Domestic Violence, Sexual Assault and Stalking Leave and Accommodation Laws by State and Municipality 06.2026.xlsx

	A	B	C	D	E	F	G	H	I	J	K
1	Jurisdiction	Covered Employers	Employee Eligibility	Leave Required	Qualifying Reasons for Leave	Duration of Leave	Accommodation Required	Examples of Accommodations	Employee Notice/Documentation Requirements	Employer Notice/Posting Requirements	Other Victim Protections

2	Federal	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
3	Alabama	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim Leave
4	Alaska	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	• Crime Victim Leave • Paid Sick Leave
5	Arizona	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Crime Victim Leave • Paid Sick Leave
6	Arkansas	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
7	California	All employers; additional leave requirements for employers with 25 or more employees	An employee who is a victim or whose child is a victim of a qualifying act of violence, including domestic violence, sexual assault, stalking or other qualifying act, or certain other crimes (including felony domestic violence and felony stalking); and for employers with 25 or more employees, an employee whose family member is a victim.	Yes	Employees who work for any covered employer: To obtain or attempt to obtain relief to help ensure the health, safety or welfare of the employee or their child, and to attend judicial proceedings related to the crime Employees who work for employers with 25 or more employees: If an employee or their family member is a victim, for an employee to: • Seek or obtain medical attention; • Seek or obtain services from domestic violence shelter, program, rape crisis center or victim services organization or agency; • Seek or obtain psychological counseling or mental health services; • Participate in safety planning and take other action (e.g., temporary or permanent relocation) • To take other actions to increase safety from future qualifying acts of violence; • To secure a new residence, housing or enroll children in a new school; • To prepare for, participate or attend any related legal proceeding; and • To seek, prepare or provide childcare or care to a care-dependent adult.	An employer may limit an employee's leave under the following circumstances: • If an employee is a victim: leave may be limited to 12 weeks; • If an employee's family member is a victim who is not deceased, the employee is not a victim and the employee takes leave to relocate or to enroll a child in a new school or childcare: leave may be limited to five days; • If an employee's family member is a victim who is not deceased and the employee is not a victim: leave may be limited to 10 days.	Yes, if the employee: • Discloses that they are a victim or their family member is a victim of a qualifying act of violence; and • The employee requests an accommodation for their own safety at work.	• Transfer; • Reassignment; • Modified work schedule; • Change in work telephone number; • Change in work station; • Permission to carry a telephone at work; • Installed lock; • Assistance in documenting a qualifying act of violence that occurs at the workplace; • Safety procedures; or • Any other adjustment to a job structure, workplace facility or work requirement in response to a qualifying act of violence or referral to a victim assistance organization.	Leave:Employees must provide reasonable notice of the need for time off, unless advance notice is not feasible. Employees who take leave without providing advance notice are protected from adverse action if they provide a certification to the employer, which includes: • A police report; • A court order; • Documentation from a health care provider; or • Any form of documentation that reasonably verifies that qualifying act of violence occurred, such as a written statement signed by the employee or an individual acting on the employee's behalf, certifying that the absence is for an authorized purpose.Accommodation:• Employees must notify the employer if their needs change (i.e., employee needs a new accommodation) or if they no longer need an accommodation. • An employer may request that an employee provide a written statement signed by the employee (or individual acting on the employee's behalf) certifying that the requested accommodation is for the employee's safety while at work.	All covered employers must provide written notice to new hires, to all employees annually, upon an employee's request and any time an employee informs an employer that they are a victim or their family member is a victim.	Leave to Attend Judicial Proceedings
8	Emeryville	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
9	Los Angeles	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
10	San Diego	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
11	San Francisco	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
12	Santa Monica	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
