PAID FAMILY LEAVE
California’s Paid Family Leave (PFL) program provides partial wage replacement for up to 8 weeks to employees who take leave to care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner, or to bond with a new baby. It also provides for partial wage reimbursement for certain qualifying events because a family member is deployed to a foreign country.
It is essential to understand that Paid Family Leave does not provide employees with job protection. If your job is not protected under another state or federal law (such as the Pregnancy Disability Leave Law (PDLL), California Family Rights Act (CFRA), or Family Medical Leave Act FMLA), then receiving Paid Family Leave Benefits will not protect your job. However, if your leave of absence is does not provide job protection but your employer permits you to take additional time off, you may be eligible to receive PFL benefits.
Q&A’S ABOUT PAID FAMILY LEAVE
The EDD sent me paperwork about Paid Family Leave when my State Disability Benefits for the delivery of my child ended. Is my job protected if I take Paid Family Leave?
Taking Paid Family Leave does not provide you with job protection. If you are able to take job protected leave under another law, such as the CFRA, then the Paid Family Leave program will provide you with partial wage replacement. But the Paid Family Leave Program does not provide employees with any job protection.
Does Paid Family Leave provide me with an additional 8 weeks of time off work to bond with my baby?
The Paid Family Leave program does not provide employees with time off work or job protection under any circumstances. It does provide wage replacement benefits for up to eight weeks for eligible types of leave.