By Susan Breslauer, SPHR, PHRca
In 2025, new requirements took effect for California employers to protect employees and their family members who are victims of a crime. We published a detailed bill summary “Victims of Violence” in our 2025 Silvers HR Employment Law Overview and Legal Update for retained clients. Hopefully you’ve already updated your postings and policies. Now, it’s time to implement the required Notice provisions.
Prior to 2025, California law already prohibited an employer from discharging or in any manner discriminating against an employee based on their status as a victim of crime or abuse or for taking unpaid time off for specified related purposes. As of January 1, 2025, AB 2499 expands these protections by redefining the term “victim” and extending rights to employees who are victims themselves or who are assisting a victimized family member. It also extends the permissible uses of California Paid Sick Leave (CA PSL), imposes new obligations on employers with 25 or more employees, and introduces notice requirements for all employers.
A broader definition of “victim” includes any individual subjected to a “qualifying act of violence” such as domestic violence, sexual assault, stalking, bodily injury or death, brandishing or using a weapon, or threats of physical harm, even if no arrest, prosecution, or conviction occurred.
As of July 1, 2025, the required Notice has been updated and retitled “Survivors of Violence and Family Members of Victims Right to Leave and Accommodations”. It must be provided to all new employees upon hire, to all employees annually, when an employee informs you that they or their family members are victims, and to any current employee upon request. As an alternative to the Notice, you may provide a pamphlet, which can be ordered from Silvers HR.
The Notice and pamphlet describe the protections for time off, discrimination and retaliation, reasonable accommodation and other benefits and leave (e.g., EDD SDI, PFL, bereavement leave) which victims might be eligible for. To ensure compliance, all employers should take time to review this updated resource, which highlights employees’ rights to request accommodations or workplace changes to help ensure their safety, as well as available remedies if they experience retaliation.
The required Notice may be found here:
Survivors Right to Time Off Notice – English
Failure to inform employees of their workplace rights can lead to legal action and financial penalties. Don’t hesitate to get in touch with your Silvers HR Consultant with any questions and for more information.