The Security And Financial Empowerment for Survivors Act of 2026, or the SAFE for Survivors Act, seeks to bolster the economic security and safety of individuals who have experienced domestic violence, dating violence, sexual assault, or stalking. Recognizing the significant impact of such violence on employment and financial stability, the bill introduces several key protections and support mechanisms. It addresses the challenges survivors face in maintaining employment, accessing benefits, and securing their well-being. Title I reauthorizes grants for national resource centers focused on workplace responses to assist victims of domestic and sexual violence. These grants will support victim services organizations and coalitions in providing resources to employers, labor organizations, and employees. This aims to improve the capacity of workplaces to support survivors effectively. Title II establishes an entitlement to safe leave for employees who are victims of a qualifying act of violence or whose family members are victims. Employees would receive up to 40 work days of leave in a 12-month period, with at least 10 days being paid. This leave can be used for various purposes, including seeking counseling, securing relocation, attending legal proceedings, obtaining medical attention, or arranging childcare. Employers are prohibited from interfering with an employee's right to safe leave or retaliating against them for exercising this right. The bill outlines specific certification requirements for leave, emphasizing confidentiality and limiting the information an employer can demand. Upon return from leave, employees are entitled to reinstatement to their original or an equivalent position with maintained employment benefits, and the Secretary of Labor is empowered to enforce these provisions. Title III, the Survivors' Employment Sustainability Act, prohibits employers from discriminating against individuals based on their status as a victim of a qualifying act of violence. This includes refusing to hire, discharging, or otherwise discriminating in terms of compensation or employment privileges. Employers must also provide reasonable accommodations , such as safety procedures or job modifications, to enhance a survivor's security unless it imposes an undue hardship. Examples of reasonable accommodations include changes to work location, flexible schedules, confidentiality measures, enhanced safety protocols, and assistance in documenting workplace violence. Public agencies are similarly prohibited from discriminating against survivors in the provision of public assistance. Strict confidentiality is mandated for all information related to a survivor's victim status or accommodation requests. Title IV addresses unemployment compensation, stipulating that individuals cannot be denied compensation solely because of a voluntary separation from work attributable to being a victim of a qualifying act of violence. States must deem certain evidence sufficient for such claims, including sworn statements, police records, or documentation from victim services organizations. The bill also mandates training for unemployment compensation personnel on the dynamics of violence and confidentiality, and authorizes a grant program for developing such training. Title V introduces insurance protections, prohibiting insurers from discriminating against survivors by denying, refusing to renew, or canceling policies, or by adding premium differentials. Insurers are also forbidden from limiting claims resulting from a qualifying act of violence. The bill ensures that health coverage for victims cannot be terminated solely because it was initially issued in the abuser's name, and it mandates confidentiality of survivor information by insurers. Furthermore, Title V prohibits subrogation of claims without the victim's informed consent and establishes enforcement mechanisms through the Federal Trade Commission and a private cause of action. Subtitle B of Title V mandates public education campaigns to raise awareness about qualifying acts of violence and survivors' rights, and requires information programs for employers on safe leave entitlements. It also authorizes appropriations to invest in public health infrastructure to improve support for victims.