Employment Leave to Address an Abusive Situation
Under M.G.L.c.149, §52E, public and private employers who employ 50 or more people must provide up to 15 days of paid or unpaid leave in a 12-month period to a qualifying employee. An employee qualifies if the employee is or has a family member who is a victim of abusive behavior. Leave must be used to:
- seek or obtain medical attention;
- counseling;
- victim services or legal assistance;
- secure housing;
- obtain a protective order from a court;
- appear in court or before a grand jury;
- meet with a district attorney or other law enforcement official; or
- attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee.
An employer is allowed to require employees to exhaust all available leave (sick, personal, vacation, etc.) before taking leave under the domestic violence law. Employers must notify each employee of his or her rights and responsibilities under the law.
The Massachusetts Employment Leave to Address an Abusive Situation Poster includes:
• The employers and employees’ rights and responsibilities under the law;
• Employer anti-retaliation provisions;
• Confidentiality requirements;
• Enforcement;
• Situation requiring leave; and
• Required documentation.
The Office of the Attorney General encourages employers to display this poster in a conspicuous place to be consistent with the requirements under M.G.L.c.151, §16.