Leave Management

The following FAQ generally applies to California’s Mandatory Paid Sick Leave Law. Several California cities have implemented their own local ordinances offering more generous allowances.  

Use this CRD form to request certification from a health care provider for CFRA leaves due to the employee’s own serious health condition or that of a family member.

This for may be used for CFRA and non-CFRA medical leaves of absence or other requested accommodations due to a qualifying disability or serious heath condition.

A form for use by California employers to comply with the California Family Rights Act (CFRA).

Form for use by employee requesting leave of absence from work under CFRA because of pregnancy, disability or reasonable accommodation.

Designation of a CFRA leave is a two-step process: employee notice of the need for a CFRA leave and employer designation of the leave as CFRA leave.

Checklist to ensure completion of all necessary documentation for an employee's CFRA leave request. For employer use only.

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. ​​

Use this form for each employee to keep track of the variety of documentation and tracking of other time off available to the employee during such a leave of absence. 

Explains employer obligations and employee rights, eligibility requirements among mandated leaves of absence for pregnancy and baby bonding leaves. California has multiple programs and laws that provide employees time off and wage replacement during pregnancy, maternity/paternity leave, and baby bonding.

Effective on January 1, 2024, employers with five or more employees are required to provide employees who have worked for at least 30 days with up to five days of reproductive loss leave.

Review every 24 months.

Effective, January 1, 2023, the California Family Rights Act (CFRA) requires employers of 5 or more employees to provide eligible employees with 5 days of bereavement leave. 

Employers of five (5) or more employees must provide information about their CFRA policy and post this information in a conspicuous place where employees tend to gather.

Use this letter to document Pregnancy Disability Leave (PDL) leave agreements and establish the terms of leave.

A comprehensive resource to help employers navigate the complexities of CFRA compliance as of January 1, 2021, including determining employee eligibility, meeting time-sensitive obligations and managing leave.

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.

Employers of five or more full-time or part-time employees must make PDL available to employees. This resource outlines updated 2022 leave obligations and provides guidance for employers managing pregnancy leave and accommodation considerations.