New California Crime Victims Notice: What Employers Need to Know and Do Now

As of July 1, 2025, California employers face new legal requirements after the Civil Rights Department (CRD) released its official Model Crime Victims Notice:
“Survivors of Violence and Family Members of Victims Right to Leave and Accommodations.”

This marks a major compliance milestone, activating mandatory obligations under Assembly Bill 2499, which became effective January 1, 2025. The timing of the release means employers must now act—regardless of size or industry.

What’s Changed Under AB 2499

AB 2499 builds upon California’s longstanding protections for employees who are victims of crimes. The law now includes:

• Expanded Definitions – Broader criteria for who qualifies as a “victim of crime,” including certain family members.
• New Accommodation Requirements – Employers must provide reasonable and safety-related accommodations for both employees and impacted family members.
• Additional Leave Protections – Employers with 25 or more employees must accommodate leave for court appearances, safety planning, and recovery.
• Mandatory Notice Distribution – Employers must now provide written notice:
  • At the time of hire
  • Upon request
  • Annually
  • Any time an employee discloses victim status

Although employers can choose to create their own notice, it must be “substantially similar in content and clarity” to the CRD’s version—making the model notice the most legally sound choice.

What California Employers Must Do Now

To maintain compliance and minimize risk exposure, employers must take the following immediate steps:

1. Distribute the new CRD notice to all employees without delay
2. Include the notice in all onboarding packets going forward
3. Update employee handbooks to reflect the new rights and protections
4. Schedule annual reminders to redistribute the notice company-wide
5. Train HR and frontline managers on how to respond to disclosures and leave requests with sensitivity and consistency

Why It Matters to Your Organization

These changes aren’t just about avoiding penalties—they’re about protecting your people and your business. Missteps in handling these situations can lead to legal claims, reputational damage, or broken employee trust.

Employers need to be prepared to respond appropriately and consistently, especially as employees come forward with sensitive, often urgent requests for support.

How Employer’s Guardian Can Help

At Employer’s Guardian, we make compliance simple and seamless. Here’s how we’re supporting our clients in response to AB 2499:

• Handbook and Policy Updates—Handbooks with required policy updates were distributed during the first quarter. Please ensure employees complete the EGLearn Bridge Handbook course.
• Onboarding Enhancements – New hire packets are being updated to include the model notice automatically

• Annual Distribution Tracking - The Notice will be incorporated into the Handbook Course and completed via EGLearn Bridge.
• Manager Training and Guidance – EG offers guidance and consulting to your management team on questions and requests related to crime victims' leave and accommodation, and supports case management under the LOA program.

Next Steps: Stay Compliant and Protected

If you haven’t yet received your updated materials—reach out to your EG Partner or contact us at HROD@EmployersGuardian.com.

We’re ready to ensure your organization stays compliant, protected, and prepared for what’s next.