Effective January 1, 2025, California AB 2499 notice expanded existing victim leave laws by broadening the definition of “victim,” extending the reasons for which employees may take leave, and increasing employer obligations regarding accommodations and notices.
A key component of AB 2499 is the new notice requirement. The California Civil Rights Department (CRD) will release a required notice titled:
“Survivors of Violence and Family Members of Victims Rights Leave and Accommodations.”
This notice must be distributed by July 1, 2025, and employers are required to provide it:
- At the time of hiring
- Annually
- Upon employee request
- Whenever an employee discloses that they or a family member is a victim
Background of Expanded Rights and Employer Responsibilities Under California AB 2499 Notice
Broader Definition of “Victim”.
Under AB 2499, the definition of “victim” has been expanded. It now includes anyone who experiences a qualifying act of violence, such as:
- Domestic violence
- Sexual assault
- Stalking
- Other harmful acts, including:
- Acts resulting in injury or death
- The use or threat of a firearm or weapon
- Threatening or using force that could result in injury or death
This expanded definition applies regardless of whether the act results in arrest or prosecution.
Expanded Leave Rights
Leave rights have also been expanded under AB 2499. Previously, leave was primarily limited to seeking medical treatment or victim services. Now, employees may take time off for additional reasons, including:
- Receiving medical care or victim services
- Participating in safety planning
- Preparing for or attending legal proceedings
- Seeking any form of relief related to the violent act
Moreover, leave is now available not only for the employee but also when a family member is a victim.
Expanded Definition of “Family Member”
The law also expands the definition of “family member” to include:
- Children, parents, grandparents, grandchildren, siblings, spouses, and domestic partners
- A “designated person,” which is someone the employee considers family by close association, even if not related by blood
- Employers may limit this to one designated person per 12-month period
Accommodation Requirements for Victims and Family Members
Under AB 2499, employers are required to provide reasonable accommodations for employees who are victims of violence. This obligation extends to employees whose family members are victims as well. Accommodations may include adjustments to work schedules, reassignment of duties, or changes in the work environment to ensure safety and well-being.
What Employers Should Do Now:
- Prepare to implement the new notice by July 1, 2025, and distribute it according to the law’s requirements
- Update policies to reflect the expanded leave rights and the broader definition of “victim” and “family member”
- Ensure that training and internal procedures are in place to handle disclosures of victimization and to offer accommodations as required by law
If you need assistance with updating your employee handbook, policies, or ensuring compliance, please don’t hesitate to contact us. We’re here to help!