CA AB406

Reinstates former Labor Code provisions (Sections 230 and 230.1) protecting employees who are crime or abuse victims from employment discrimination when taking time off for court appearances, restraining orders, medical treatment, counseling, or safety planning—applicable only to incidents occurring on or before December 31, 2024

Transfers enforcement authority for employee protections related to attending judicial proceedings (Sections 230.2 and 230.5) from the Division of Labor Standards Enforcement to the Civil Rights Department, effective January 1, 2026

Requires employers with 25 or more employees to allow victims time off for purposes including obtaining services from domestic violence shelters, seeking psychological counseling, safety planning, and temporary or permanent relocation

Employers must provide reasonable workplace accommodations for victims of domestic violence, sexual assault, or stalking, and maintain confidentiality of employee victim status

Declared an urgency statute taking effect immediately upon approval (October 1, 2025) to ensure efficient implementation and clarity for workers and crime victims