. From January 1, 2026, through December 31, 2027, adult survivors can sue both individual perpetrators and companies that engaged in cover-ups or retaliatory actions. This includes claims for sexual assault, harassment arising from assault, and wrongful termination linked to reporting.

Key Takeaways for Private Employers

Prepare for Potential Litigation

• Historical claims may resurface. Review past records, complaints, and internal investigations now.
• Identify any prior allegations that were dismissed due to expired statutes of limitations.

Strengthen Policies and Training

• Ensure anti-harassment and anti-retaliation policies are current and enforced.
• Train managers and HR teams on proper handling of sexual assault and harassment complaints.
• Train employees on how to report claims in a timely manner, and how to help protect your employees and the Company from claims of harassment

Risk Management

• Update insurance coverage to account for revived claims
• Consult with counsel to assess exposure and develop response strategies

Compliance Actions

• Start Doing: Conduct internal audits, refresh reporting channels, and document compliance efforts.
• Stop Doing: Any practice that could be perceived as concealing misconduct or retaliating against whistleblowers.
• Change: Move toward proactive prevention and transparent reporting processes

We are here to help

If you learn about a claim, reach out quickly to your employment counsel. The sooner you can establish a strategy, the better protected your workplace will be. Feel free to reach out to me with any questions!

Back to Blog