FAQs – Relation of the Paid Family Leave (PFL) program to the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for Employers
The FMLA (federal) and 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. PFL insurance does not change either law in any way and is completely separate from them. 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.
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.
- As an employer, may I require employees to take leave under the FMLA and the CFRA at the same time they are receiving PFL insurance benefits?
Yes. If your company is subject to the provisions of the FMLA and CFRA, you may require employees to take FMLA and 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. PFL 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 FMLA or the CFRA.