On September 17, 2020, Governor Gavin Newsom signed Senate Bill 1383 (SB-1383), which significantly expands employee eligibility for family and medical leave under the California Family Rights Act (CFRA).
The law, which will go into effect January 1, 2021, reduces the number of employees required for an employer to be covered under the CFRA and also expands the reasons why employees may take these leaves.
Currently, private employers with 50 or more employees working in a 75-mile radius are required to provide employees with leave under the CFRA, while private employers with 20 or more employees are required to provide limited leave time for baby bonding pursuant to the New Parent Leave Act (NPLA).
SB 1383 expands the leave entitlement to cover smaller employers, requiring employers with five or more employees to provide eligible employees with up to 12 weeks of unpaid leave within a 12-month period for a qualifying reason. Qualifying reasons include:
- Leave for the birth of a child of the employee or the placement of a child with an employee in connection with the adoption or foster care of the child by the employee;
- Leave to care for a child, parent, grandparent, grandchild, sibling, spouse, or domestic partner who has a serious health condition;
- Leave because of an employee’s own serious health condition that makes the employee unable to perform the functions of the position of that employee, except for leave taken for disability on account of pregnancy, childbirth, or related medical conditions;
- Leave because of a qualifying exigency related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child, or parent in the Armed Forces of the United States;
This list of qualifying reasons further expands leave entitlement beyond what employers are required to provide under the current CFRA and NPLA. Under SB 1383, qualified employees will be entitled to take leave to care for the serious health condition of a grandparent, grandchild, or sibling in addition to the current requirement covering an employee’s parent, child, and spouse or domestic partner.