PDL/NPLA

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:

  • CFRA - California Family Rights Act
  • FMLA - Family and Medical Leave Act
  • NPLA - California's New Parent Leave Act
  • PDL - Pregnancy Disability Leave
  • PFL- Paid Family Leave
  • SDI - State Disability Insurance


Pregnancy Disability Leave (PDL) applies to employers with five or more employees. Employees are eligible for PDL when they are disabled by pregnancy, childbirth or a related medical condition. An employee has up to four months (one-third of a year equaling 17 1/3 weeks) of protected leave.

The California New Parent Leave Act (NPLA) applies to employers with 20 or more employees. Eligible employees must meet all of the following:

  1. Have worked for you for 12 months;
  2. Have worked for you for 1,250 hours in the past 12 months; and
  3. Works at a worksite with at least 20 or more employees in a 75-mile radius.

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.

NPLA provides eligible employees with up to 12 weeks to bond with a new child within one year of the child's birth, adoption or foster care placement.

PDL and NPLA do not run concurrently. Therefore, an employee cannot begin to use NPLA until the employee is no longer disabled by pregnancy. NPLA cannot begin until PDL ends.

While this chart reflects an employee taking NPLA after the employee is no longer disabled by pregnancy, keep in mind that employees can choose to take NPLA at any point within the 12 months following the child's birth, adoption or foster care placement.

Employees may be eligible for up to 52 weeks of State Disability Insurance (SDI) while on PDL. Employees may also be eligible for Paid Family Leave (PFL) benefits for a maximum of six weeks while on NPLA. SDI and PFL are wage replacement benefits; they are not a protected leave of absence.

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.

​Keep in mind that employees cannot receive PFL and SDI at the same time and that there is typically a 7-day waiting period for SDI benefits. However, there is no waiting period for PFL.