An employee who is a victim of domestic violence needs time off to seek a restraining order and medical care. Under California law, an employer with 25 or more employees must:
Explanation
Labor Code §230(c) protects any employee who is a victim of domestic violence, sexual assault or stalking who takes time off to obtain a restraining order or other judicial relief, and §230.1(a) extends that at employers with 25 or more employees to time off for medical attention, victim services, counseling, and safety planning - with no retaliation permitted. (c) is the closest wrong answer: the employee MAY choose to use accrued vacation, sick leave or paid time off for the absence, but the employer cannot make that the only route or require it. (d) denies a leave the statute grants. (a) is retaliation of the most direct kind. §230(f) adds a duty to provide reasonable safety accommodations at work.
Law Reference: Labor Code §§230(c), 230.1(a), 230(f) (reasonable accommodation)This topic, taught in full in the CSLB Law & Business guide. CSLB Law & Business — Complete Study Guide (2026) — PDF + EPUB, $24.99 · 14-day refund →
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