Menu Close

Several weeks ago, the Office of Administrative Law (OAL) approved the Fair Employment and Housing Council’s (FEHC) changes to the Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability notice (now called Family Care and Medical Leave and Pregnancy Disability Leave), adding information about the New Parent Leave Act (NPLA).

The changes are now specified in Title 2, California Code of Regulations starting at section 11087.

California employers covered by the California Family Rights Act (CFRA) and the NPLA are required to post this new revised notice starting April 1, 2019.

The California Chamber of Commerce summary says that the NPLA is a narrowly tailored California leave law that took effect last year. Both the CFRA and NPLA provide 12 weeks of unpaid, job-protected leave to bond with a newborn or a child placed with the employee for adoption or foster care.

The CFRA applies to employers who have 50 or more employees and the NPLA applies to employers who have less than 50 employees but have at least 20 employees.

While the CFRA provides additional medical leave, the NPLA does not and is limited to baby bonding leave.

Effective April 1, 2019, employers with 20 to 49 employees will need to post the Family Care and Medical Leave and Pregnancy Disability Leave notice in their workplace, and employers with 50 or more employees will need to replace their existing notice with the new version.

The CalChamber all-in-one California and Federal Labor Law poster (available at calchamberstore.com) includes the 18 state and federal employment notices every California employer must post, including the Family Care and Medical Leave and Pregnancy Disability Leave notice.