On July 1, 2025, the California Civil Rights Department (CRD) released a new employee rights notice and a Frequently Asked Questions (FAQ) document in connection with Assembly Bill 2499 (AB 2499), a victims’ leave law enacted in 2024.
AB 2499 took effect on January 1, 2025, and significantly expanded leave and accommodation protections for victims of crime or abuse. Among other provisions, the law grants eligible employees—either victims of violence themselves or close family members of deceased victims—the right to take up to 12 weeks of job-protected leave for qualifying acts of violence. Additionally, employers are required to provide reasonable accommodations in such circumstances. Covered acts of violence include domestic violence, sexual assault, stalking, and other forms of violence.
Pursuant to AB 2499, the CRD’s newly issued notice, titled “Survivors of Violence and Family Members of Victims Right to Leave and Accommodations,” outlines key information about:
- Employees’ rights to take leave when impacted by a qualifying act of violence;
- Confidentiality protections under the law;
- Reasonable accommodation obligations;
- Protections against discrimination and retaliation.
The accompanying FAQ addresses common questions concerning qualifying acts of violence, procedures for requesting leave or accommodations, and the documentation employers may require. Acceptable forms of certification include police reports, court documents, records of court appearances, statements from support service providers, or a written statement from the employee or a representative.
Employer Obligations Under AB 2499
Employers are mandated to provide the CRD’s model notice (or a substantially similar version) to:
- All new hires at the time of onboarding;
- All employees on an annual basis;
- Any employee upon request;
- Any employee who discloses that they or a family member is a victim of violence.
Next Steps for Employers
Employers should promptly distribute the updated notice to their workforce, revise employee handbooks to reflect AB 2499 requirements, and ensure that HR and management personnel are properly trained on how to handle related leave and accommodation requests.
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This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.