Key Takeaways

  • California Paid Family Leave (PFL) provides up to eight weeks of partial wage replacement for eligible employees taking time off to care for family or bond with a new child.
  • Eligibility depends on contributions to the State Disability Insurance (SDI) program and a minimum earnings threshold.
  • PFL can be taken intermittently, allowing flexibility for caregiving or bonding needs.
  • Employees must submit medical or military documentation to verify eligibility for leave.
  • New laws expanded PFL to include additional family members and increased income replacement rates.
  • Employers must inform employees of their PFL rights, but job protection comes from related laws like the CFRA and FMLA.

California Paid Family Leave

For workers in the state, knowledge of California paid family leave laws is essential to allocating proper time to your family, such as needing time off work to help sick relatives or tend to your newborn, without the financial burden of taking time off work. Here is everything you need to know about California Paid Family Leave.

California Paid Family Leave is when Californian workers do not attend work in order to make extra time for themselves and their family. A lot of employees find it hard to make ends meet simply by taking time off, which is why employers often offer paid time off. That way, workers can still spend time with their families without taking a pay cut.

Paid Family Leave was first introduced in California in 2002 and went into effect July 2004. This program offers income while workers take time off to take care of a family member or spend time with a new child. To be eligible, a California worker has to help with the California State Disability Insurance fund. This grants the worker six weeks of about 55 percent pay a year without having to go to work. Time off is meant to be used for:

  • Spending time with a newborn or new adoptee
  • Taking care of a seriously sick relative
  • Taking care of yourself when you're dangerously ill
  • Any qualifying need related to a family member's military service for FMLA-eligible employees only

Governor Jerry Brown expanded the California Paid Family Leave law to assist impoverished people and offer greater benefits to all. Both men and women are eligible, and usually, qualify for 55 percent of their pay, but lower income people near minimum wage can be entitled to 70 percent of their salary while on leave thanks to Gov. Brown's expansion. The expansion also qualifies anyone making under $108,000 who make too much for the 70 percent are eligible for 60 percent. Brown's expansion added caring for a sick family member as a valid reason for Paid Family Leave. This new expansion will take effect in 2018.

The inequality present in California is real, and they're trying to compensate for that. Paid Family Leave greatly improves the lives of workers and their families. Paid parental leave was already common in most countries, so California sought to mimic that. They were pioneers among the rest of the country regarding this kind of law. Not even 1 percent of income is withheld for most Californian workers to help with this similar to income taxes funding Social Security. Employees can draw from this money during their Paid Family Leave. New parents are eligible for six weeks off and more than half what they make a week. There is currently a 55 percent cap that changes with inflation. Paid family leave had a positive effect on California since its inception over a decade ago. There is a complicated web of medical leave and family leave laws in California, but employees just need to have Paid Family Leave insurance.

Eligibility and Coverage Requirements

California Paid Family Leave is part of the state’s State Disability Insurance (SDI) program. To qualify, an employee must have earned at least $300 in wages subject to SDI deductions during their base period. The program is funded entirely by employee payroll contributions—employers do not pay directly into PFL.

Covered reasons for taking PFL include:

  • Bonding with a newborn, newly adopted, or foster child within one year of placement.
  • Caring for a seriously ill family member, including parents, grandparents, siblings, spouses, domestic partners, or in-laws.
  • Participating in a qualifying event related to a family member’s military deployment.

Workers may receive between 60% and 70% of their weekly wages (depending on income level) for up to eight weeks within a 12-month period, as expanded from the original six weeks in 2020.

Unlike federal FMLA, California’s PFL does not guarantee job protection on its own. However, employees may be protected if their leave also qualifies under the California Family Rights Act (CFRA) or Family and Medical Leave Act (FMLA).

How it Works

The California State Disability Insurance fund helps you when both you are sick or disabled and when you need to take care of a sick or disabled family member. It also applies to new parents. While employees are generally entitled to 55 percent of their wages, the benefit amount caps at $987 a week. The six weeks workers get off for Paid Family Leave don't have to be taken consecutively. It can be taken on a weekly, daily, or even hourly basis. However, employees have to wait seven days unpaid to get benefits. Any employee with disability insurance must do this. Paid Family Leave is only available to employees working at the same place for at least a year and for at least 1,250 hours in that year. The place the employee works must also have at least 50 other employees within 75 miles.

Applying for Paid Family Leave

To apply for Paid Family Leave, employees must submit a claim through the Employment Development Department (EDD). Applications can be completed online or by mail and require supporting documentation, such as:

  • A medical certification from a healthcare provider confirming the family member’s serious illness.
  • A new child’s birth certificate or placement documentation for bonding claims.
  • Military documents (for qualifying exigency leave).

Claims must be filed within 41 days of starting leave to avoid delays. The EDD typically processes applications within two weeks, after which benefits are disbursed biweekly.