13	Colorado	Employers with 50 or more employees	An employee who is employed by a covered employer for at least 12 months and who is a victim of domestic abuse, stalking, sexual assault or any other crime the underlying factual basis of which has been found by a court to include an act of domestic violence	Yes	• To seek a civil protection order to prevent domestic abuse; • To obtain medical care and/or mental health counseling for the employee or the employee's children to address physical or psychological injuries resulting from the act of domestic abuse, stalking, sexual assault or other crime involving domestic violence; • To make his or her home secure from the perpetrator of the crime or to seek new housing to escape the perpetrator; or • To seek legal assistance to address issues arising from the crime and to attend and prepare for court-related proceedings arising from the act or crime	Up to three days of paid or unpaid leave in any 12-month period	No	N/A	Except in cases of imminent danger to the employee's health or safety, the employee must provide appropriate advance notice as required by the employer's policy, along with the documentation required by the employer.	N/A	Paid Sick Leave
14	Connecticut	Family Violence and Sexual Assault Victim LeaveEmployers with three or more employeesDomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveEmployers with one or more employees	Family Violence and Sexual Assault Victim LeaveAn employee who is a victim of family violence or sexual assaultDomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveAn employee who is a victim of domestic violence, sexual assault or human trafficking, or whose child is a victim	Family Violence and Sexual Assault Victim LeaveYesDomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveYes	Family Violence and Sexual Assault Victim Leave• To relocate; • To seek medical attention or psychological or other counseling for physical or psychological injury or disability; • To obtain services from a victim services organization; or • To participate in any civil or criminal proceedingDomestic Violence, Sexual Assault and Trafficking in Persons Victim Leave• To seek attention for injuries; • To obtain services from a domestic violence agency or rape crisis center; • To obtain psychological counseling; • To take other action to increase safety from future violence, such as relocating; or • To obtain legal services, assist in the prosecution of the offense or otherwise participate in legal proceedings.	Family Violence and Sexual Assault Victim LeaveUp to 12 days of paid or unpaid leave during any calendar yearDomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveA reasonable leave of absence	Family Violence and Sexual Assault Victim LeaveNoDomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveNo	Family Violence and Sexual Assault Victim LeaveN/ADomestic Violence Victim LeaveN/A	Family Violence and Sexual Assault Victim Leave• Employees must provide reasonable advance notice, if feasible, which may not exceed seven days. If advance notice is not feasible, employee must provide notice as soon as practicable. • Employers may require the employee to provide a signed written statement certifying the leave is due to family violence or sexual assault and supporting documentation such as a: • Police report • Court record; or • A signed written statement from a victims services organization, the Judicial Department's Office of Victim Services or the Office of Victim Advocate; an attorney; or a licensed medical professional or other licensed professional who assisted the employee.Domestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveEmployers may require employees to submit a certification within a reasonable time after the absence, such as: • A police report; • A court order of protection; • Evidence from the court or prosecuting attorney that the employee appeared in court; or • Documentation from a medical professional, domestic violence counselor or other health care provider of the receipt of services, counseling or treatment for physical or mental injuries or abuse.	Family Violence and Sexual Assault Victim LeaveN/ADomestic Violence, Sexual Assault and Trafficking in Persons Victim LeaveAn employer with three or more employees is required to post information concerning domestic violence and resources available in Connecticut.	• Crime Victim Leave • Paid Sick Leave
15	Delaware	Employers with four or more employees in Delaware	An employee who is a victim of domestic violence, stalking or a sexual offense	No, but see Examples of Accommodations column	N/A	Use of accrued leave may be a reasonable accommodation	Yes	• Reasonable changes in job schedules or duties; or • Use of accrued leave	• Reasonable accommodations must be provided for "limitations known to the employer," which implies that an employee must make his or her status as a victim of domestic violence, a sexual offense or stalking known to the employer and request an accommodation or follow the employer's policy for requesting use of accrued leave. • An employer may require the employee to verify the domestic violence, sexual offense or stalking by an official document or a reliable third-party professional.	An employer is required to post the Delaware Labor Law Poster.	Crime Victim Leave
16	District of Columbia	All employers	All employees	No, but see Examples of Accommodations and Other Victim Protections columns	See Other Victim Protections column	See Other Victim Protections column	Yes	• Transfer; • Reassignment; • Modified schedule; • Leave; • Change in work station; • Change in work telephone or email address; • Installed lock; • Assistance in documenting domestic violence, a sexual offense or stalking that occurs in the workplace; or • The implementation of another safety procedure	See Other Victim Protections column	See Other Victim Protections column	• Paid Sick Leave • District of Columbia Human Rights Act
