Domestic violence, sexual assault & stalking leave laws by state

HR teams increasingly manage complex responsibilities when supporting employees affected by domestic violence, sexual assault, or stalking. These situations can directly impact an employee’s safety, attendance, productivity, and ability to perform their job. As a result, many states and several municipalities require employers to provide both leave and workplace accommodations for employees, or for employees with affected family or household members.

Our Fifty state chart on domestic violence, sexual assault and stalking leave and accommodation laws gives HR professionals a clear, structured overview of the specific requirements in each jurisdiction. It outlines covered employers, employee eligibility, notice and documentation rules, qualified reasons for leave, available duration, and examples of accommodations employers may be required to offer, such as modified schedules or worksite changes.

Because these laws often intersect with other protections, such as paid sick leave safe time provisions or more general crime victim leave laws, HR teams need a dependable resource to navigate overlapping obligations and ensure consistent compliance across locations. Our chart helps organizations maintain legal compliance while supporting employees through sensitive and potentially disruptive circumstances.

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