California’s Victims’ Leave law was expanded effective January 1, 2025, under Assembly Bill 2499.  These changes imposed new obligations and broadened existing ones.  Importantly, AB 2499 also imposed a new notice requirement, and on July 1, 2025, the Civil Rights Division published a model notice explaining employee rights under the law.

Employers are required to provide the new notice (available here: Survivors of Violence and Family Members of Victims Rights Leave and Accommodations) in multiple situations:

• At hiring (to new employees);
• Annually to all employees;
• Whenever an employee requests it; and
• Any time the employer learns that the employee or their family member is a victim violence.

Below is a summary of the key changes under AB 2499, and what employers must do to stay compliant.  If you are interested in a more detailed explanation of the effects of the new law, check out our previous article here. 

Expanded Definition of “Victim”

The law now defines a victim more broadly as any individual against whom a qualifying act of violence is committed. These acts include (but are not limited to):

• Domestic violence;
• Sexual assault;
• Stalking; and
• Acts or threats involving bodily injury or death, the use (or perceived use) of weapons or force, etc.

Importantly, the law does not require that anyone be arrested, or convicted, for an act to qualify. 

Expanded Reasons for Leave

Employers with 25 or more employees already provided leave for certain needs (medical treatment, counseling, etc.). Under the updated law, leave can now be taken for a wider array of reasons, for example:

• Seeking relief (e.g. obtaining or attempting temporary restraining orders or other court-ordered relief);
• Safety planning; and
• Preparing for or participating in legal proceedings related to the act of violence.

Also, leave may be utilized not only when the employee is a victim, but also when a family member is a victim. Family members are broadly defined to include children, parents, grandparents, grandchildren, siblings, spouses, domestic partners, or a “designated person,” which is someone related by blood or someone whose relationship with the employee is equivalent to family.

Expanded Requirement for Reasonable Accommodations

Previously, accommodations for safety at work were required when the employee was a victim. With AB 2499, that requirement now also applies when the employee’s family member is a victim. Employers of all sizes (not just those with 25+ employees) must provide reasonable accommodations in such cases. 

What Employers Should Do Now

To ensure compliance, California employers should:

 1. Review & Update Your Policies

Make sure your written leave/accommodation policies reflect the expanded definitions and rights under AB 2499.

 2. Secure the New Notice & Distribute It Properly

Get the official “Survivors of Violence and Family Members of Victims Rights Leave and Accommodations” notice. Post it in visible, accessible places, and ensure new hires and existing employees receive a copy of the notice, as required.

 3. Train Supervisors and HR Teams

Ensure those responsible for leave requests, accommodations, and employee relations understand the new definitions (e.g., “designated person,” expanded qualifying acts) and the process for handling leave or accommodation requests.

 4. Maintain Records

Track requests for leave and accommodations, designations of “designated persons,” and ensure annual distribution of the notice.

 5. Consult Legal Counsel If Needed

If you have any uncertainties, especially with respect to what qualifies as a victim, or how to provide an appropriate accommodation, it’s best to get specific legal advice. Failure to comply could lead to complaints, penalties, or liability under California employment law. Ensuring you are up to date will help prevent legal risk, maintain good employee relations, and foster a safe workplace.