17	Florida	Employers with 50 or more employees	An employee who has been employed three or more months who is a victim of, or has family or household members who are victims of, domestic or sexual violence	Yes	• To seek an injunction for protection; • To obtain medical care or mental health counseling for the employee or a family or household member; • To obtain services from a victim services organization; • To make the employee's home secure from the perpetrator of the domestic violence or sexual violence, or to seek new housing to escape the perpetrator; or • To seek legal assistance, or to attend and prepare for court-related proceedings arising from the act of domestic violence or sexual violence	Up to three days of paid or unpaid leave in any 12-month period	No	N/A	Except in cases of imminent danger to the employee or a family or household member, the employee must provide appropriate advance notice as required by the employer's policy, along with sufficient documentation of the act of domestic violence as required by the employer.	N/A	Witness Leave
18	Miami-Dade County	Employers with 50 or more employees working within Miami-Dade County	An employee who: • Has been a victim of domestic or repeat violence; • Is continually employed in Miami-Dade County for at least 90 days; • Worked 308 hours or more during the previous 90-day period; and • Exhausts all paid vacation and personal leave	Yes	• To obtain medical and dental treatment, including treatment for the employee's dependent children; • To obtain legal assistance, including criminal prosecution and protective orders as well as divorce, child custody and child support; • To attend court appearances; • To attend counseling or support services for the employee or the employee's dependent children; or • For any other arrangements necessary to provide for the employee's safety and well-being	30 days of unpaid leave during any 12-month period	No	N/A	An employer may require an employee to provide a certification of the need for domestic leave from: • A health care provider; • An attorney of record; • A counselor; • A law enforcement agency; • A clergy member; • A domestic violence advocacy agency; • A domestic violence center; or • A domestic violence shelter.	N/A	N/A
19	Georgia	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
20	Hawaii	All employers; leave requirements differ for employers with 50 or more employees	An employee who: • Has been employed for at least six consecutive months; and • Is, or has a minor child who is a victim of domestic abuse, sexual assault or stalking	Yes	• To seek medical attention for the employee or employee's minor child to recover from physical or psychological injury or disability caused by domestic or sexual violence; • To obtain services from a victim services organization; • To obtain psychological or other counseling; • To temporarily or permanently relocate; or • To take legal action	• Up to 30 days of unpaid leave per calendar year (employers with 50 or more employees); or • Up to five days of unpaid leave per calendar year (employers with fewer than 50 employees)	Yes	• Change employee's contact information, such as telephone number, fax number or email address; • Screen employee's telephone calls; • Restructure the employee's job functions; • Change the employee's work location; • Install locks and other security devices; or • Allow the employee to work flexible hours	• An employee must provide reasonable notice to take leave, unless notice is not practicable due to imminent danger to the employee or the employee's minor child. • If an employee seeks leave for medical attention, the employer may request that the employee provide medical certification: • Estimating the number of leave days necessary, and the beginning and end dates of the leave; and • Prior to the employee's return, approving the employee's return to work. • If an employee has taken five or fewer calendar days of leave for nonmedical reasons, the employer may require the employee to provide a signed statement that the employee or child is a victim of domestic or sexual violence and the leave is for one of the purposes allowed by the law. • If the leave exceeds five days per calendar year, the certification must be provided by one of the following methods: • Certified or exemplified retraining orders, injunctions against harassment, and documents from criminal cases; • Documentation from a victim services organization or domestic or sexual violence program, agency, or facility, including a shelter or safe house for victims of domestic or sexual violence; or • Documentation from a medical professional, mental health care provider, attorney, advocate, social worker, or member of the clergy from whom the employee or the employee's minor child has sought assistance in relation to the domestic or sexual violence. • An employer may require an employee to provide a weekly report on his or her status and intention to return to work.	N/A	Witness Leave
21	Idaho	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
