In case you missed it, at the end of 2025, Governor Shapiro signed House Bill 274 into law. This new legislation—now Act 55 of 2025—is a significant update to Pennsylvania’s Unemployment Compensation Law (“Law”). Among other things, Act 55 expands unemployment compensation benefit eligibility for claimants affected by domestic violence.
Specifically, Act 55 adds a new provision to the Law by providing that a claimant shall not be deemed ineligible for voluntarily leaving employment (Section 402(b) of the Law) or for failing to attend work (Section 402(e) of the Law) if, due to a domestic violence situation, the claimant’s continued employment would jeopardize the safety of the claimant or a member of the claimant’s family or household.
Act 55 provides that a domestic violence situation can be verified through any of the following sources:
(1) an active or recently issued protective order (or other order), court records, or police, medical, social service, or child protective services records;
(2) a statement from a qualified individual from whom the individual has sought assistance, such as a counselor, attorney, healthcare worker, member of the clergy, or shelter worker, or similar statement from a friend or relative;
(3) a self-affirming statement from the claimant that continued employment would jeopardize the safety of the claimant or a member of the claimant’s family or household due to the domestic violence situation; and
(4) any other type of evidence that reasonably proves domestic violence.
But that’s not all.
Any verifying documentation submitted to the Pennsylvania Department of Labor and Industry (“Department”) must remain confidential, and the Department may not disclose the existence of a claimant’s domestic violence situation in any notice provided to an employer regarding the claim for unemployment compensation.
Okay, but what is the “Express Lane”?
Once the claimant provides verifying documentation to the Department, and is otherwise eligible under Section 401 of the Law, the claimant is deemed eligible, and the Department is required to expedite a determination of eligibility. This is the central aim of these new provisions: to create an “express lane” for claimants who are affected by domestic violence and to reduce delays in such claimants accessing unemployment benefits when they may need them the most.
Is there anything else employers should know about?
Yes—there is.
There is relief for employers under the domestic violence provisions of Act 55.
Base year employers will automatically receive relief from UC contribution charges with respect to claims determined eligible under these domestic violence provisions. This means that employers’ tax rates will not increase as a result of the Department finding claimants eligible under these provisions.
This employer relief is provided automatically and does not require a request from the employer. The Department may notify the employer of the relief granted via the eligibility determination (or other relevant claim documentation) that is provided to the employer.
Act 55 appears to strike a balance between providing eligibility protection for claimants affected by domestic violence, while offering relief to employers.
These new domestic violence provisions will take time to play out. If you have any questions about these provisions—or about any of the other updates to the Law under Act 55—our Labor & Employment team is here to help.
Until next time!