Tuesday, December 22, 2020
2020 has been a year of constant changes for California employers. Here are some big developments that employers cannot afford to miss in 2021.
Expansion of the California Family Rights Act
One of the biggest legislative changes facing California employers in 2021 will be the expansion of the California Family Rights Act (CFRA). Currently, employers with 50 or more employees are subject to CFRA and its federal equivalent, Family Medical Leave Act (FMLA). Both provide employees with up to 12 weeks of unpaid leave. When Senate Bill 1383, goes into effect on January 1, 2021, CFRA will be expanded to cover all employers with 5 or more employees.
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2020 has been a year of constant changes for California employers. Here are some big developments that employers cannot afford to miss in 2021.
Expansion of the California Family Rights Act
One of the biggest legislative changes facing California employers in 2021 will be the expansion of the California Family Rights Act (CFRA). Currently, employers with 50 or more employees are subject to CFRA and its federal equivalent, Family Medical Leave Act (FMLA). Both provide employees with up to 12 weeks of unpaid leave. When Senate Bill 1383, goes into effect on January 1, 2021, CFRA will be expanded to cover all employers with 5 or more employees.
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California Governor Gavin Newsom recently signed into law an
amendment that significantly broadens the California Family Rights
Act (the CFRA ). Starting January 1, 2021, the CFRA will
apply to employers with as few as five employees and provide
employees with job-protected leave to care for grandparents,
grandchildren and siblings with serious health
conditions.
The CFRA is California s analog to the federal Family and
Medical Leave Act (the FMLA ). While the CFRA largely
resembles the FMLA, there are a few key differences. The laws
generally allow eligible employees to take up to 12 weeks of