TX HB5321

Prohibits employers from discharging or discriminating against employees who take time off for jury duty, to appear as a witness in court proceedings, or to obtain protective orders such as restraining orders

Protects employees who are victims of domestic violence, sexual assault, or stalking from termination or retaliation for taking leave related to their victimization

Requires employees to provide reasonable advance notice for planned absences, or submit certification after unscheduled absences (acceptable forms include police reports, court orders, medical documentation, or signed written statements)

Mandates employers provide reasonable workplace accommodations for victims, including transfers, schedule modifications, changed work stations, installed locks, or other safety measures

Requires employers to maintain confidentiality of employees requesting leave and to engage in a good faith interactive process to determine appropriate accommodations; takes effect immediately with two-thirds legislative vote or September 1, 2025