What Every Employee Should Know
By WorkRight Law — Employee Rights & Retaliation Attorneys
California has expanded legal protections for survivors of sexual assault — giving workers more power, more time, and more safety in the workplace. These new laws strengthen your rights if you’ve experienced sexual assault, sexual harassment, or retaliation. They also protect workers who support a survivor.
WorkRight Law breaks down what every California employee needs to know.
- The Justice for Survivors Act (AB 250) A New Opportunity to Sue
Beginning in 2026, California will open a two-year lookback window allowing survivors to file civil lawsuits even if their legal deadlines expired long ago.
Lookback Window
January 1, 2026 – December 31, 2027
You Can Sue For:
- Sexual assault
- Sexual battery
- Sexual harassment connected to the assault
- Wrongful termination
- Retaliation for reporting or disclosing the assault
- Emotional distress and related harm
Who Can Be Held Liable:
- The perpetrator
- Employers who ignored complaints
- Companies that covered up abuse
- Institutions that enabled misconduct
If your employer discouraged you from reporting, retaliated against you, or helped protect the perpetrator, they can now be sued too.
This is one of the strongest survivor-protection laws in the country.
- New Workplace Leave Rights Under AB 2499 (Effective January 1, 2025)
Survivors often struggle balancing healing with job security. California has changed that.
Protected Time Off
If you are a survivor of sexual assault or other violence, you are entitled to job-protected leave for:
- Medical appointments
- Therapy or counseling
- Court hearings
- Relocation and safety planning
- Legal appointments
- Meeting with law enforcement
- Obtaining restraining orders
Your employer cannot fire, discipline, or retaliate against you for taking this leave.
- Rights for Employees Helping Someone Who Is a Survivor
California now protects employees who need time off to support:
- A spouse or partner
- A child or parent
- A sibling
- A close friend or “designated person”
You do not need to show a blood relationship.
- Safety Accommodations Your Employer Must Provide
Survivors may request reasonable accommodations, including:
- Modified work schedules
- Remote work options
- Worksite transfers
- Changing an office, email, or phone extension
- Installing security measures
- Having an escort at work
- Temporary reassignment
Employers must participate in an “interactive process” to determine what accommodations will help keep you safe.
- Mandatory Notice Employers Must Provide (Starting July 1, 2025)
Employers must give all workers a written notice titled:
“Survivors of Violence and Family Members of Victims: Right to Leave and Accommodations.”
It must be provided:
- At hiring
- Annually
- Upon request
- Any time an employee discloses victim status
Failure to provide this notice is a violation of California law.
- Protection from Retaliation
It is illegal for an employer to retaliate against you for:
- Reporting sexual assault or harassment
- Requesting leave
- Asking for safety accommodations
- Participating in an investigation
- Assisting a survivor
Retaliation includes:
- Firing
- Demotion
- Pay cuts
- Hour reductions
- Harassment
- Hostile work environment
Retaliation claims often result in significant damages for employees.
- What to Do If You Think These Laws Apply to You
Document events
Write down dates, times, names, text messages, and emails.
Request leave or accommodations in writing
Contact an attorney if anything feels off
A retaliation case can develop early — sometimes even after the first HR complaint.
If your assault was years ago, the 2026-2027 window may allow a claim
Even if your case is old, dismissed, or previously time-barred.
WorkRight Law Protects Survivors and Employees — Always
WorkRight Law represents workers, never employers. We have nearly two decades of experience winning cases involving:
- Sexual assault
- Sexual harassment
- Retaliation
- Wrongful termination
- Hostile work environment
- Failure to accommodate
- Protected leave violations
If you’ve been harmed, ignored, or retaliated against — we fight for you.
(562) 328 2004
WorkRightLaw.com
Your story matters. Your rights matter. You matter.
