California’s AB 250 Reopens the Courthouse Doors for Workplace Sexual Assault Survivors

A new California law has given adult survivors of workplace and other sexual misconduct a narrow two-year window to file civil cases that earlier deadlines had erased. Assembly Bill 250, signed by Governor Newsom in October 2025 and effective January 1, 2026, revives previously time-barred claims — and the related employment claims tied to them, such as workplace harassment and discharge after reporting. The filing window closes on December 31, 2027.

For workers who were assaulted on the job, harassed by a manager or coworker, or fired after coming forward, AB 250 California sexual assault revival rules can mean the difference between a viable case and a closed file. The Nourmand Law Firm, APC represents California employees in workplace sexual misconduct matters — including harassment claims, retaliation, and post-complaint discharge — and offers free, confidential consultations to survivors evaluating their options. If a prior matter might now be revived, an employment attorney can review the timing and the underlying conduct — call 800-700-WAGE to discuss.

What AB 250 Actually Changes

AB 250 amends California Code of Civil Procedure § 340.16, the statute that governs civil claims for sexual assault committed against adults. Before the new law, many survivors who had aged out of the original deadline — often ten years from the assault, or three years from the date the survivor discovered the resulting injury — had no path forward in civil court. A previous statute, AB 2777, opened a one-year filing window in 2023 but applied only to assaults occurring on or after January 1, 2009, and only to claims against entities accused of a cover-up. Survivors of older incidents, and those who wanted to sue a perpetrator directly, were largely shut out.

The new law addresses both gaps. AB 250 California sexual assault claims may proceed regardless of when the assault occurred, as long as the survivor was 18 or older at the time. The statute also permits direct claims against the individual perpetrator, not just claims against institutions accused of concealing prior allegations. The bill was co-sponsored by the California Employment Lawyers Association and Equal Rights Advocates, signaling its workplace dimension.

Which Workplace Claims Are Revived

The new filing period does not stop at the assault itself. AB 250 also revives related civil claims arising from the same underlying incident, including sexual harassment and wrongful termination suits. That is the part of the statute that matters most to California workers.

Consider a warehouse employee in Fontana who was assaulted by a supervisor in 2014, complained to human resources, and was terminated weeks later. Under prior law, both the assault claim and the retaliatory termination claim would likely have been time-barred years ago. Under AB 250, both may be revived as long as the survivor files between January 1, 2026 and December 31, 2027. The same logic reaches a hotel worker in Long Beach forced out in 2017, an agricultural worker in Bakersfield assaulted by a crew leader in 2010, or a retail employee in San Jose who quit under hostile conditions in 2015.

The statute does not revive every harassment claim — only those tied to an underlying sexual assault. Unwelcome comments, leering, or non-physical hostile environment conduct that did not involve assault remain governed by the standard three-year FEHA filing deadline under Government Code § 12960.

Who Can Be Sued Under the Revival Window

Under AB 250, a survivor may pursue revived claims against two groups. The individual perpetrator may be sued directly — and the survivor does not need to allege that anyone covered up the assault to bring that claim. Private entities, including employers, hotels, hospitals, and similar institutions, may also be sued when the survivor alleges the entity is legally responsible for damages and that the entity or its agents covered up or attempted to cover up a previous instance or allegation of sexual assault by the same perpetrator.

The cover-up element applies only to entity claims. Failing to allege a cover-up as to one company does not affect the revival of claims against any other party, including the perpetrator. AB 250 does not apply to public entities — government employers, public schools, and public universities remain subject to the California Government Claims Act, which can require an administrative claim within six months. A survivor with a potential claim against a public employer should consult an attorney immediately rather than rely on the new lookback period.

How to Use the Window — Practical Steps for California Workers

If you believe AB 250 may apply to your situation, take these steps before the December 31, 2027 deadline.

Gather what you have. Old text messages, emails, internal complaint records, HR correspondence, performance reviews from before and after the incident, and termination paperwork all become evidence. A diary entry made at the time of the assault carries significant weight, as do written communications with coworkers who witnessed the conduct.

Identify potential cover-up evidence. For claims against an employer, the survivor will need to allege facts suggesting the company concealed prior allegations involving the same perpetrator. Patterns of similar complaints from other employees, settlement agreements with non-disclosure clauses, or HR investigations that produced no consequences can support that element.

Do not assume the deadline will be extended. California has not historically extended sexual assault revival windows — AB 2777’s window closed on December 31, 2023 without renewal. Survivors who delay until late 2027 risk losing the chance to file.

Talk to a lawyer before signing anything. Some employers contact former workers with settlement offers or new releases. A worker who already signed a severance agreement years ago may still have viable claims depending on the language, and any current release request should be reviewed by counsel before signing.

Frequently Asked Questions

Does AB 250 apply if I was a minor when the assault occurred? No. AB 250 covers assaults that occurred on or after the survivor’s 18th birthday. Childhood sexual abuse claims are governed by separate revival rules under California law, which generally allow survivors to file until age 40 or within five years of discovery, whichever is later.

Can I bring a revived claim if I already settled my case years ago? Generally no. A claim that was previously litigated to final judgment or resolved through a written settlement agreement is not eligible. The new filing window applies to claims that were time-barred but never resolved on the merits.

What if the assault happened decades ago and most witnesses are gone? Older claims face evidentiary challenges, but they are not automatically barred. California courts have allowed revived matters to proceed on the strength of contemporaneous documentation, corroborating accounts from other survivors, and patterns of institutional conduct. A lawyer can evaluate what evidence is realistically available.

Move Before the Window Closes

The Nourmand Law Firm, APC has spent more than 20 years fighting for California workers who experienced sexual misconduct on the job — recovering millions in settlements and verdicts for hospital staff, hotel employees, security guards, agricultural laborers, and warehouse workers across the state. Survivors who believe AB 250 California sexual assault revival rules may apply to their workplace experience should not delay until the deadline approaches. Call 800-700-WAGE or contact the firm online to schedule a free, confidential consultation.