Quick Hits

• New state laws in Alaska, California, Connecticut, Delaware, and Washington require employers to give employees time off after being the target of a violent crime.
• The safe leave laws apply to victims of violent crimes, such as domestic violence, rape, and sexual assault.
• Employees typically can use safe leave to obtain medical care, seek psychological counseling, access social services, procure legal services, participate in legal proceedings, or secure safe housing.

Alaska Law

Alaska’s sick and safe leave law provides paid time off for victims of domestic violence, sexual assault, or stalking. Employers with fifteen or more employees must provide fifty-six hours per year of paid leave, and employers with fewer than fifteen employees must provide forty hours per year of paid leave. The law took effect on July 1, 2025.

If the time off amounts to more than three consecutive workdays, the employer may require the employee to submit documentation, such as a police report or a court document indicating relevant legal action.

California Law

California’s sick and safe leave law prohibits employers from discriminating or retaliating against employees for taking time off to appear in judicial proceedings or obtain relief after being a target of a “qualifying act of violence,” including domestic violence, sexual assault, stalking, or bodily injury from a gun or other dangerous weapon. Qualifying employees can take up to forty hours of paid safe leave per year.

The law took effect on January 1, 2025. It applies to employers with twenty-five or more employees.

Connecticut Law

In Connecticut, employees can take up to twelve days of paid safe leave after experiencing domestic violence, sexual assault, or stalking. To be eligible, workers must have earned at least $2,325 from a covered employer in the highest-earning quarter of the first four of the five most recently completed quarters.

Connecticut’s law took effect on January 1, 2025, for employers with twenty-five or more employees. It will take effect on January 1, 2026, for employers with eleven or more employees. Likewise, it will take effect on January 1, 2027, for employers with one or more employees in Connecticut.

Safe leave could be paid for eligible employees through the state family and medical leave program, or it could be unpaid under the federal Family and Medical Leave Act (FMLA). Safe leave also is provided under the state’s Family Violence Leave Act, which applies to employers with three or more employees and provides up to twelve days per year.

Delaware Law

Under Delaware’s Paid Family and Medical Leave Program, workers can take up to twelve weeks of safe leave. To qualify, an individual must have worked for a Delaware employer for at least 1,250 hours during the previous year.

The state law on safe leave covers employers with ten or more employees. The program began taking contributions through employer payroll deductions on January 1, 2025, and employees can begin receiving benefits on January 1, 2026.

Washington Law

Washington State’s Domestic Violence Leave Act prohibits employers from discriminating or retaliating against employees for taking time off after experiencing domestic violence, sexual assault, stalking, or a hate crime. The safe leave can include reasonable amounts of unpaid leave. The law will take effect on January 1, 2026. It applies to all employers, regardless of size.

If the safe leave extends for more than three consecutive workdays, the employer can require the worker to submit documentation confirming the need for safe leave.

Next Steps

Depending on the medical situation, some victims of violent crime could qualify for unpaid leave under the FMLA. In some cases, employees may be permitted to use safe leave in conjunction with the employer’s paid time off benefits or FMLA leave. Depending on the state, they also might qualify for safe leave to help a family member who has been the victim of a violent crime.

Employers may wish to review their time off policies and practices to remain in compliance with applicable state and federal leave laws. They may wish to train supervisors to understand any changes to state laws regarding safe leave. Employers can choose to provide more time off than state or federal laws require.