Paid Family Leave

California’s Paid Family Leave (PFL) program provides partial wage replacement for up to 6 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 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), New Parent Leave Act (NPLA), California Family Rights Act (CFRA), or Family Medical Leave Act FMLA), then receiving Paid Family Leave Benefits will not protect your job. For example, if you want to take time off work to care for a seriously ill sibling, your job is not protected under the PDLL, NPLA, FMLA or CFRA. However, if your employer permits you to take 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 Disability ended following childbirth, 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 NPLA or 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 6 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 six weeks for eligible types of leave.

If you feel you may have been denied leave you were entitled to, please contact our office.

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