Estimated reading time: 2 minutes
California has expanded workplace protections for survivors of violence and their family members under the Fair Employment and Housing Act (FEHA). As a business owner with employees in California, you are responsible for meeting new requirements around time off, confidentiality, workplace safety accommodations, and manager training.
In this Quick Tip episode of Biz Help For You, you are guided through what the updated law means for your business, what steps you must take to remain compliant, and how to ensure your workplace is safe, supportive, and legally protected.
You will learn:
• Who qualifies for protection under the expanded FEHA updates
• Time-off rights for employees and family members
• How paid leave, FMLA, and CFRA interact with protected leave
• Required confidentiality practices employers must follow
• What “reasonable accommodations” and the “interactive process” mean
• Documentation guidelines and what you are permitted to request
• Specific action steps you need to take to update policies and protect your business
This episode is essential listening for any California employer seeking clarity, compliance, and confidence in handling sensitive employee requests
Key Notes
• California expanded protections for survivors of violence and their family members under FEHA
• All employers must allow time off for restraining orders and court-related safety needs
• Employers with 25+ employees must also provide leave for medical care, counseling, relocation, court hearings, and care for an injured family member
• Leave may extend up to 12 weeks for survivors or those who lost a family member, or up to 10 days for supporting a surviving family member
• Employees may use paid sick time, vacation, or other leave banks
• FMLA and CFRA leave run concurrently with this protected leave
• All requests and documentation must remain confidential
• Employers must engage in the interactive process to determine reasonable safety accommodations
• Retaliation against an employee for requesting accommodations or leave is prohibited
• Employers should update policies, train managers, safeguard records, and distribute the required notice