22	Illinois	All employers	An employee who is or who has a family or household member who is a victim of domestic violence, sexual assault, stalking or gender violence	Yes	• To seek medical attention for, or to recover from, physical or psychological injuries; • To obtain services from a victim services organization; • To obtain psychological or other counseling; • To participate in safety planning, temporarily or permanently relocate or take other actions to increase safety; • To seek legal assistance or remedies, including preparing for or participating in any civil or criminal legal proceedings related to domestic, sexual or gender violence • To participate in bereavement activities due to the death of a family or household member killed in a crime of violence, including making arrangements for or attending a funeral or alternative service, or grieving the death of a family or household member	• For leave related to bereavement activities, up to two weeks within 60 days after the date when the employee receives notice of the victim's death • For all other leave: • Up to four weeks during any 12-month period (employers with 14 or fewer employees); • Up to eight weeks during any 12-month period (employers with 15-49 employees); or • Up to 12 weeks during any 12-month period (employers with at least 50 employees)	Yes	• Transfer; • Reassignment; • Modified schedule; • Leave of absence; • Changed telephone number; • Changed seating assignment; • Installation of a lock; • Implementation of a safety procedure; and • Assistance in documenting domestic, sexual or gender violence that occurs in the workplace or related settings	Notice: An employee must provide 48-hour notice, unless such notice is not practicable.Certification: An employer may require a certification within a reasonable period after the absence that the employee or a family or household member is a victim of domestic, sexual or gender violence and that leave was taken for an eligible reason. An employee may satisfy the certification requirement by providing a sworn statement of the employee and, if the employee possesses it, providing: • Documentation from a victim services organization, an attorney, a clergy member, or a medical or other professional; • A police, court or military record; • Written verification of death, burial or memorial services that documents a victim was killed in a crime of violence from a: • Mortuary • Funeral home • Burial society • Crematorium • Religious institution; or • Government services agency; or • Other corroborating evidence.	An employer is required to post the Victims' Economic Security and Safety Act Poster.	• Witness Leave • Paid Leave
23	Chicago	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid leave and paid sick leave under the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance
24	Cook County	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Leave
25	Indiana	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Witness Leave
26	Iowa	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Witness Leave
27	Kansas	All employers	An employee who is a victim of domestic violence or sexual assault	Yes	• To obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order or other injunctive relief for the employee or his or her children; • To seek medical attention for injuries; • To obtain services from a domestic violence shelter, domestic violence program or rape crisis center; or • To make court appearances in the aftermath of domestic violence or sexual assault	Up to eight days per year	No	N/A	Notice: An employee must provide reasonable advance notice, if feasible. Documentation: Within 48 hours after returning, the employee must provide supporting documentation for taking time off, such as: • Police reports; • Court orders protecting or separating the employee from the perpetrator or other evidence from the court or prosecutor of appearing in court; or • Documentation from a medical professional, a domestic violence advocate or an advocate for victims of sexual assault, or a health care provider or counselor that the employee was undergoing treatment.	N/A	N/A
28	Kentucky	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Witness Leave
29	Louisiana	N/A	N/A	N/A	N/A	N/A	No	N/A	N/A	N/A	N/A
30	Maine	All employers	An employee who is, or who has a daughter, son, parent or spouse who is a victim of, domestic violence, sexual assault, stalking or other act that would support an order for protection	Yes	• To prepare for and attend court proceedings; • To receive medical treatment; • To attend medical treatment for the employee's daughter, son, parent or spouse; or • To obtain necessary services to remedy a crisis caused by domestic violence, sexual assault or stalking	A reasonable and necessary length of time	No	N/A	An employee must: • Communicate the request for leave within a reasonable amount of time under the circumstances; • Provide the employer in a timely manner with the information necessary for the employer to make an informed decision; and • Provide reasonable documentation of the family relationship if requested.	An employer is encouraged to post a notice regarding employment protections, including leave rights, for victims of domestic violence, sexual assault and stalking.	• Earned Paid Leave • Starting May 1, 2026, Paid Family and Medical Leave
31	Maryland	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Paid Sick Leave • Crime Victim Leave
32	Montgomery County	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
