Understanding the Difference Between California Paid Family Leave (PFL) and California Family Rights Act (CFRA)
Maybe you’re paying close attention to this post because you are expecting - Congratulations on your upcoming addition! Maybe you’re an employer that is trying to understand and navigate the often confusing differences the California EDD offers to new parents - either way, this post is for you! One of the biggest questions we get from expecting parents and the employers of these parents in California is: What’s the difference between Paid Family Leave (PFL) and the California Family Rights Act (CFRA)?
Here’s the easy breakdown to understand for parents & employers -
Most new parents in California use PFL and CFRA at the same time:
Weeks 1–8: Receiving partial wage replacement through PFL while their job is protected under CFRA.
Weeks 9–12: An employee may continue to use CFRA leave unpaid, or use any accrued PTO the employer allows.
Here’s a breakdown of how both programs work, how they fit together, and what steps need to be taken to plan a leave with clarity and confidence.
Paid Family Leave (PFL)
Paid Family Leave (PFL) is a benefit offered through the California Employment Development Department (EDD) that provides up to 8 weeks of partial wage replacement when you take time off to bond with a new child (by birth, adoption, or foster care).
Key Facts:
You can apply for PFL after the baby is born or the child is placed in your care.
The 8 weeks of benefits don’t have to be taken all at once.
PFL is paid but does not provide job protection, which is why it’s important to coordinate with your employer about taking job-protected leave at the same time.
Apply for PFL through the EDD HERE.
More information about PFL.
California Family Rights Act (CFRA)
The California Family Rights Act (CFRA) allows eligible employees to take up to 12 weeks of job-protected leave to bond with a new child. Unlike PFL, CFRA does not provide wage replacement - it’s purely a job protection law. This factor tends to be the most confusing part of understanding the differences between CFRA and PFL.
Key Facts:
CFRA leave can be taken at the same time as PFL, ensuring you’re both paid (through PFL) and your job is protected.
An employer may allow an employee to use accrued vacation or paid time off (PTO) during your CFRA leave to make up the difference in partial payment.
CFRA bonding leave must be used within the first 12 months of the child’s birth or placement.
Learn more about CFRA.
Planning parental leave can feel like navigating a maze, but understanding how PFL and CFRA work together can help you make informed decisions and avoid surprises.
If you’d like help with the timing, coordinating with your employees, or navigating the LOA payroll process, don’t hesitate to reach out - we’re here to support you every step of the way.
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