In plain words
CFRA is the . It is a state law that gives eligible workers job-protected, unpaid leave. Leave can be used to bond with a new child, after birth or adoption, or to care for a family member with a . CFRA covers some workplaces that the federal does not reach. It has its own eligibility rules. Pay during leave can come from other programs, such as or . A mother may use CFRA alongside for her own recovery. An employer's human resources office can explain which leave applies.
The deeper version
CFRA (Government Code section 12945.2) provides up to 12 workweeks of job-protected leave within a 12-month period for bonding and family care, with leave for a serious health condition of the employee addressed separately under pregnancy disability leave. CFRA applies to employers with five or more employees, a lower threshold than the federal FMLA's 50-employee rule, and it requires 12 months of service and 1,250 hours of work in the prior year. Employer obligations include restoration to the same or a . Enforcement runs through the Civil Rights Department, with administrative complaint and procedures. Overlap with means one leave can count toward both, and the govern how they are coordinated.
Where it comes up
- Pregnancy and parental leave in California: the mapCalifornia: Leave, Money, and Paperwork
- CFRA and FMLA: keeping your jobCalifornia: Leave, Money, and Paperwork
- Pregnancy Disability Leave (PDL) and State Disability (SDI)California: Leave, Money, and Paperwork
- Paid Family Leave (PFL) for bondingCalifornia: Leave, Money, and Paperwork
What mothers here say about CFRA
No one has posted under this term yet.
Sources
- California Civil Rights Department — California Family Rights Act (CFRA) guidance for employees and employers
- California Legislature — Government Code section 12945.2, California Family Rights Act