33	Massachusetts	Employers with 50 or more employees in Massachusetts	An employee who: • Is, or has a family member who has been a victim of abusive behavior; and • Is not the perpetrator of the abusive behavior against the employee's family member	Yes	• To seek or obtain medical attention, counseling, victim services or legal assistance; • To secure housing; • To obtain a protective order from a court; • To appear in court or before a grand jury; • To meet with a district attorney or other law enforcement official; • To attend child custody proceedings; or • To address other issues directly related to the abusive behavior	Up to 15 days of leave in any 12-month period	No	N/A	• The employee must provide appropriate advance notice as required by the employer's leave policy; however, advance notice is not required if there was a threat of imminent danger. • If advance notice is not required due to imminent danger, the employee must notify the employer within three workdays that the leave is or was due to domestic violence or abuse. • An employer may require an employee to provide documentation that the employee or family member is a victim of abusive behavior within a reasonable time of the employer's request.	An employer is required to notify each employee of the rights and responsibilities provided under the law. There is no specified manner of notification, but examples include: • Employee handbooks; • Workplace posters; and • Memos, letters or emails.	• Paid Sick Leave • Witness Duty Leave
34	Michigan	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Paid Sick Leave • Crime Victim Leave
35	Minnesota	All employers	An employee who is a victim of domestic abuse	Yes	To obtain or attempt to obtain an order of protection related to domestic abuse	Unstated	No	N/A	• Except in cases of imminent danger to the health or safety of the employee or the employee's child, or unless impracticable, an employee who is absent from the workplace must give 48 hours' advance notice to the employer. • Upon request of the employer, the employee must provide verification that supports the employee's reason for being absent from the workplace.	See Other Victim Protections column	• Crime Victim or Witness Leave • Paid Sick Leave • Paid Family and Medical Leave
36	Minneapolis	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
37	St. Paul	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
38	Mississippi	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim Leave
39	Missouri	Employers with 20 or more employees	An employee who works within Missouri who is, or has a family or household member who is, a victim of domestic or sexual violence. An applicant is also covered for accommodation purposes.	Yes	• To seek medical attention for, or recover from, physical or psychological injuries; • To obtain services from a victim services organization; • To obtain psychological or other counseling; • To participate in safety planning, temporarily or permanently relocate or take other actions to increase safety from future domestic or sexual violence or to ensure economic security; or • To seek legal assistance or remedies	• Up to two workweeks of unpaid leave during any 12-month period (employers with 50 or more employees); or • Up to one workweek of unpaid leave during any 12-month period (employers with 20-49 employees)	Yes	• Transfer or reassignment; • Modified schedule; • Leave; • Changed telephone number or seating assignment; • Installation of a lock; • Implementation of a safety procedure; and • Assistance in documenting domestic violence that occurs at the workplace or in work-related settings	Notice: An employee must provide 48 hours' advance notice of the intention to take leave, if practicable. Certification: An employer may require an employee to provide their sworn statement and certification that leave is for a qualifying purpose or that the employee cannot return to work for reasons related to domestic or sexual violence, such as: • Documentation from an employee, agent or volunteer of a victim services organization; an attorney; a clergy member; or a medical or other professional from whom the employee or the employee's family or household member has sought assistance in addressing domestic violence or sexual violence and the effects of such violence; • A police or court record; or • Other corroborating evidence. An employer may also require an employee to provide a written statement signed by the employee or an individual acting on the employee's behalf that certifies that an accommodation is for an authorized purpose.	A covered employer is required to deliver a notice summarizing the law's requirements to: • Each current employee no later than October 27, 2021; and • Each person hired after October 27, 2021, upon the commencement of employment.	Crime Victim Leave
40	Montana	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim Leave
41	Nebraska	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
42	Nevada	All employers	An employee who: • Is employed for at least 90 days; • Is, or has a family or household member who is a victim, of an act that constitutes domestic violence or sexual assault; and • Is not the alleged perpetrator of the act constituting domestic violence or sexual assault.	Yes	• For the diagnosis, care or treatment of a health condition related to an act of domestic violence or sexual assault; • To obtain counseling or assistance related to an act of domestic violence or sexual assault; • To participate in any court proceedings related to an act of domestic violence or sexual assault; or • To establish a safety plan, including any action to increase the safety of the employee or family or household member from future incidents of domestic violence or sexual assault.	Up to 160 hours of paid or unpaid leave in one 12-month period	Yes	• Transfer or reassignment; • Modified schedule; • New work telephone number; or • Other reasonable accommodations that do not create an undue hardship and that are necessary to ensure the safety of the employee, the workplace, the employer or other employees	Notice: After taking any hours of leave for an incident of domestic violence or sexual assault, an employee must provide 48-hour notice of the need to use additional hours of leave for any qualifying purpose. Documentation: An employer may require an employee to provide documentation that confirms or supports the need for leave, such as: • A police report; • A copy of an application for an order of protection; • An affidavit from an organization that provides services to victims of domestic violence or sexual assault; or • Documentation from a physician.	An employer is required to post the Domestic Violence Victims Bulletin in each workplace maintained by the employer.	• Witness Leave • Paid Leave
