FAQs – Relation of Paid Family Leave (PFL) to the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) for Employees
The FMLA (federal) and CFRA (state) are leave laws that allow you to take unpaid leave from your job to care for yourself, family members who are ill, or children who are unable to take care of themselves. PFL does not change either law in any way and is completely separate from them. PFL provides up to six weeks of paid benefits to you when you have a wage loss when taking time off work to care for a seriously ill family member or 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.
Yes. If your employer is subject to the provisions of the FMLA and CFRA, they may require you 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 you 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. You may have your job protected under other laws, such as the FMLA or the CFRA.