SAFE for Survivors Act of 2026
Sponsored By: Representative Dingell, Debbie [D-MI-6]
Introduced
Summary
Guaranteed safe leave and new workplace and insurance protections for survivors of gender-based violence. This bill would create a federal right to paid and unpaid leave, bar certain forced arbitration, and limit insurer and employer discrimination against survivors.
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- Workers and families: Would let employees take up to 40 workdays in any 12-month period for counseling, relocation, legal and medical needs, and other recovery steps, with at least 10 workdays paid.
- Employers and federal employees: Would require job restoration, continuation of health benefits, strict confidentiality, and ban predispute arbitration or joint-action waivers for claims under the law. It would also forbid employer retaliation for using leave.
- Insurers, service providers, and communities: Would block insurers from denying or canceling coverage because someone is a survivor, require victim privacy protocols, create FTC enforcement and private lawsuits, reauthorize Violence Against Women Act support, and fund public health infrastructure.
*Would increase federal spending by at least $75.0 million for public-health grants across FY2027–2031 and add other program and implementation costs.*
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Bill Overview
Analyzed Economic Effects
5 provisions identified: 4 benefits, 0 costs, 1 mixed.
Enforcement, damages, and protections
If enacted, workers could sue employers who violate safe‑leave or anti‑retaliation rules and recover damages at least equal to the larger of $1,000 or lost wages or benefits, plus interest, actual losses, and attorneys' fees. Courts could award extra (liquidated) damages for willful violations unless the employer proves good faith. The Department of Labor could also investigate complaints, sue on behalf of workers, and assess a $1,000 civil penalty per person per violation. The law would make predispute arbitration and class‑action waivers unenforceable for these claims and borrow many Title VII procedural remedies; most suits must be filed within two years, or three years for willful retaliation.
Insurance privacy and anti-bias rules
If enacted, insurers would be barred from denying or limiting policies, claims, or charging higher premiums because someone is a victim of qualifying violence. Insurers would have to adopt written safety and privacy procedures, limit use and disclosure of victim‑identifying information to health‑care‑related purposes, and give victims clear written reasons when they deny or limit coverage. Insurers could not subrogate claims that arise from qualifying violence without the victim's informed consent, and life insurers could still refuse policies when the applicant lacks an insurable interest or is a known perpetrator. The FTC could enforce these rules and victims could choose $5,000 statutory damages per violation instead of actual damages if elected before final judgment.
Unemployment for abuse survivors
If enacted, a State could not deny unemployment pay just because a person voluntarily left work if the separation was due to being a victim of qualifying violence. States would have to accept proof such as a sworn statement and ID, a police or court record, or documentation from a professional or victim services group, plus an attestation that the separation was due to the qualifying act. Changes to definitions in the Act would not apply to this unemployment rule until a State updates its rules or two years pass, unless the State adopts the new definition sooner.
Worker safe leave and help
If enacted, employers would have to give each worker at least 40 workdays of "safe leave" in any 12-month period, and workers would choose at least 10 of those days to be paid. Safe leave could be used for counseling, moving, court, medical care, childcare, benefits help, and other recovery steps. Employers could ask for proof only when a leave period is longer than three workdays and should allow up to 30 days to provide it, but they could not delay the start of leave. The Department of Labor would make employer guidance and a posting notice, run a national outreach campaign with HHS and the Attorney General (funding authorized for FY2027–2031), and the EEOC and the congressional workplace Board would issue implementing rules so covered federal and congressional workers have matching protections. States could also expedite short-term TANF emergency cash during safe leave and must deliver it within seven days of application when the individual is eligible.
Grants and legal help for victims
If enacted, HHS would get $15 million each year for FY2027–2031 for public‑health supports and victim services under the Family Violence Prevention and Services Act. The bill would let victim service organizations and Tribal, State, and territorial coalitions provide materials and help to employers and workers and would cap some administrative spending: the Attorney General could use no more than 2.5% and the Office on Violence Against Women no more than 5% of specified appropriations for administration and evaluation contracts. The bill would also let individuals sue public agencies that violate FVPSA for the value of benefits denied or actual losses, seek equitable relief, and pursue punitive damages up to $100,000 plus attorney and expert fees.
Sponsors & CoSponsors
Sponsor
Dingell, Debbie [D-MI-6]
MI • D
Cosponsors
Rep. Moore, Gwen [D-WI-4]
WI • D
Sponsored 5/21/2026
Del. Norton, Eleanor Holmes [D-DC-At Large]
DC • D
Sponsored 5/21/2026
Rep. Ross, Deborah K. [D-NC-2]
NC • D
Sponsored 5/21/2026
Roll Call Votes
No roll call votes available for this bill.
View on Congress.gov