43	New Hampshire	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Crime Victim Leave
44	New Jersey	Employers with 25 or more employees for each working day during each of 20 or more calendar workweeks in the then current or immediately preceding calendar year	An employee who: • Works for at least 12 months and 1,000 hours during the 12-month period preceding the leave; and • Is, or has a family member who is a victim, of domestic or sexual violence	Yes	• To seek medical attention for, or recover from, physical or psychological injuries caused by the incident; • To obtain services from a victim services organization; • To receive psychological or other counseling; • To participate in safety planning, temporarily or permanently relocate, or take other action to increase safety or ensure economic security; • To seek legal assistance or remedies, including preparing for, or participating in, any civil or criminal legal proceeding related to domestic or sexual violence; or • To attend or prepare for a criminal or civil court proceeding relating to an incident of domestic or sexual violence	Up to 20 days of unpaid leave in one 12-month period	No	N/A	• If leave is foreseeable, then notice must be provided as far in advance as reasonable and practical. • If leave is an emergency, or unforeseen circumstances preclude prior notice, then prior notice is not required. • Employers may require supporting documentation, such as: • A restraining order or other documentation of equitable relief issued by a court; • A letter or written documentation from the county or municipal prosecutor; • Documentation of the conviction of a person for the domestic violence or sexually violent offense; • Medical documentation; • Certification from a certified Domestic Violence Specialist or the director of a designated domestic violence agency or Rape Crisis Center; or • Other documentation or certification provided by a social worker, member of the clergy, shelter worker or other professional.	An employer is required to post the New Jersey Safe Act poster and use other appropriate means to keep its employees informed.	Paid Sick Leave
45	New Mexico	All employers	An employee who is a victim of domestic abuse	Yes	• To obtain or attempt to obtain an order of protection or other judicial relief; • To meet with law enforcement officials; • To consult with attorneys or district attorneys' victim advocates; or • To attend court proceedings	Up to 14 days of paid or unpaid leave per calendar year (up to eight hours in one day)	No	N/A	Notice: An employee or his or her representative must provide notice within 24 hours of taking leave. Verification: An employer may require verification of the need for the domestic abuse leave, such as: • A police report; • A copy of an order of protection or other court evidence; or • The written statement of an attorney, a district attorney's victim advocate, a law enforcement official or a prosecuting attorney that the employee or employee's family member appeared or is scheduled to appear in court.	No	Paid Sick Leave
46	New York	All employers	An employee who is a victim of domestic violence	No, but see Examples of Accommodations column	See Examples of Accommodations column	See Examples of Accommodations column	Yes	For employees to take time off: • To seek medical attention for injuries caused by domestic violence, including for a child who is the victim of domestic violence (provided the employee is not the perpetrator of the domestic violence against the child); • To obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence; • To obtain psychological counseling related to an incident or incidents of domestic violence, including for a child (provided the employee is not the perpetrator); • To participate in safety planning and take other actions to increase safety from future domestic violence incidents, including temporary or permanent relocation; or • To obtain legal services, assist in the prosecution of the offense or appear in court in relation to an incident or incidents of domestic violence	Advanced notice is feasible: An employee must provide the employer with reasonable advance notice of the absence, if feasible.Advanced notice is not feasible: If advance notice is not feasible, then the employee must provide certification, when requested by the employer, within a reasonable time after the absence. Certification must be in the form of: • A police report indicating that the employee or the employee's child was a victim of domestic violence; • A court order protecting or separating the employee or child from the perpetrator of an act of domestic violence; • Other evidence from the court or prosecuting attorney that the employee appeared in court; or • Documentation from a medical professional, domestic violence advocate, health care provider or counselor that the employee or child was undergoing counseling or treatment from physical or mental injuries or abuse resulting from domestic violence.	No	• Crime Victim Leave • Paid Sick Leave
