How Much Is Paid Family Leave in California?

California’s Paid Family Leave (PFL) program offers wage replacement benefits to eligible individuals who need to take time away from work for specific family-related reasons. The program is funded through employee payroll deductions to the State Disability Insurance (SDI) program.

Calculating Your Paid Family Leave Benefits

The amount of Paid Family Leave benefits an eligible individual receives is determined by a calculation based on their past earnings. For claims beginning in 2025, benefits are generally between 70% and 90% of a worker’s average weekly wages. The specific percentage depends on an individual’s income level, with lower wage earners receiving a higher percentage of their earnings.

To calculate the weekly benefit amount, the state Employment Development Department (EDD) uses a “base period.” This base period consists of the 12 months ranging from approximately 5 to 18 months before the PFL claim begins. The highest quarter of earnings within this base period is used to determine the average weekly wage for benefit calculation.

As of 2025, the minimum weekly benefit amount is $50, while the maximum weekly benefit amount is $1,681. Benefits can be received for up to eight weeks within any 12-month period. There is no waiting period for PFL benefits, meaning payments can begin from the first day of leave.

Eligibility for Paid Family Leave

To qualify for Paid Family Leave benefits, individuals must meet several specific criteria. An individual must be unable to perform their regular work duties due to a qualifying event and experience a loss of wages. They also must have contributed to California’s State Disability Insurance (SDI) program through payroll deductions.

Individuals must have earned at least $300 in wages during their claim’s base period, from which SDI deductions were withheld. Eligibility for PFL is not affected by the length of time worked at a current job or an individual’s citizenship or immigration status. The reasons for taking leave must fall into one of three categories: caring for a seriously ill family member, bonding with a new child, or managing a qualifying event due to a family member’s military deployment to a foreign country.

For PFL purposes, a “family member” is broadly defined to include a child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner. For new child bonding, benefits must be claimed within the first year after the child’s birth, adoption, or foster care placement.

Applying for Paid Family Leave

Initiating a Paid Family Leave claim involves gathering specific information and submitting the appropriate forms to the EDD. Individuals should collect personal details, employer information, and the exact dates their leave is expected to begin and end. Depending on the reason for leave, additional documentation is necessary, such as medical certification from a licensed health professional for caregiving claims, or proof of relationship and placement papers for bonding with a new child.

The primary application form is the Claim for Paid Family Leave Benefits (DE 2501F), which cannot be downloaded and must be obtained as an original form from the EDD. Supporting forms, such as medical certification forms, may also be required. It is important to complete all informational fields accurately with the gathered details.

Applications can be submitted electronically through the EDD’s SDI Online system, which is generally recommended for faster processing. Alternatively, completed forms can be mailed to the EDD. The claim must be filed no earlier than the first day of leave and no later than 41 days after the leave begins to avoid losing benefits.

Coordinating Paid Family Leave with Other Benefits

Paid Family Leave interacts with other types of leave and benefits, which can affect an individual’s overall financial and employment situation.

Employers may offer their own benefits, such as sick leave, vacation pay, or paid time off (PTO). While employers can require employees to use accrued vacation or PTO concurrently with PFL, they generally cannot mandate the use of sick leave for PFL-covered events. As of January 1, 2025, employers may no longer require an employee to use earned but unused vacation time before receiving PFL benefits. Some employers also provide supplemental payments, often called “top-off” pay, to bridge the gap between PFL benefits and an employee’s regular wages; these payments usually do not reduce PFL benefits if structured appropriately.

PFL itself does not provide job protection. However, other state and federal laws, such as the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), may offer job protection. These laws allow eligible employees to take unpaid, job-protected leave for certain family and medical reasons, and PFL benefits can run concurrently with FMLA or CFRA leave.