by Vincent K. Bates, Littler
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 50-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.
Want to see more?
For full access to Domestic violence, sexual assault and stalking leave and accommodation laws by state and municipality, sign up to a HR and Compliance Center subscription today.
You may also be interested in…
Pay transparency in practice: Salary negotiation, pay conversations and beyond
Learn how pay transparency is reshaping salary negotiations, pay conversations, merit increases, and promotion decisions, and how reliable …
California bereavement leave will include designated persons
California is expanding bereavement leave protections to include a designated person whose relationship with an employee is equivalent …
Compliance risk management fails when warning signs look isolated
Compliance risk management weakens when organizations explain away warning signs as isolated incidents. Repeated decisions to dismiss concerns, …
Topics on this page
About the author
Littler
Littler, the largest global employment and labor law practice, exclusively represents the global employer community in all aspects of employment and labor law. Littler litigates, mediates and negotiates some of the most influential employment law cases and labor contracts on record.
Littler’s practice areas are extensive and their expertise crosses over multiple industries and spans a wide array of employment law areas such as discrimination and harassment, labor management relations, executive compensation, ERISA and benefit plan litigation, leaves of absence and disability accommodation, hiring, performance management and termination, employment practices audits and wage and hour.
Littler is the exclusive author of Brightmine’s prestigious Employee Handbook. Their experience with preparing employee handbooks and their ongoing contributions to Brightmine in the areas of federal and state leaves of absence, disabilities and multistate employer issues made them a natural fit to partner with us on the creation of a robust set of model handbook policy statements and guidance for federal, state and key municipalities.