47	New York City	Employers with four or more employees	An employee who is a victim of domestic violence, a sex offense, or stalking	No, but leave may be a form of a reasonable accommodation.See also Other Victim Protections column.	See Other Victim Protections column	See Other Victim Protections column	Yes	Any accommodation that enables a person who is a victim of domestic violence, or a victim of sex offenses or stalking to satisfy the essential requisites of a job without causing undue hardship on the employer. Leave is not explicitly stated, but may be a reasonable accommodation.	• Employers may require certification that the person is a victim of domestic violence, sex offense or stalking within a reasonable period after the request for accommodation is made. • The certification requirement may be met by providing documentation from: • A victim services organization, an attorney, or a member of the clergy; • A medical or other professional service provider; • A police or court record; or • Other corroborating evidence.	See Other Victim Protections column	Paid Sick Leave
48	Westchester County	Leave: All employers Accommodation: Employers with four or more employees	Leave: An employee who is a victim of domestic violence or human trafficking Accommodation: An employee who is a victim domestic violence, sex abuse or stalking	Yes	• To attend or testify in criminal and civil court proceedings relating to domestic violence or human trafficking; or • To move to a safe locationSee also Examples of Accommodations column.	Up to 40 hours of paid leave in any year or calendar year. Leave may be taken in full days and/or in increments.	Yes	• Modified work schedule; • Leave of absence; or • Some form of protection or security measure	Leave: An employer may require an employee to provide reasonable documentation that leave was used for a qualifying reason, such as: • A court appearance ticket or subpoena; • A copy of a police report; • An affidavit from an attorney involved in the court proceeding; or • An affidavit from an authorized person from a reputable organization known to provide assistance to victims of domestic violence or human trafficking.Accommodation: An employer may require certification that the employee is a victim of domestic violence, sex abuse or stalking within a reasonable period after an accommodation request is made, such as: • A police report; • A court order protecting the employee or other evidence from the court or prosecuting attorney that the employee appeared in court; or • Documentation from a medical professional, domestic violence advocate, health care provider, clergy member or counselor that the employee was undergoing treatment or seeking assistance.	Notice: An employer must provide each employee with a copy of the Safe Time Leave Law and written notice of how the law applies to that employee when employment begins. Posting: An employer must display a copy of the Safe Time Leave Law and a poster in a conspicuous location accessible to employees.	N/A
49	North Carolina	All employers	An employee who is obtaining or attempting to obtain relief or legal intervention related to his or her domestic violence victim status	Yes	To obtain relief under North Carolina's domestic violence laws or civil no-contact laws	A reasonable amount	No	N/A	• Employees must provide advance notice if required by the employer's usual time-off policy or procedure, unless an emergency prevents an employee from doing so. • Employers may require documentation of any emergency that prevented an employee from complying with the employer's usual time-off policy or procedure, or any other information available to the employee that supports the employee's reason for being absent.	No	N/A
50	North Dakota	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Witness Duty Leave
51	Ohio	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	• Crime Victim Leave • Witness Duty Leave
52	Oklahoma	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
53	Oregon	Employers with six or more employees	An employee who is a victim of domestic violence, harassment, sexual assault, stalking or bias, or who is the parent or guardian of a minor child or dependent who is a victim	Yes	• To seek legal or law enforcement assistance or remedies; • To seek medical treatment for or to recover from injuries caused by harassment, domestic violence, sexual assault, stalking or bias; • To obtain or assist a minor child or dependent in obtaining counseling related to an experience of harassment, domestic violence, sexual assault, stalking or bias; • To obtain counseling or services from a victim services provider; or • To relocate or to take steps to secure a safe home for the employee or minor child or dependent.	A reasonable amount, limited only if the leave amount creates an undue hardship on the employer	Yes	• Transfer; • Reassignment; • Modified schedule; • Unpaid leave; • Changed work telephone number; • Changed work station; • Locks; • An implemented safety procedure or any other adjustment to a job structure, workplace facility or work requirement	• Employees must provide reasonable advance notice of the intent to take leave, unless giving advance notice is not feasible. • An employer may require certification that the employee or minor child is a victim, and that leave is being taken for a permissible purpose. • Certification may take the form of a: • Police report; • Protective order; or • Documentation from a health care professional, clergy, attorney, law enforcement officer or an employee of the Department of Justice division providing victim and survivor services.	Employers are required to post the Domestic Violence, Harassment, Sexual Assault or Stalking poster.	• Crime Victim Leave • Paid Sick Leave • Paid Family and Medical Leave
