Washington state provides survivors of domestic violence, sexual assault, or stalking, the opportunity to take time off from work. This leave is available to all employees and qualifying family members. Survivors and their family members can use domestic violence leave for:
- Legal or law enforcement assistance and court proceedings
- Medical and psychological help
- Help from social service programs
- Safety planning
- Relocating
Domestic violence leave is not limited by an employee’s available paid time off or paid sick leave. It can include reasonable amounts of unpaid leave. Leave can be used as a single block of time, intermittently, or on an adjusted schedule. An employee’s job is protected by law when using this leave.
Safety accommodations
Employees can request a reasonable safety accommodation related to domestic violence, unless they create an undue hardship. Accommodations include:
- A job transfer or reassignment
- Changing work telephone or email
- Implementation of safety procedures
- Employers must provide reasonable safety accommodations when requested, unless it creates an undue hardship
Documentation
Employers can request documentation to support an employee’s request for leave or accommodation.
Documentation can include:
- Police report or court documents
- Employee’s written statement
- Statement from a provider, clergy, or advocate
Employers must protect the employee’s rights to privacy and should treat reports of domestic violence with discretion. All protected, sensitive, or confidential documentation, reports, and records must be handled according to all applicable state and federal privacy laws.
Retaliation
Employers cannot retaliate or discriminate against an actual or perceived survivor of domestic violence, sexual assault, or stalking or any qualifying family member. Employers must accommodate requests for time off or safety accommodations, and allow employees to use any available paid or unpaid leave as needed.
Additional Resources
Labor & Industries
Other Resources
