New law expands eligibility for protected time off for victims of violence
California law provides time off for an employee who needs to be absent from work because they are a victim of violence.
Under AB 2499, a new law effective Jan. 1, 2025, an employee may now be eligible to take time off if a family member is a victim of violence. This new law also expands the circumstances for which an employee can take time off work when they or a family member is a victim of violence.
How to support your employees on leaves of absence
In the situations described above, Stanford allows an employee to use vacation, paid sick leave, personal leave, or other time off available to them during their leave. In some cases, FMLA/CFRA may apply to eligible employees. The university must also provide reasonable accommodations, which may include unpaid time off.
When an employee needs to take time off to care for themselves or a family member, your role is to understand how long they'll be gone and effectively plan and manage your team's workload and expectations during the leave. Stanford works with AbsenceOne on claims management. If you or your employees have questions about disability and leaves, contact your local HR office. You can see an overview of your team's current leaves in the My Leaves portal.
Read more about how to manage employees on leaves of absence in the Manager Toolkit.
