Domestic Violence, Sexual Assault, or Stalking Leave

Domestic Violence, Sexual Assault, or Stalking Leave policies explain when employees can take protected time off to address safety, medical, legal, and related needs after domestic violence, sexual assault, or stalking, and sets clear rules for eligibility, notice, documentation, confidentiality, and anti-retaliation.

How to Write a Domestic Violence, Sexual Assault, or Stalking Leave Policy

• Start with "why" and introduce the concept.
• Define the purpose of the leave and the types of situations it covers.
• State who is eligible to use the leave.
• List the approved reasons for taking leave.
• Explain how employees request leave and what notice is expected.
• Describe what documentation may be requested and the alternatives employees can provide.
• Commit to confidentiality and explain how information will be handled and shared.
• Clarify pay status and how this leave interacts with other available paid or unpaid time off options.
• Explain job protection and non-retaliation expectations related to requesting or using leave.
• Address benefits continuation and return-to-work expectations at a high level.
• Include a statement about support resources and workplace safety planning options.

For advice on writing a Domestic Violence, Sexual Assault, or Stalking Leave policy in a specific jurisdiction, see below.