Hawaii mandates up to 30 days of unpaid leave for victims of domestic violence, sexual assault, or stalking at larger employers.
Hawaii Revised Statutes provide significant protections for employees experiencing domestic violence, sexual assault, or stalking. Employers with 50 or more employees must grant up to 30 days of unpaid leave annually, while smaller employers (under 50 employees) must provide up to 5 days. This leave can be used for a wide range of needs, including medical treatment, counseling, relocation, legal services, and seeking assistance from victim service organizations.
HI Domestic Violence Leave
Employers must provide unpaid leave for victims of domestic violence, sexual assault, or stalking.
What those rules do as a Hawaii shift is created.
Teambridge integrates Hawaii's domestic violence leave requirements directly into your operational workflows, ensuring compliance without manual oversight. Our system monitors employee eligibility and leave requests, providing the necessary framework for proper administration.
Leave request processing
Teambridge provides a structured process for employees to request domestic violence leave, ensuring all necessary information is captured and managed according to HRS 378-71 requirements. This includes verifying eligibility based on employer size and tracking leave utilization.
Anti-discrimination safeguards
Our system helps prevent discriminatory actions by ensuring that employees requesting domestic violence leave are not subjected to adverse employment actions. It flags potential issues related to termination, demotion, or retaliation based on leave requests, aligning with HRS 378-72.
Confidentiality protocols
Teambridge enforces strict confidentiality for all information related to domestic violence leave requests. Access to sensitive employee data is restricted, protecting the privacy of victims as mandated by Hawaii law.
Stop worrying about Hawaii compliance.
Teambridge handles the complexity of Hawaii's unique labor laws, so you don't have to. Get compliant, stay compliant.
Hawaii Domestic Violence Leave (HRS 378-71 to 378-72)
Hawaii law provides significant protections for employees who are victims of domestic or sexual violence, or stalking. These statutes mandate that employers grant unpaid leave, with the duration dependent on the employer's size, and prohibit discrimination or retaliation against employees exercising these rights.
HRS § 378-71. Leave for victims of domestic or sexual violence.
An employer shall grant an employee who is a victim of domestic or sexual violence, or a victim of stalking, unpaid leave from work, for a period not to exceed thirty days in any calendar year, if the employer employs fifty or more employees. An employer shall grant an employee who is a victim of domestic or sexual violence, or a victim of stalking, unpaid leave from work, for a period not to exceed five days in any calendar year, if the employer employs fewer than fifty employees. The employee may use the leave for any of the following purposes:
- To seek medical attention for injuries caused by domestic or sexual violence, or stalking;
- To obtain services from a victim services organization;
- To obtain psychological or other counseling;
- To relocate temporarily or permanently; or
- To seek legal services, including preparing for or participating in any civil or criminal legal proceeding related to the domestic or sexual violence, or stalking.
The employee shall provide the employer with reasonable advance notice of the need for the leave, unless the need for the leave is unforeseeable. If the need for leave is unforeseeable, the employee shall provide notice to the employer as soon as practicable. The employer may require the employee to provide certification that the employee is a victim of domestic or sexual violence, or stalking, and that the leave is for one of the purposes described in this section.
Employer Obligations and Employee Protections
Under HRS 378-71, employers are required to grant unpaid leave to employees who are victims of domestic or sexual violence, or stalking. For employers with 50 or more employees, this leave can extend up to 30 days per calendar year. Smaller employers (fewer than 50 employees) must provide up to 5 days of unpaid leave annually. The law specifies various purposes for which this leave can be used, including medical treatment, counseling, relocation, and legal services. Employees are generally expected to provide advance notice, but unforeseen circumstances allow for notice as soon as practicable. Employers may also request certification of the need for leave.
Prohibition Against Discrimination and Retaliation
HRS 378-72 explicitly prohibits employers from discriminating against or retaliating against an employee for exercising their rights under the domestic violence leave law. This includes actions such as refusing to hire, discharging, demoting, suspending, or otherwise discriminating against an individual because they are a victim of domestic or sexual violence or stalking, or because they have requested or taken leave under these provisions. This protection ensures that employees can seek necessary assistance without fear of adverse employment consequences, reinforcing Hawaii's commitment to supporting victims.
Teambridge manages Hawaii Domestic Violence Leave compliance automatically.
Teambridge ensures your operations remain compliant with Hawaii's domestic violence leave laws, integrating the requirements seamlessly into your HR and payroll systems. We automate the tracking and enforcement of these complex rules, reducing administrative burden and risk.
Streamlined leave applications
Teambridge provides a secure and confidential portal for employees to request domestic violence leave. Our system guides employees through the process, ensuring all necessary documentation or certifications are submitted, in compliance with HRS 378-71.
Automated leave balance management
Our platform automatically tracks employee eligibility for domestic violence leave based on employer size and monitors the amount of leave taken within a calendar year, preventing over-utilization and ensuring compliance with the 5-day or 30-day limits.
Proactive compliance alerts
Teambridge’s system includes safeguards to prevent and flag potential instances of discrimination or retaliation related to domestic violence leave. It provides alerts and guidance to managers, ensuring adherence to HRS 378-72 and protecting employee rights.
Data privacy by design
All sensitive information pertaining to domestic violence leave is handled with the highest level of confidentiality within Teambridge. Access controls and secure data storage ensure that employee privacy is protected in accordance with legal requirements.