SAFE for Survivors Act of 2026
- Sponsor
- Rep. Dingell, Debbie [D-MI-6]
- Committees
- Energy and Commerce Committee (primary)
- Last action
- May 21, 2026
Bottom line
The SAFE for Survivors Act aims to enhance the economic security and safety of survivors of various forms of violence by providing comprehensive legal protections and support mechanisms across employment, unemployment, and insurance sectors.
What it actually does
This bill, known as the SAFE for Survivors Act, establishes federal protections for survivors of domestic violence, dating violence, sexual assault, or stalking. It mandates employers to provide safe leave, prohibits employment and insurance discrimination, expands eligibility for unemployment compensation, and reauthorizes grants for workplace responses to violence. The bill also includes provisions for public education campaigns and invests in public health infrastructure to support victims.
Proponents argue
Proponents argue that this bill is crucial for empowering survivors to escape abusive situations without facing economic ruin or job loss. They contend it addresses significant gaps in federal law by providing job-protected leave, preventing discrimination, and ensuring access to vital financial support, thereby improving survivors' physical, mental, emotional, and economic well-being.
Opponents contend
Critics may argue that the bill imposes substantial new mandates and administrative burdens on employers, particularly small businesses, through requirements for paid leave and reasonable accommodations. Concerns could also be raised about the potential for increased costs to state unemployment systems and the insurance industry, which might ultimately be passed on to consumers or taxpayers.
This is a substantial bill with multiple titles and complex legal language, requiring dedicated time for a thorough review to understand its full implications.
Sec. 101, Title I
Reauthorization of National Resource Center Grants on Workplace Responses to Assist Victims
This section reauthorizes and expands a grant program under the Violence Against Women Act of 1994. It allows grants to be used to provide information and assistance to victim services organizations and coalitions, enabling them to offer resource materials and support to employers, labor organizations, and employees regarding workplace responses to domestic and sexual violence. It also sets limits on administrative and evaluation costs for these grants.
Supporters argue
Supporters argue that this reauthorization strengthens the infrastructure for addressing workplace violence, ensuring that employers and employees have access to critical information and support to create safer work environments and assist survivors.
Critics contend
No specific opposition is typically raised against this provision, as it is generally seen as a supportive measure for existing programs.
Tradeoffs
The provision balances the need for robust administrative oversight and program evaluation with ensuring that the majority of funds directly support program activities.
Sec. 201, Title II
Entitlement to Safe Leave for Addressing Qualifying Acts of Violence
This provision mandates that employers provide employees with not less than 40 work days of safe leave in a 12-month period, with at least 10 of those days being paid. This leave can be used by an employee or their family/household member to address issues arising from a qualifying act of violence, such as seeking counseling, legal assistance, medical attention, relocation, childcare, or financial services. The leave can be taken intermittently and is in addition to Family and Medical Leave Act (FMLA) leave.
Sec. 303, Title III
Prohibited Discriminatory Acts by Employers and Public Agencies
This section makes it an unlawful practice for employers to discriminate against individuals based on their status as a victim of a qualifying act of violence, or perceived status. Discrimination includes failing to provide reasonable safety procedures or job modifications (unless it causes undue hardship), harassment, or retaliation. It also prohibits public agencies from discriminating against victims in the provision of public assistance. Employers must maintain confidentiality of victim information.
Sec. 401, Title IV
Unemployment Compensation for Victims of a Qualifying Act of Violence
This section amends the Internal Revenue Code to ensure that individuals are not denied unemployment compensation solely because they voluntarily separated from work due to being a victim of a qualifying act of violence. It outlines acceptable forms of documentation for such claims and mandates that states provide adequate notification of these provisions to applicants. It also requires training for unemployment compensation personnel on the dynamics of violence and confidentiality.
Sec. 502, Subtitle A, Title V
Prohibition on Discriminatory Insurance Practices
This section prohibits insurers from discriminating against individuals based on their status as a victim of a qualifying act of violence. This includes denying, refusing to issue, renewing, or canceling policies, restricting coverage, or adding premium differentials. It also prohibits terminating health coverage for victims if the policy was originally in the abuser's name and the relationship ends. Crucially, it restricts insurers from disclosing victim-related information without consent, except when legally required or necessary for coverage and safe for the victim.
Sec. 511, Subtitle B, Title V
Qualifying Acts of Violence Education and Information Programs for Victims
This section directs the Secretaries of Labor and Health and Human Services, along with the Attorney General, to launch a national public outreach and education campaign on qualifying acts of violence. The campaign will raise public awareness, disseminate information on victims' rights and resources (including those established by this Act), promote prevention, and encourage supportive workplace policies. It also mandates a study on workplace responses to violence to improve support and economic security for victims.
Sec. 601, Title VI
Severability Clause
This standard legal provision states that if any part of the Act or its amendments is found to be unconstitutional, the remaining provisions and their application to other persons or circumstances will not be affected. This ensures that the bulk of the law can remain in effect even if specific components are challenged or invalidated.
Prohibits predispute arbitration agreements or predispute joint-action waivers from being valid or enforceable for claims arising out of Titles II (Safe Leave), III (Employment Sustainability), or V (Insurance Protections) of the Act. It further specifies that a court, not an arbitrator, will determine the applicability of these titles and the validity/enforceability of any arbitration agreement.
Sec. 5
Why it matters:While its placement is typical for general provisions, its significant impact on legal recourse for survivors makes it a critical detail that could be easily missed. It's a substantive policy choice rather than a mere procedural detail.
Case for: Supporters argue that this clause is essential to ensure survivors of violence have full access to the judicial system to seek redress against employers or insurers, preventing them from being forced into arbitration, which is often perceived as less transparent and less favorable to individuals than court proceedings.
Case against: Opponents might contend that prohibiting predispute arbitration agreements limits contractual freedom between parties and could lead to an increase in litigation costs and potentially longer resolution times for disputes, burdening businesses and the court system.
Estimated impact: This provision has a significant impact on the legal avenues available to survivors seeking to enforce their rights under the Act, shifting disputes from private arbitration to public courts.