California Printable Free Sick Leave Law Posters California Family Care, Medical Leave and Pregnancy Disability Leave Poster Mandatory

The Family Care, Medical Leave and Pregnancy Disability Leave is a California sick leave law poster provided for businesses by the California Department Of Industrial Relations. This is a required poster for all California employers, and any business that fails to post this notification may be subject to penalties or fines.

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Under California law, an employee may 
have the right to take job-protected leave to 
care for their own serious health condition 
or a family member with a serious health 
condition, or to bond with a new child (via 
birth, adoption, or foster care). California 
law also requires employers to provide job-
protected leave and accommodations to 
employees who are disabled by pregnancy, 
childbirth, or a related medical condition. 
Under the California Family Rights Act of 1993 (CFRA), many 
employees have the right to take job-protected leave, which is 
leave that will allow them to return to their job or a similar job 
after their leave ends. This leave may be up to 12 work weeks   
in a 12-month period for:•  
the employee’s own serious health condition;
•  the serious health condition of a child, spouse, domestic 

tner, parent, parent-in-law, grandparent, grandchild, 
sibling, or someone else with a blood or family-like 
relationship with the employee (“designated person”); or
the birth, adoption, or foster care placement of a child.
If an employee takes leave for their own or a family member’s 
 rious health condition, leave may be taken on an intermittent 
or reduced work schedule when medically necessary, among 
other circumstances.
Eligibility. 	To be eligible for CFRA leave, an employee must 
have more than 12 months of service with their employer, have 
worked at least 1,250 hours in the 12-month period before the 
date they want to begin their leave, and their employer must 
have five or more employees.	
Pay and Benefits During Leave. 	While the law provides only 
unpaid leave, some employers pay their employees during CFRA 
leave. In addition, employees may choose (or employers  may 
require) use of accrued paid leave while taking CFRA leave 
under certain circumstances. Employees on CFRA leave may 
also be eligible for benefits administered by the Employment 
Development Department.
Taking CFRA leave may impact certain employee benefits and  
 niority date. If employees want more information regarding 
eligibility for a leave and/or the impact of the leave on seniority 
and benefits, they should contact their employer.	
Pregnancy Disability Leave. 	Even if an employee is not eligible 
for CFRA leave, if disabled by pregnancy, childbirth or a related 
medical condition, the employee is entitled to take a pregnancy 
disability leave of up to four months, depending on their 
period(s) of actual disability. If the employee is CFRA-eligible, 
they have certain rights to take both a pregnancy disability 
leave and a CFRA leave for reason of the birth of their child.	
Reinstatement. 	Both CFRA leave and pregnancy disability leave 
contain a guarantee of reinstatement to the same position or, 
in certain instances, a comparable position at the end of the 
leave, subject to any defense allowed under the law.	
Notice. 	For foreseeable events (such as the expected birth of 
a child or a planned medical treatment for the employee or of 
a family member), the employee must provide, if possible, at 
least 30 days’ advance notice to their employer that they will 
be taking leave. For events that are unforeseeable, employees 
should notify their employers, at least verbally, as soon as they 
learn of the need for the leave. Failure to comply with these 
notice rules is grounds for, and may result in, deferral of the 
requested leave until the employee complies with this notice 
Certification. 	Employers may require certification from an 
employee’s health care provider before allowing leave for 
pregnancy disability or for the employee’s own serious health 
condition. Employers may also require certification from 
the health care provider of the employee’s family member, 
including a designated person, who has a serious health 
condition, before granting leave to take care of that family 
Want to learn more? 
If you have been subjected to discrimination, harassment, or 
retaliation at work, or have been improperly denied protected 

, file a complaint with the Civil Rights Department (CRD).
Civil Rights Department 
Toll Free: 800.884.1684  /  TTY: 800.700.2320
California Relay Service (711)
Have a disability that requires a reasonable accommodation? 
CRD can assist you with your complaint.	
For additional translations of this guidance, visit:	CRD-100-21ENG / January 2023

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More California Labor Law Posters 34 PDFS provides an additional 33 required and optional California labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.

California Poster Name Poster Type
Required Workplace Discrimination and Harassment Poster Workplace Violence Law
Required Sexual Harassment Fact Sheet Workers Rights Law
Required Sexual Harassment Facts Poster Workers Rights Law
Required Notice to Employees - Injuries caused by Work Workers Compensation Law
Required Whistleblower Notice Whistleblower Law

List of all 34 California labor law posters

California Labor Law Poster Sources:

Labor Poster Disclaimer:

While does our best to keep our list of California labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.

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