Leave as a Workplace Accommodation for Domestic Violence Victim-Survivors

Domestic violence doesn’t stay at home when a survivor goes to work. The emotional, physical, and psychological toll of abuse impacts every aspect of a person’s life, and when it comes to their job, their ability to concentrate, feel safe, and perform effectively in the workplace are substantially impacted. As Maslov's Hierarchy of Needs illustrates, the largest two domains of human needs are Physiological needs - including food, sleep, shelter - and Safety including - personal security, resources, employment, which Love and Belonging.

One of the most overlooked yet vital supports that employers can offer is mental health-related leave as a workplace accommodation.

The Hidden Impact of Domestic Violence on Mental Health

Survivors of domestic violence often experience trauma-related symptoms such as anxiety, depression, post-traumatic stress disorder (PTSD), and panic attacks. They may also be managing practical consequences of abuse like housing instability, legal proceedings, or caregiving changes. All of these can interfere with their ability to work consistently or meet traditional job expectations.

Mental health challenges aren’t a sign of weakness—they are a response to prolonged stress and trauma. Employers must recognize that supporting survivors isn’t about "special treatment," but about creating a safe and equitable workplace.

Leave as an Accommodation: What It Looks Like

While paid or unpaid leave is often associated with physical health or family care, it can and should be used as an accommodation for mental health, especially for domestic violence victim-survivors. Here’s what this might involve:

• Time off for therapy or trauma recovery

• Leave to attend court hearings or seek legal protection

• Breaks or flexible scheduling to manage panic attacks or anxiety

• Extended leave for survivors transitioning to safety (e.g., moving out or seeking shelter)

  
  

These forms of leave can be short-term or long-term, and they may be protected under laws like the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), or state-specific legislation such as:

• California: Labor Code Section 230 allows employees who are victims of domestic violence, sexual assault, or stalking to take time off to obtain restraining orders, seek medical or psychological treatment, or obtain services.

• Illinois: The Victims' Economic Security and Safety Act (VESSA) provides up to 12 weeks of unpaid leave.

• New York: Provides job-protected leave for victims of domestic violence under its Human Rights Law.

• Washington State: RCW 49.76 allows victims of domestic violence, sexual assault, or stalking to take reasonable leave from work.

  
  

Companies Leading the Way

Several major companies have recognized the importance of supporting domestic violence victim-survivors and implemented specific policies:

• Facebook (Meta) offers paid domestic violence leave and provides employees with access to counseling and safety planning.

• Vodafone introduced a global policy offering up to 10 days of paid leave for employees experiencing domestic violence, along with training for HR and management.

• Unilever offers paid domestic violence leave and access to emergency housing and legal support.

• Verizon includes domestic violence recovery in its leave benefits and offers confidential counseling through its Employee Assistance Program (EAP).

Why Leave as an Accommodation Matters

1. It Acknowledges the Trauma Giving leave options signals that the employer sees and validates the mental health impact of abuse.

2. It Reduces the Risk of Job Loss Without appropriate accommodations, survivors may miss work, face discipline, or be forced to resign. Leave helps them maintain their employment.

3. It Promotes Long-Term Retention and Healing Survivors who feel supported are more likely to return to work with focus, resilience, and loyalty.

4. It Sends a Message About Culture Prioritizing mental health and safety makes a workplace more compassionate and inclusive for everyone, increasing engagement and trust.

   
   

What Employers Can Do

• Educate HR and managers about trauma-informed practices

• Create or update leave policies to include domestic violence recovery

• Ensure confidentiality when handling requests

• Encourage a culture where asking for help is supported, not punished

  
  

Final Thoughts

Workplaces are often a lifeline for domestic violence victim-survivors. When employers take action to support mental health and offer leave as an accommodation, they become part of a survivor's healing journey.

It’s time to stop treating domestic violence as a private issue and start recognizing its impact in our work environments. If your organization is ready to lead with compassion and compliance, HRC360, LLC can help you develop trauma-informed policies and training.

Let’s build workplaces where healing and employment can happen side by side.