Missouri: New Domestic Violence Leave in Effect


All Employers with 20+ MO Employees


August 28, 2021


Contact HR On-Call

(888) 378-2456

Under the Victims Economic Safety and Security Act (VESSA), employers with at least 20 employees must now provide unpaid leave for employees who are victims, or who have family or household members who are victims, of domestic or sexual violence. The amount of leave depends on the number of employees: employers with 20-49 employees must provide one week; employers with 50+ employees must provide two weeks.

Leave may be used to seek abuse-related medical attention and counseling, recover from abuse-related injuries, obtain services from a victim services organization, participate in safety planning, relocate to a safe living space, take other necessary safety actions, or pursue legal remedies. Covered employees also have job protection while on leave. Employees must give employers at least 48 hours’ notice if practicable; otherwise, notice must be given within a reasonable period. Employers may require certification of the need for leave.


Employers must also provide reasonable safety accommodations to employees subject to the Act, absent undue hardship to the employer, such as a job transfer, job reassignment, modified schedule, leave of absence, a changed telephone number or seating assignment, installation of a lock, etc. Employers must provide notice to current employees of their rights by October 27, 2021, and to new employees upon hire thereafter. Employers must also display a poster in frequently used common areas.


Action Items

  1. Review the bill here.
  2. Provide required notices by the October 27, 2021 deadline.
  3. Have appropriate personnel trained on the new leave and accommodation requirement.
  4. Display the required poster.
  5. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.


Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

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