2026 Update: Four State Leave Law Changes Effective Jan. 1

On Jan. 1, 2026, updated amendments or changes to leave of absence laws in four states became effective.

Washington  

Washington has amended its existing law, which provides leave of absence protection for employees who are the victims of certain crimes. In addition to the existing list of crimes, employees who are the victim of a hate crime (including offenses committed through online communications) can now use leave for various purposes, such as: 

• Seeking legal or law enforcement assistance or remedies 

• Seeking treatment by a health care provider for physical or mental injuries 

• Obtaining services 

• Participating in safety planning or relocation 

New Hampshire 

New Hampshire has added a new unpaid leave of absence for an employee’s own medical appointments related to childbirth or postpartum care, and for a child’s pediatric medical appointments within the first year after birth or adoption. This law applies to employers with 20 or more employees and provides up to 25 hours of leave for these reasons. Employees are required to provide reasonable notice prior to taking the leave and must also make a reasonable effort to schedule leave so that it does not unduly disrupt employer operations. Employees may also be asked to provide documentation that their leave is being taken for one of the defined reasons.  

Illinois 

Current Illinois law provides a leave of absence for employees to serve as an organ donor. Effective Jan. 1, 2026, part-time employees of an employer will also be able to use up to 10 days of leave in a 12-month period for this leave reason.   

California 

California has made an addition to its existing leave of absence law for employees who are the victim of certain crimes. Effective Jan. 1, 2026, all employers are prohibited from discharging, or discriminating or retaliating against an employee who is a victim (or is a family member of a victim) who takes time away from work in order to attend judicial proceedings related to the crime. In this context, the law outlines a number of applicable crimes, including violent and serious felonies, and felonies involving theft or embezzlement. This provision also applies when the employee suffers a direct or threatened physical, psychological or financial harm by actual or attempted action based on a specified list of crimes or delinquent acts.  

If you have any questions or would like additional information regarding these laws, including how The Standard can help with compliance support, please contact your account manager or a representative near you.