Use the leave interaction information and timeline below to help determine the relationships among the various state-mandated leaves of absence and benefits during time off.
The types of leave and benefits include:
The California New Parent Leave Act (NPLA) applies to employers with 20 or more employees. Eligible employees must meet all of the following:
NPLA is not available to employees who are subject to both the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). However, if an employee is not eligible for FMLA and CFRA because they work at a location with less than 50 employees within a 75-mile radius, they may be eligible for NPLA if they meet the requirements stated above.
While this chart reflects an employee taking NPLA immediately after the birth of a child, eligible employees are entitled to take up to 12 weeks of NPLA to bond with a new child at any time, so long as the leave is taken within the 12 months following the child's birth, adoption or foster care placement.
NPLA is unpaid, however, employees must be allowed to use accrued vacation pay, paid sick time, other accrued paid time off, or other paid or unpaid time off negotiated with the employer. Employees may also be eligible for Paid Family Leave (PFL) benefits for a maximum of six weeks while on NPLA. PFL is only a wage replacement benefit; it is not a protected leave of absence.