Update Applicable to:	Effective Date
All Employers with at Least 1 Employee in California	July 1, 2025 – Immediately

What happened?

On July 1, 2025, the California Civil Rights Department (CRD) published a new required notice and updated Frequently Asked Questions (FAQs) to support the expanded victims’ leave protections under Assembly Bill 2499 (AB 2499).

Overview:

AB 2499 strengthens workplace protections for employees who are victims of domestic violence, sexual assault, stalking, or other qualifying acts of violence. It also extends certain rights to employees whose family members are victims.

These resources include a new required workplace notice and a comprehensive FAQs document, both designed to help employers and employees understand their rights and responsibilities under the law.

Highlights:

• Required Notice: The CRD published an official notice that employers can use to meet their obligation to inform employees of their rights. This notice must be provided effective immediately:
  
  • At the time of hire.
  • Annually.
  • Upon request.
  • When an employee discloses that they or a family member is a victim of violence or abuse.

• Updated FAQs: The CRD’s new FAQ document is not required to be provided. However, it should be provided upon request, and when an employee discloses an applicable need. The FAQ document explains:
  
  • When and how employees can take time off.
  • What types of documentation are acceptable.
  • How employers must manage confidentiality.
  • What reasonable accommodations are required for safety.

Employer Action Items:

• Distribute the CRD’s new notice as required.

• Update employee handbooks and policies to reflect the expanded rights.

• Train HR, Leave Administrators, and Management on how to respond to leave requests and accommodation needs.

• Review internal procedures for managing documentation and maintaining confidentiality.

Additional Information:

Protections Under AB 2499:

• Expanded Leave Rights: Employees can take time off for medical care, legal proceedings, safety planning, and support services.

• Use of Paid Sick Leave: Employees may use accrued paid sick leave for these purposes.

• Family Member Coverage: Protections extend to employees whose family members or designated persons are victims.

• Anti-Discrimination: Employers may not retaliate or discriminate against employees who exercise these rights.

• Reasonable Accommodations: Employers must provide safety-related accommodations when requested.

Source References

• CRD Survivors of Violence and Family Members FAQs
• CRD Survivors of Violence and Family Members Notice
• CRD Survivors of Violence and Family Members Notice (Other Languages)-Navigate to the “Employment” tab for all notices
• California Enhances Employment Protections (VensureHR)

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