California Paternity Leave Pay: What New Dads Need To Know
Expecting a new addition to the family is an exciting time, but it can also raise a lot of questions, especially when it comes to your rights and responsibilities as an employee. If you’re a new dad in California wondering how paternity leave and pay works, this guide covers everything you need to know.
If you’re short on time, here’s a quick answer to your question: Under California law, eligible employees can take up to 12 weeks of job-protected parental leave to bond with a newborn, newly adopted, or newly placed foster child.
Whether this leave is paid or not depends on your company’s policies and if you have access to paid family leave wage replacement benefits through the state’s Paid Family Leave (PFL) program.
California Paternity Leave Rights and Eligibility
Job-Protected Leave
California is one of the few states in the United States that provides job-protected paternity leave for new fathers. Under the California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA), eligible employees are entitled to take up to 12 weeks of unpaid leave to bond with their newborn or newly adopted child.
This leave is protected, meaning that employers cannot retaliate against employees for taking time off for paternity leave.
In order to be eligible for job-protected paternity leave, an employee must work for a company with 50 or more employees within a 75-mile radius, and have worked for the company for at least 12 months.
Additionally, the employee must have worked at least 1,250 hours during the previous 12-month period. If these criteria are met, the employee can take up to 12 weeks of leave and return to their same or a comparable position upon their return.
PFL Wage Replacement Benefits
In addition to job protection, California also offers Paid Family Leave (PFL) benefits for new fathers. PFL is a state-run program that provides partial wage replacement to eligible employees who take time off to bond with a new child or care for a seriously ill family member.
Under PFL, new fathers can receive up to 8 weeks of wage replacement benefits. The benefits are calculated based on a percentage of the employee’s earnings during a specific base period. As of 2021, the maximum weekly benefit amount is $1,357.
To be eligible for PFL benefits, an employee must have earned at least $300 in a prior base period and have paid into the State Disability Insurance (SDI) program.
It’s important to note that PFL benefits are not the same as paid leave. While PFL provides wage replacement, it does not guarantee full pay during the leave period. However, it can provide much-needed financial support to new fathers during their time off.
For more information on California paternity leave rights and eligibility, you can visit the California Employment Development Department website.
How Much is Paternity Pay in California?
California is known for being a progressive state when it comes to family-friendly policies, and paternity leave is no exception. The state offers a program called Paid Family Leave (PFL), which allows new dads to take time off work to bond with their newborns while still receiving a portion of their regular pay.
Understanding how much paternity pay you can expect is crucial for planning and preparing for this important time in your life.
PFL Benefit Amounts
The amount of paternity pay you receive through the PFL program is based on a percentage of your earnings during a specific base period. Currently, eligible employees can receive up to 60-70% of their weekly wages, with a maximum weekly benefit amount of $1,357.
To calculate your specific benefit amount, you can use the online calculator provided by the California Employment Development Department (EDD).
Using Vacation or Sick Time
Some employers may allow new dads to use their accrued vacation or sick time during paternity leave. This can supplement the PFL benefits and provide additional income during the leave period. However, it’s important to note that not all employers offer this option, so it’s essential to check with your HR department or review your employee handbook to understand your company’s policies.
Coordination With Other Types of Leave
Paternity leave in California can be coordinated with other types of leave, such as the federally mandated Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Under these acts, eligible employees can take up to 12 weeks of unpaid leave for the birth or adoption of a child.
By coordinating PFL with FMLA or CFRA, new dads can extend their time off and have job protection during their absence.
It’s worth noting that while PFL provides partial wage replacement during paternity leave, it does not guarantee job protection. However, by using it in conjunction with FMLA or CFRA, new dads can ensure both financial support and job security during this important time in their lives.
Applying for Paternity Leave and PFL
When it comes to applying for paternity leave and Paid Family Leave (PFL) in California, there are a few steps that new dads need to follow. By understanding the process, dads can navigate the system smoothly and ensure they receive the benefits they are entitled to.
Notifying Your Employer
The first step in applying for paternity leave is to notify your employer of your intention to take time off. This is typically done by submitting a written request, outlining the dates you plan to be on leave and the expected duration.
It is important to check with your employer about any specific policies or procedures they may have in place for requesting leave.
Pro tip: Remember to provide your employer with sufficient notice to allow for proper planning and coverage of your responsibilities. Communication is key in ensuring a smooth transition during your absence.
Filing Your PFL Claim
Once you have notified your employer, the next step is to file your Paid Family Leave (PFL) claim with the Employment Development Department (EDD) in California. PFL provides partial wage replacement benefits for up to six weeks to bond with a new child.
When filing your PFL claim, you will need to provide certain documents and information, such as your Social Security number, the dates you plan to take leave, and documentation to support your claim. The EDD will review your claim and determine your eligibility for benefits.
Did you know? California’s PFL program allows new dads to receive up to 60-70% of their weekly wages, depending on their income level, for a maximum of six weeks. This financial support can make a significant difference in helping new fathers bond with their newborns without worrying about the financial strain.
It’s important to note that the process and requirements for applying for paternity leave and PFL may vary depending on your specific situation and employer. Therefore, it is always recommended to consult your employer’s policies and the official California EDD website (https://www.edd.ca.gov/) for the most up-to-date and accurate information.
FAQs About California Paternity Leave
Do I Get 12 Weeks of Paternity Leave Plus Maternity Leave?
While California does offer paid family leave, it is important to note that paternity leave and maternity leave are separate. Under the California Paid Family Leave (PFL) program, eligible employees can take up to 12 weeks of paid leave to bond with a new child, whether through birth, adoption, or foster care placement.
However, this is not in addition to any maternity leave that may be offered by the employer. Paternity leave and maternity leave are part of the same 12-week period, so both parents will need to coordinate their time off and share the available weeks.
Can I Take Paternity Leave at Any Time in the First Year?
California paternity leave can be taken at any time within the first year following the birth, adoption, or foster care placement of a child. However, it is important to give your employer reasonable notice before taking leave.
This allows them to plan for your absence and ensure that your responsibilities are covered while you are away. It is recommended to discuss your plans with your employer as soon as possible to make the necessary arrangements.
What if My Company Doesn’t Offer Paternity Leave?
If your company does not offer paternity leave, you may still be eligible for benefits under the California Paid Family Leave (PFL) program. This program provides partial wage replacement to employees who need to take time off to care for a new child or a seriously ill family member.
Eligible employees can receive up to 60-70% of their wages, depending on their income, for up to 12 weeks. To apply for PFL benefits, you will need to complete the necessary paperwork through the Employment Development Department (EDD) in California.
It is important to note that while paternity leave may not be mandatory for all employers, it has been shown to have numerous benefits for both fathers and children. Studies have found that fathers who take paternity leave are more likely to be involved in their child’s care, leading to positive long-term outcomes for the child’s development.
Additionally, paternity leave allows fathers to bond with their newborns and support their partners during the early stages of parenthood. So, even if your company doesn’t offer paternity leave, it is worth considering taking advantage of the California PFL program to spend valuable time with your new child.
Conclusion
Becoming a new parent is a special time, but it can also be challenging to navigate the various leave and pay options. The good news is that California has strong paternity leave and pay benefits to help support new dads.
Understanding your job-protected leave rights and how to access Paid Family Leave wage replacement can help you make the most out of this important bonding time with your new child.
