Articles Discussing California Family Leave and Family Leave Act.

Beginning in June 2022, California businesses with between 1 and 100 employees may qualify to receive grants of up to $2,000 for each employee who is off work for a reason covered by California’s Paid Family Leave (“PFL”) program. The intent of the PFL Small Business Grant program is to help small businesses offset some of the expenses they incur while complying with their PFL obligations.

California’s Paid Family Leave (PFL) program, which is administered by the Employment Development Department (EDD) provides eligible employees with up to 8 weeks of wage replacement benefits when an employee is off work for certain qualifying reasons.

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In April 2022, the Department of Fair Employment and Housing (“DFEH”) provided insight about its new pilot mediation program for certain claims under the California Family Rights Act (“CFRA”).  The program is a significant benefit to “small employers” subject to the CFRA.

In this episode, Jen provides tips for employers struggling to comply with various leave of absence laws, including the FMLA/CFRA, California’s Pregnancy Disability Leave law, the Americans with Disabilities Act, and California’s Fair Employment and Housing Act.

The California Employment Development Department (EDD) has released the Voluntary Plan Employee Contribution and Benefit Rates for 2022.

Employers with employees located in California are generally required to withhold and send state disability contributions to the EDD. The 2022 rates are as follows:

“Employee Contribution Rate” 1.10% “Taxable Wage Ceiling” (per

At the start of 2021, California’s family and medical leave law, the California Family Rights Act (CFRA), expanded its coverage to apply to smaller employers—from employers with 50 or more employees to those with just 5 or more employees.  More recently, during the 2021 legislative session, California’s governor signed legislation

The new year brought several important changes to the California Family Rights Act (CFRA). One key change that employers should be aware of is the expansion of the scope of individuals who qualify as “family members” under the law.

The CFRA allows eligible employees to take up to twelve weeks

With the recent expansion of the California Family Rights Act (CFRA), employers who previously were not covered under CFRA now find themselves having to navigate the murky waters of the law.  From the basics such as who exactly is eligible for CFRA leave to the more complicated issues dealing with how CFRA

By: California Expands Its Family and Medical Leave Law

Late last week, Governor Newsom signed SB 1383 into law, greatly expanding coverage of the California Family Rights Act (CFRA).   SB 1383 expands the scope of employers who are covered by CFRA to now include small employers with as few as five

Two California cities, San Francisco and San Jose adopted emergency ordinances to expand paid sick leave and emergency Family Medical Leave Act (FMLA) leave benefits.  The ordinances cover gaps under federal law by expanding leave benefits under the Families First Coronavirus Response Act (FFCRA) to employers with more than 500

School children are back at school following winter break, and that may mean employee requests for time off for parent-teacher conferences, school assemblies, and more. While less known, California law has a collection of statutes affording parents protected time off. One of those protections is California Labor Code section 230.8, which provides parents, and other parental figures, with protected time off to attend to child related activities.

“What did I do wrong” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration.

This month, the City of San Francisco’s Board of Supervisors approved a measure mandating that all employers in San Francisco provide six weeks of fully paid leave during a calendar year for new parents. The measure includes paid leave for mothers, fathers, and same-sex couples who either bear or adopt a child.

Earlier this week, California’s Governor signed into law AB 908, which, beginning January 1, 2018, increases the wage replacement rate for employees receiving disability insurance and/or paid family leave benefits through the state. Currently, the maximum wage replacement is about 55% of the employee’s compensation. Effective January 2018, this amount will increase to 60 or 70 percent of the employee’s compensation, depending on the employee’s income level. The new law will also eliminate the 7-day waiting period for receipt of paid family leave benefits. A copy of the new law is available here.

Executive Summary: California employers are now facing another hurdle in their efforts to comply with state’s paid leave law, the Healthy Workplaces, Healthy Families Act of 2014, in light of a recent opinion letter from the state agency that enforces the law.