Many paid and unpaid leave laws include benefits and/or job protected leave for victims of domestic violence. A good starting point for employers is to take inventory of which programs apply to their employees. For example, state paid leave laws in Colorado, Connecticut, Maine, Minnesota, New Jersey, and Oregon all have safe leave provisions. These laws provide time for a variety of reasons including medical leave, counseling, relocation, and legal proceedings. Additionally, many states have unpaid leave laws that provide job protection to employees needing time for reasons related to domestic violence.

Employers should make information about available leave benefits accessible to employees. Additionally, ensuring your culture is one that values and protects privacy so that employees feel confident any information shared, including information about domestic violence, remains confidential. Managers should be trained so that they are equipped to guide employees to the appropriate benefit resources. Where possible, integrating programs such as leave with other employer sponsored benefits such as employee assistance programs (EAP) may provide additional resources to support employees.

Response provided by: Kristin Seidman, CLMS, Director, Paid Family and Medical Leave Products, Prudential