Streamlining UC for Domestic Violence Victims

For many people experiencing domestic violence, danger doesn’t stop at home. In some cases, it follows them to work. When an abuser knows where someone is employed and shows up there, the workplace can quickly become unsafe — not just for the victim, but for coworkers and customers as well. In those moments, leaving a job isn’t about convenience or choice. It’s about survival.

Pennsylvania lawmakers have advanced legislation aimed at addressing what happens next, when safety forces someone out of the workforce, and the unemployment system becomes their next lifeline. With bipartisan support, the House has sent legislation sponsored by Representatives Seth Grove and Jason Dawkins to the governor for consideration, seeking to streamline unemployment benefits for individuals impacted by domestic violence.

When Leaving a Job Isn’t a Choice

Under current law, individuals who leave employment due to domestic violence often face a lengthy and complicated process before becoming eligible for unemployment compensation. That delay can create serious financial strain at a moment when stability is most critical.

“This commonsense, bipartisan legislation addresses an often-overlooked part of domestic violence,” Grove said. “On several occasions, victims are forced to leave their jobs because their abusers know where they work and show up there, putting them, and their colleagues, in danger.”

For those individuals, weeks without income can mean housing insecurity, disrupted childcare, or being forced to make unsafe choices simply to make ends meet. Lawmakers backing the legislation argue that the unemployment system should not compound that crisis.

Streamlining the Path to Benefits

The measure is designed to expedite unemployment claims when an applicant is forced to leave work because continuing employment would jeopardize their safety or the safety of a family or household member.

Instead of navigating a prolonged eligibility review, claimants who verify a domestic violence situation would be able to move through the process more quickly, provided they meet all other eligibility requirements. The intent is to remove unnecessary waiting periods while still preserving the structure of the unemployment system.

Grove emphasized that point directly: “Being pushed out of the workforce through no fault of their own should not require victims to wait an extended period of time to receive unemployment benefits.”

Clear Verification Options and Confidentiality

The legislation outlines several ways an individual can verify a domestic violence situation when applying for benefits. Acceptable documentation includes court records such as protective orders, police or medical records, social services documentation, or statements from qualified professionals like counselors, shelter workers, clergy, attorneys, or health care providers. A statement from a friend or relative who has provided assistance may also be used.

Importantly, the measure also allows for self-affirmation at the time of application, recognizing that some individuals may need immediate relief before formal documentation is available. In those cases, additional documentation must be provided within a set timeframe, with flexibility for extensions when good cause exists.

To protect applicants, the legislation requires that documentation related to domestic violence remain confidential. The Department of Labor and Industry may not disclose the existence of a domestic violence situation in any notice sent to an employer regarding a claim.

Safeguards for Employers

While the legislation prioritizes speed and safety for claimants, it also includes protections for employers. Benefit charges related to these claims would not be assessed to base-year employers. Instead, employers receive automatic relief from charges, without having to submit a request.

That provision is intended to ensure that supporting workers in crisis does not translate into financial penalties for businesses, while also reducing friction between employers and employees during an already difficult time.

Employers are notified of that relief through standard claim documentation, keeping the process transparent without revealing sensitive personal information.

Reinforcing Accountability in the System

During Senate consideration, the legislation was amended to formally codify long-standing case law related to unemployment eligibility and job-search requirements.

The amendment clarifies that claimants must make a good-faith effort to obtain suitable employment. It spells out actions that would disqualify a claimant, such as refusing to attend or participate in a job interview without good cause, or rejecting employment or a referral before even discussing job details with an employer.

“This amendment further enhances the bill and helps to weed out fraud and abuse in our UC system,” Grove said. “I want to thank our Senate colleagues for adding this important amendment to the bill.”

The legislation also directs the department to update or create reporting forms so employers can flag situations in which a claimant discourages their own hire. Any resulting overpayments would be subject to existing repayment rules, and employers would again receive relief from charges tied to those disqualified claims.

Implementation and Next Steps

If enacted, the Department of Labor and Industry would be required to consult with the Office of Victim Advocate and relevant advocacy groups when implementing the new provisions. That includes updating unemployment applications, notices to claimants and employers, and forms related to documenting domestic violence situations.

The legislation includes staggered effective dates for different sections, allowing agencies time to adjust systems while ensuring the core domestic violence eligibility provisions take effect promptly.

What Happens Now

The measure now awaits the governor’s decision. Supporters say it reflects a deliberate balance: moving faster for people facing real danger, protecting privacy, and maintaining clear expectations within the unemployment system.

By pairing expedited access with accountability and employer safeguards, Grove and Dawkins say the legislation is meant to ensure that leaving work to stay safe does not trigger unnecessary financial hardship — and that the unemployment system responds to crisis with both compassion and structure.