FAQ - Relation of the Paid Family Leave Insurance program to the Family and Medical Leave Act and the California Family Rights Act

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The Family and Medical Leave Act (FMLA) (federal) and California Family Rights Act (CFRA) (state) are leave laws that allow an employee to take unpaid leave from their job to care for themselves, family members who are ill, or children who are unable to take care of themselves. Paid Family Leave (PFL) is completely separate from other leave programs. PFL provides up to six weeks of paid benefits to an employee who has a wage loss when taking time off work to care for a seriously ill family member or to bond with a new child.

Note: Effective July 1, 2020, PFL extends the total claim timeframe from six weeks to eight weeks. PFL provides working Californians the ability to take time off work to care for a seriously ill family member or to bond with a new child.

Individuals may choose to delay filing their PFL claim until July 1, 2020, or after to receive the extended leave benefit. 

For more information about the FMLA, visit the Department of Labor or call 1-866-487-2365. For more information about the CFRA, visit the California Department of Fair Employment and Housing or call 1-800-884-1684.

Yes. If your company is subject to the provisions of the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA), you may require employees to take FMLA and/or CFRA leave at the same time as PFL. Visit the Department of Labor for more information about the FMLA and the California Department of Fair Employment and Housing for more information about the CFRA.

No. Paid Family Leave does not provide job protection. It provides partial wage replacement when an employee cannot work due to the need to care for a child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner, or to bond with a new child. Some employees may have their job protected under other laws, such as the Family and Medical Leave Act or the California Family Rights Act.