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Bill

HB 5321

Relating to employment leave for victims of domestic violence, sexual assault, and stalking.

89th Legislature (2025) Introduced by James Talarico

Texas bill requiring employers to provide leave for domestic violence, sexual assault, and stalking victims to pursue legal and safety measures without employment retaliation.

Referred to s/c on Workforce by Speaker
#assaultleave(s0368) #crimevictims(s0046) #courts--juries(i0145) #employeebenefits&leave(s0452) #family--familyviolence(i0353) #labor--general(i0500) #sexualassault(s4375) #stalking(s0044)
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WeVote Research Nonpartisan
Bill Summary · HB 5321

Legislative bill overview

HB 5321 would require Texas employers to provide paid or unpaid employment leave for employees who are victims of domestic violence, sexual assault, or stalking. The bill enables these employees to attend court proceedings, seek protective orders, receive medical treatment, or address related safety concerns without fear of job loss or retaliation.

Why is this important

Victims of domestic violence, sexual assault, and stalking often face practical barriers to escaping or reporting abuse, including employment instability and economic dependence on abusers. Protective leave provisions allow victims to pursue legal remedies and safety measures while maintaining income stability and job security—critical factors in successful escape from abusive situations. The bill addresses a documented gap in Texas labor protections compared to similar leave laws in other states.

Potential points of contention

  • Employer burden and costs: Small businesses may object to mandatory leave policies, particularly if unpaid leave provisions don't fully protect employers from productivity losses or staffing challenges
  • Verification and privacy concerns: Employers and victim advocates may disagree over documentation requirements—overly strict verification could force victims to disclose sensitive information to employers or law enforcement, while loose standards could create compliance ambiguity
  • Leave scope and duration: Disagreement likely over whether leave should be paid versus unpaid, what qualifies as covered activities, and whether there are reasonable time limits to prevent indefinite absences

Compiled from official sources — confirm details with the bill’s official record.

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