California’s Family Rights Act (CFRA) impacts the leave policies of businesses throughout the state, offering workers the ability to take time off for family and medical reasons without fearing job loss. The CFRA applies to employers with five or more employees, providing specific guidelines for leave and worker protection.
What does CFRA protect?
The CFRA provides up to 12 weeks of unpaid leave for eligible employees. Employees may take this leave for personal health conditions, to care for a family member with a serious health issue, or to bond with a new child through birth, adoption, or foster care. CFRA covers a wide range of family members, including parents, children, spouses, and domestic partners.
Who is eligible for CFRA leave?
To qualify for CFRA leave, employees must have worked for their employer for at least 12 months and have logged at least 1,250 hours in the past year. The employer must also have five or more employees. The law’s reach is broad, covering both part-time and full-time employees, but it excludes certain workers, such as those in the air traffic industry or emergency responders.
How does CFRA differ from FMLA?
The CFRA is similar to the federal Family and Medical Leave Act (FMLA), but there are key differences. One main distinction is that CFRA covers a broader definition of “family” and provides leave for a wider array of situations, such as bonding with a new child. Additionally, CFRA leave is available for both parents, while FMLA only allows for one parent to take leave for a child’s care.
Employee protections under CFRA
Under CFRA, employees are entitled to return to their job once their leave ends, or a comparable one, with the same pay and benefits. This protection ensures that employees don’t face job insecurity while attending to personal or family matters. Employers cannot retaliate against employees who use CFRA leave.
For employers, CFRA means a clear set of guidelines for how leave should be handled. Businesses must adjust their policies to ensure they comply with the law, including tracking employee eligibility and providing job protection during leave.