An employee can use PSL for the diagnosis, care, or treatment of an existing health condition, or preventive care, for themselves or a “family member.”1 For example, an employee could take PSL for a cold or other sickness, for a sick child, or for an annual physical or other preventive care, like a flu shot.
An employee can use the full amount of the paid sick days for a qualifying family member.
For purposes of PSL, “family member” has a broader definition than that found in the Family and Medical Leave Act/California Family Rights Act (FMLA/CFRA). For more information, see
FMLA and CFRA Qualifying Reasons.
A family member under the Act is a:
Because the definition of family member is broader than that under FMLA/CFRA, if, for example, an employee used three days of PSL under the Act to care for a grandchild, those particular three days could not be charged against an employee’s FMLA/CFRA entitlements because those leaves only cover children, parents, spouses and (CFRA only) registered domestic partners — not grandchildren.
PSL may also be used for an employee who is a victim of domestic violence, sexual assault or stalking. For more information, see
Domestic Violence, Sexual Assault and Stalking Victims' Leave.
1.Lab. Code secs. 245.5, 246.5