Welcoming a new baby into your family is one of life’s most joyous experiences. During the early days after delivery, it’s crucial to spend time caring for yourself to maximize your own physical healing, while also caring for your new baby and developing a lifelong bond. Baby bonding time is also essential for both parents and child when adoptive parents bring home a new addition to their family.
While most California employees are eligible for unpaid pregnancy disability leave and maternity leave, many expectant or new parents ask: “How do I get paid time off in California to prevent financial hardship while I bond with my baby?”
Understanding Unpaid Family Leave Available in California for Baby Bonding
California has robust protections in place for working parents, including up to four months of unpaid Pregnancy Disability Leave (PDL) for pregnancy-related conditions that temporarily leave a pregnant employee unable to carry out their job duties. For example, when a pregnant employee is placed on bed rest to prevent premature labor. In addition to PDL, California employees with employers with five or more workers are eligible for maternity leave for bonding with a new child under the California Family Rights Act (CFRA).
While highly beneficial for working mothers’ baby bonding time, both PDL and CFRA are unpaid leave policies in California, requiring only that the employer continue the employee’s health insurance and retirement benefits. But what if unpaid maternity leave causes financial hardship?
Fortunately, many California parents have an option for paid time off for baby bonding.
What Is Paid Family Leave (PFL) In California?
Depending on the circumstances, you may be eligible for Paid Family Leave (PFL) in California to relieve the financial losses associated with unpaid leave. PFL provides a qualified individual with 70% to 90% of their standard pay up to a maximum allowable weekly benefit. PFL benefits are paid for up to eight weeks. This benefit is available for new parents of a biological, fostered, or adopted child and may be paid to either a mother or father who takes leave from work to bond with their child.
A parent may be eligible for PFL in California under the following circumstances:
- They pay into California’s SDI (state disability insurance) through automatic deductions from their paychecks. This is typically noted as CASDI on California pay stubs or direct deposit slips
- The employee must have earned at least $300 in the 18 months prior to the birth or adoption
PFL payments are often made to employees at the same time that they are on unpaid leave from work under the California Family Rights Act. A parent may take Paid Family Leave within 12 months of their child’s birth, foster placement, or adoption.
Can I Spread Out My Paid Time Off Under PFL In California?
The eight weeks of paid family leave in California may be taken all at once or intermittently. For example, if a parent wishes to take one week per month during their child’s first year, they may be paid through PFL while simultaneously taking their CFRA unpaid leave in one-week-per-month intervals.
It’s important to note that a parent who takes PFL while not simultaneously taking their state-protected maternity leave does not have legal protection against job loss.
How Can a California Employment Lawyer Help?
If you have questions about how to plan your paid time off in California so you can bond with your baby, contact Sparrow Law Group to learn more about your rights and options for both unpaid and paid maternity leave in California.