54	Pennsylvania	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim Leave
55	Philadelphia	All employers	An employee who is, or has a family or household member who is a victim of domestic violence, sexual assault or stalking	Yes	• To seek medical attention or recover from physical or psychological injuries; • To obtain services from a victim services organization; • To participate in safety planning, temporarily or permanently relocate or take other actions to increase safety or ensure economic security; or • Seek legal assistance or remedies to ensure health and safety, including preparing for or participating in any civil or criminal legal proceeding	• Up to eight weeks during any 12-month period (employers with 50 or more employees); or • Up to four weeks during any 12-month period (employers with fewer than 50 employees)	No	N/A	• Employees must provide at least 48 hours' advance notice of the intention to take the leave, unless providing such notice is not practicable. • When an unscheduled absence occurs, an employer may require certification that the employee or family or household member is a victim and the reason for the leave within 45 days of the employer's request. • Certification may be documentation from: • A victim services organization, attorney, clergy, or medical or other professional; • Police or court record; or • Other corroborating evidence.	Employers are required to post the Domestic Violence Unpaid Leave Poster where notices are customarily posted and on their public and internal websites, if they exist.	Paid Sick Leave
56	Pittsburgh	Employers with five or more employees	An employee who is a victim of domestic violence (which includes sexual assault and stalking)	No, but see Examples of Accommodations column	N/A	N/A	Yes	• Allowing for leave; • Modifying the layout of a workspace; • Adjusting work schedules; • Enhancing policies to ensure security; • Transfer or reassignment; • Changing a telephone number or email; • Installing a lock or security devices or equipment; • Developing code words to allow employees to safely signal a need for help	N/A	N/A	N/A
57	Rhode Island	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Crime Victim Leave • Paid Sick Leave
58	South Carolina	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim Leave
59	South Dakota	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
60	Tennessee	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
61	Texas	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
62	Utah	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
63	Vermont	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Crime Victim Leave • Paid Sick Leave • Witness Leave • Family and Medical Leave
64	Virginia	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	• Crime Victim Leave • Court Appearance Leave • Paid Family and Medical Leave, beginning December 1, 2028
65	Washington	All employers	An employee who is, or has a family member who is, a victim of domestic violence, sexual assault, stalking or a hate crime	Yes	• To seek legal or law enforcement assistance or remedies; • To seek treatment by a health care provider for physical or mental injuries; • To obtain assistance from a domestic violence shelter, rape crisis center or other social services program; • To obtain or assist a family member in obtaining, mental health counseling; or • To participate in safety planning, temporarily or permanently relocate or take other actions to increase safety	A reasonable amount	Yes	• Transfer; • Reassignment; • Modified schedule; • Changed work telephone number; • Changed work email address; • Changed workstation; • Installed locks; • Implemented safety procedures; or • Any other adjustment to a job structure, workplace facility or work requirement in response to actual or threatened domestic violence, sexual assault, stalking or hate crime	• Employees must provide advance notice of the intention to take leave, unless not possible due to emergency or unforeseen circumstances. If the employer has a policy regarding this type of leave, the timing of the request must be consistent with it. • The employer may require that the employee provide verification that: • The employee or a family member is a victim of domestic violence, sexual assault, stalking or a hate crime; and • The leave is being requested for a qualifying reason.	Employers are required to post the Your Rights as a Worker poster.	Paid Sick Leave
66	SeaTac	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Paid Sick Leave
67	Seattle	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	• Paid Sick Leave • Hotel Workers Victim Leave
68	Tacoma	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	See Other Victim Protections column	See Other Victim Protections column	Paid Sick Leave
69	West Virginia	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
70	Wisconsin	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A	N/A
71	Wyoming	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	See Other Victim Protections column	No	N/A	N/A	N/A	Crime Victim/Witness Leave
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