Earlier this year, we covered Assembly Bill 2499, a significant new law expanding workplace protections for victims of crime. As of January 1, 2025, California employers have several new obligations—including providing written notice to employees about their rights under this law.  (The California Civil Rights Department (CRD) will issue the notice by July 1, 2025.) Here’s what you need to know in the meantime.

Who’s Covered

AB 2499 broadened the definition of “victim” to include anyone subjected to a qualifying act of violence, not just domestic violence or stalking. Under the law:

• Employees who are victims of crime may take time off to protect their health, safety, or welfare—or that of their child.
• Employers with 25 or more employees must offer these same protections when a family member of an employee is the victim.

When and How to Notify

Employers must provide the written notice:

• At time of hire
• Annually
• Upon request
• If an employee discloses they or their family member is a crime victim

Additionally, the notice must be posted in a conspicuous workplace location, alongside other mandatory postings.

What About Time Off

Employees can use California paid sick leave or other available paid time off when taking leave under this law. While advance written notice is preferred, it’s not required if the situation prevents it. Employers may request documentation following an unscheduled absence, but only to confirm that a crime occurred.

Reasonable Accommodations

Employees who are victims of domestic violence, sexual assault, or stalking are also entitled to reasonable safety accommodations at work—such as a shift change, transfer, or reassignment. Employers must:

• Engage in a timely, interactive process
• Evaluate accommodations based on the employee’s individual safety needs

No Retaliation. Period.

The law is clear: employers may not retaliate against employees for exercising their rights under AB 2499. This includes:

• Requesting time off
• Seeking legal remedies like a restraining order
• Requesting an accommodation

Employers also have a duty to maintain the confidentiality of any employee disclosing their victim status.

What Should Employers Do Now

1. Review your policies on time off, accommodations, and retaliation.
2. Train HR and management on how to respond if an employee discloses they are a victim of violence.
3. Reach out for guidance if you’re unsure how to comply—the penalties for missteps can be costly.
4. Keep your eyes out for the CRD notice in the next few weeks.

Need Help? We’re Here.

At Shaw Law Group, we help employers stay ahead of California’s evolving workplace laws. From policy updates to supervisor training and everything in between, our team provides practical, no-nonsense advice that works in the real world. Contact us to learn how we can support your compliance efforts.