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California has strengthened its workplace protections for survivors of violence and their family members, and employers must ensure their policies and procedures align with these updated requirements. These changes fall under the Fair Employment and Housing Act (FEHA) and affect how you respond to leave requests, confidentiality concerns, and safety accommodation needs within your organization.
If you employ staff in California, understanding these obligations is not optional. It is essential for legal compliance and for creating a workplace where employees feel supported and protected.
Understanding the Expanded Protections
The updated law applies to survivors of domestic violence, sexual assault, stalking, violent threats, or the loss of a family member due to violence. It also extends to employees who have a family member who is a survivor. Employees have the right to take time off to seek restraining orders, court protections, medical care, counseling, relocation, or to assist a family member with similar needs.
Time-Off Requirements
All employers, regardless of size, must allow time off for court-related protections. Employers with 25 or more employees must also allow broader leave for medical or counseling services, relocation assistance, and support for injured family members. Depending on the circumstances, leave may extend up to 12 weeks.
Confidentiality Responsibilities
Any request for leave or accommodation must remain confidential. Disclosure is only allowed when required by law or necessary for immediate workplace safety, and employees must be notified if disclosure is required.
Safety Accommodations
Employers must engage in the interactive process to determine reasonable accommodations, which may include schedule modifications, workstation relocations, phone number changes, or additional security measures.
Documentation
You may request certification, such as police reports, court documents, or written statements. These records must also be kept confidential.
Action Steps for Employers
To comply with the updated law, you should:
• Update your employee handbook and relevant HR policies
• Train supervisors to recognize and respond to requests appropriately
• Ensure confidentiality in recordkeeping practices
• Provide the required notice at hire, annually, upon request, and when an employee reports being a survivor
Taking these steps will help you remain compliant while creating a workplace culture that values safety, dignity, and trust.
If you would like guidance on implementing these updates, the full episode of Biz Help For You walks you through the details and provides clear next steps to protect your business and your team.
