Leave Management

Leave covered under the California Family Rights Act (CFRA) must be designated as CFRA-protected and the employer must inform the employee of the amount of leave that will be counted against the employee’s CFRA leave entitlement within five days of the employee’s request.

All employers are required to provide a set amount of paid sick leave (PSL) to employees who work California. The law establishes minimum requirements, but employers have options with how they provide and manage the time. 

Use this resource to help navigate and document the interactive process for reasonably accommodating an employee with a disability. ​​

This resource list provides information about varied state and federal leaves of absence laws that may pertain to a covered employer. Leaves of absence laws cover a variety of specifically defined reasons. Covered employer, employee eligibility, job and benefits-protections and any pay requirements (if any) can vary by leave.

In some instances, several leaves of absence can apply to one employee for the same reason.

Any corresponding required notices can be found in the CDA Required Poster Set or in Required Postings in a Dental Office.

A comprehensive resource to help employers navigate the complexities of CFRA compliance as of July 2026, including determining employee eligibility, meeting time-sensitive obligations and managing leave.

When an employee tells you they are pregnant, you must be prepared. As a California employer, you must be well-versed in the various leave entitlements, documentation obligations, and wage replacement benefits your employees may qualify for.