Importantly, employees can choose to take their PFL all at once or intermittently—for example, taking one or two days off per week to care for a family member recovering from surgery.

Employers are required to provide the DE 2511 Paid Family Leave brochure to new hires and employees taking leave for qualifying reasons, ensuring they understand their rights and how to apply.

Medical Certification

If an employee is taking Paid Family Leave for their own illness, their employer may need to see medical certification. Problems tend to arise when employees don't know the difference between a serious health condition and a common ailment.

Recent Updates and Legislative Changes

California continues to expand its Paid Family Leave benefits. In 2020, the state legislature extended PFL benefits from six to eight weeks, allowing more bonding and caregiving time. Additionally, Senate Bill 951, effective January 1, 2025, increases the wage replacement rate to up to 90% for low-income earners, helping close the gap for families who previously couldn’t afford unpaid time off.

Other updates include:

  • Expanded family coverage: The CFRA now includes siblings, grandparents, grandchildren, and parents-in-law as eligible family members for caregiving leave.
  • Small business inclusion: Businesses with five or more employees must now comply with CFRA, giving more workers access to job-protected leave.
  • Integration with other benefits: PFL can be used alongside vacation or paid time off benefits if the employer allows, maximizing financial stability during leave.

California remains a national leader in family leave policy, influencing similar legislation in states like Washington, New York, and Oregon.

PFL in Action

For some, half of their wages during time off just isn't enough, especially if they're living paycheck to paycheck. Ninety percent of employees wanting PFL are new parents wanting to spend time with the newborn while 10 percent want to take care of an ill family member. The Employment Development Department is in charge of the program, and withheld money from employee paychecks provide the funding. About $587 million will go into these improved benefits in 2021 while will require more workers to pay. That is the state's responsibility. California covers approximately 13.1 million workers, and even more will be in the future as the program continues to expand. The state is making history with its progress with the increased happiness of employees, but there has been opposition.

Some businesses opposed the law saying that it would make companies stop offering as many jobs and that small businesses wouldn't be able to handle it. However, California companies of all sizes were evaluated after five years, and they didn't implode. Over 90 percent of the companies assessed either claimed a neutral or positive impact. Employee morale was up, along with productivity. Families in general reported increased happiness as they could see their loved ones more often. More parents are taking paternity and maternity leave for their newborns, but the law still requires sacrifice.

Employees don't get their entire week's pay during their time off, and that can be a deal breaker for lower income people. A third of surveyed Californians didn't take Paid Family Leave because they couldn't afford it while more than half weren't even aware that it was a law.

Employer Responsibilities and Compliance

Employers must comply with notice and anti-retaliation requirements under state law. Specifically, employers should:

  • Inform employees about their PFL rights upon hiring and when leave is requested.
  • Avoid discriminating or retaliating against employees who file PFL claims.
  • Maintain confidentiality regarding medical certifications and leave details.

Although employers are not required to pay wages during PFL, they can coordinate benefits with other programs such as vacation pay, sick leave, or company-provided family leave policies. Employers may also require workers to use accrued paid time off before receiving PFL benefits.

Small and mid-sized employers often report improved employee retention, morale, and productivity due to the flexibility PFL provides. Studies show that paid family leave increases workforce participation among new parents and promotes gender equity in caregiving responsibilities.

Comparing California PFL to Other States

California was the first U.S. state to implement a paid family leave program in 2004, setting the standard for others. Since then, 13 states and the District of Columbia have enacted similar laws, though eligibility, funding, and benefit levels vary.

For example:

  • New York provides up to 12 weeks of leave at 67% of weekly wages.
  • Washington offers up to 12 weeks (or 16 in some cases) with wage replacement capped at $1,456 per week.
  • Massachusetts provides up to 26 weeks for medical and family reasons combined.

California’s system remains one of the most inclusive, covering a broad range of family relationships and offering flexible leave options.

Frequently Asked Questions

  1. How long can I take Paid Family Leave in California?
    Eligible employees can take up to eight weeks of partial wage replacement within a 12-month period.
  2. Does California Paid Family Leave provide job protection?
    Not directly. PFL provides wage replacement, while job protection may come from CFRA or FMLA, depending on your employer size and tenure.
  3. How much will I get paid during PFL?
    You can receive 60%–70% of your average weekly wage, depending on your income. Starting in 2025, lower-income workers may receive up to 90%.
  4. Can self-employed workers qualify for PFL?
    Yes. Self-employed individuals can opt into the Disability Insurance Elective Coverage (DIEC) program to gain access to Paid Family Leave benefits.
  5. Can both parents take Paid Family Leave?
    Yes. Each eligible parent may take their own PFL period to bond with a new child, allowing up to 16 combined weeks of partially paid time off.

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