California Minimum Wage Mandates
Employers in California must comply with both federal requirements, such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). This dual framework means workers in California often have access to more generous or flexible leave options than those in many other states.
California Paid Sick Leave Law
Since January 1, 2024, employees must receive at least 40 hours or five days of paid sick leave per year. This applies to full-time, part-time, and temporary workers who have worked for the employer at least 30 days in a year and completed a 90-day employment period. in a year and completed a 90-day employment period.
California Paid Time Off (PTO) Law
Employers are not required to provide general PTO in California. PTO is treated as earned wages and must be paid out upon separation. Employers may set accrual caps and usage policies but must comply with payout and notice requirements.
California Family and Medical Leave (FMLA & CFRA)
FMLA (federal) and CFRA (state) provide up to 12 weeks of unpaid, job-protected leave for serious health conditions, family care, or bonding with a new child. CFRA applies to employers with 5 or more employees; employees must have worked at least 12 months and 1,250 hours in the past year.
California Bereavement Leave Law
Since January 1, 2023, employers with five or more employees must provide up to five days of bereavement leave per qualifying family member’s death, be used within three months. Employees must have been employed for at least 30 days prior to taking leave.
California Paid Family Leave (PFL)
PFL provides up to eight weeks of partial wage replacement for bonding with a new child, caring for a seriously ill family member, or supporting a family member’s military deployment. PFL does not provide job protection; however, other laws, such as FMLA or CFRA, may apply.
AB 1041 (Designated Person Expansion)
Employees can now take leave under the CFRA and PSL to care for a designated person, effective from January 2023. Under the CFRA, a designated person can be anyone who is related to the employee by blood or whose association with the employee is equivalent to that of a family member.
SB 616 (Expanded Paid Sick Leave)
Effective January 2024, California employers will be required to provide at least 40 hours or 5 days of paid sick leave annually, an increase from the previous requirement of 3 days. Employers will need to update their policies to reflect this increased entitlement.
California Leave Types, Eligibility and Duration
Minimum Wage in Haryana 2025.
| Type of Leave | Eligibility | Duration & Description |
| Paid Sick Leave (PSL) | All employees (statewide, some exceptions) | At least 40 hours or 5 days/year, whichever is greater. Accrual or frontload for illness, care, or safe leave. |
| Family & Medical Leave (CFRA/FMLA) | 5+ employees (CFRA); 50+ (FMLA); eligibility rules apply | Up to 12 weeks/12 months. Unpaid, job protected. For own/family illness, bonding, and exigency. |
| Paid Family Leave (PFL) | All employees paying into State Disability Insurance (SDI) | Up to 8 weeks/12 months. Paid (partial wage). For family care, bonding, or military exigency. |
| Pregnancy Disability Leave (PDL) | 5+ employees; no tenure requirement | Up to 4 months of pregnancy. Unpaid, job protected. For disability due to pregnancy or childbirth. |
| Bereavement Leave | 5+ employees (state law) | Up to 5 days per occurrence. Unpaid unless employer policy provides pay. |
| Jury Duty Leave | All employees | As required by the court. Unpaid. Job-protected. |
| Voting Leave | All employees | Up to 2 hours, paid (first 2 hours) if insufficient time outside work hours. |
| Domestic Violence/Sexual Assault Leave | All employees | As needed. Unpaid. For victims or family members; for court, safety, or medical needs. |
| Military Leave | All employees | As required by service. Paid/unpaid varies by status. Job-protected. |
| Organ/Bone Marrow Donor Leave | All employees | Up to 60 days/year (first 30 paid for organ, 5 for bone marrow). |
| School Activities Leave | 25+ employees; parent/guardian | Up to 40 hours/year. Unpaid. For school/childcare activities. |
| Kin Care | All employees with accrued sick leave | Use accrued sick leave for family care, same as personal sick leave. |
| Crime Victims Leave | All employees | As needed. Unpaid. For victims or family members; for court or related needs. |
| Reproductive Loss Leave | 5+ employees | Up to 5 days per event. Unpaid. For miscarriage, failed adoption, failed surrogacy, or unsuccessful IVF. |
Minimum Wage in Haryana 2025.
State Specific leave
California offers several state-specific leaves:
- California Family Rights Act (CFRA): Up to 12 weeks of unpaid leave per year for an employee’s serious health condition, family care, or bonding with a new child. Pregnancy Disability Leave (PDL): Up to 4 months of unpaid leave per pregnancy for pregnancy or childbirth-related disabilities. Separate from CFRA and can be combined with bonding leave.
- School Activities Leave: Up to 40 hours per year (max 8 hours/month) for parents at companies with 25+ employees attending school or childcare activities or emergencies.
- Military Leave: Up to 12 weeks per year for military duty or family military injury and up to 26 weeks to care for a seriously injured service member. Covers National Guard, reserves, and state military.
- Voting Leave: Up to 2 hours of paid time off to vote in statewide elections if unable to vote outside work hours; employers must post notice 10 days before the election.
Essential Components of an HR Leave Policy
- Procedure for Leave Application: Communicate the steps employees should follow to request leave, including advance notice requirements and the necessary approval workflow.
- Categories of Leave: Clearly define the available leave options for employees, such as annual, sick, casual, or special leave.
- Eligibility Criteria: Specifies which employees can apply for leave and any conditions that must be met (for example, minimum service period).
- Leave Accrual: Explain how employees earn leave, whether on a monthly or yearly basis.
- Carry Forward and Forfeiture Rules: States if unused leave can be transferred to the next year or if it expires after a specific period.
- Tracking and Leave Records: Outlines how the organization monitors and maintains each employee’s leave entitlement and usage.
HR Compliance: Notice & Documentation Requirements
| Leave Type | Notice Required | Documentation Required |
| CFRA/FMLA | 30 days advance if foreseeable; ASAP if not | Medical certification or relevant documentation |
| Paid Sick Leave | As soon as practicable | None required by law, but may request documentation for 3+ days |
| Pregnancy Disability Leave (PDL) | 30 days advance if foreseeable; ASAP if not | Medical certification from healthcare provider |
| Bereavement Leave | Per employer policy | May require obituary or death certificate (optional) |
| Jury Duty | As soon as possible after notice received | Jury summons or court documentation |
| Designated Person (AB 1041) | Same as CFRA/PSL notice rules | Same as CFRA/PSL documentation rules |
