Some state laws ensure job-protected leave to employees dealing with the aftermath of domestic or gender violence. Illinois, for instance, has the Victims’ Economic Security and Safety Act (“VESSA”), passed in 2003. (You can learn more about it here.)
However, significant amendments to VESSA in 2024 expanded who is covered under the law and have made it easier for employees to access the law’s protections. It would be wise for both Illinois employers and employees to understand the implications of these changes.
VESSA Applies to All Violent Crime
In the past, VESSA applied specifically to survivors of domestic violence, sexual violence, gender violence, or stalking. As of January 1, 2024, the bases for coverage have been greatly expanded. Now, any victim of a violent crime—and even someone whose family or household member was a victim of violent crime—is eligible for leave under VESSA.
What does this mean in practice? Employees who need time off to deal with the aftermath of a mugging, an assault, an attempted homicide, or other violent offenses are now protected under VESSA. If they’re supporting a family or household member who experienced the crime, or if they witnessed the crime, they are also afforded VESSA’s job-protected leave.
These 2024 VESSA amendments represent lawmakers’ recognition that places of employment should allow room for people to recover from a range of violent experiences.
Relaxed Documentation Requirements
Employees are no longer required to jump through as many hoops to prove they’re eligible for VESSA leave. Previously, employees often needed to provide documentation to their employers, such as police reports, court records, or statements from medical professionals or victim services providers. That’s still an option. Yet now, employees can submit an attestation, describing the violence they or their family member experienced and the reason for the leave.
For many, especially those hesitant to involve law enforcement or lacking formal documentation, this change minimizes a major barrier to accessing time off and support. Employers may still request documentation, but the standard is now more flexible, and the law encourages trusting employees’ accounts instead of adding unnecessary burdens.
What Counts as “Violent Crime”?
As of 2024, VESSA incorporates the definition of “crime of violence” from the Illinois Rights of Crime Victims and Witnesses Act. That means a broad range of offenses may qualify, including but not limited to:
- Assault and aggravated assault
- Battery and aggravated battery
- Kidnapping
- Homicide
- Armed robbery
- Human trafficking
In short: If it’s violent and it’s a crime under Illinois law, VESSA likely applies.
What Should Employers Do Now?
These updates are a strong reminder that leave laws are not static, and remaining compliant means staying current. That said, employers should consider taking the following actions to comply with the recently strengthened VESSA requirements:
- Update your VESSA policy to reflect the broader coverage and relaxed documentation standards.
- Train HR and supervisors on how to respond to leave requests, especially those involving the newer qualifying circumstances.
- Review any documentation procedures to ensure they align with the new self-certification option.
- If you’re unsure what counts as sufficient documentation or how to respond to a vague or informal leave request, it’s best to seek legal guidance before denying a claim.
VESSA’s 2024 update marks a shift toward greater compassion and flexibility. By expanding coverage to all violent crime victims and easing documentation hurdles, Illinois is making it easier for workers to prioritize safety, recovery, and stability without risking their jobs.
If your organization needs help updating your policies, or if you're an employee unsure of your rights, The Prinz Law Firm is here to help.