The Golden State continues to expand paid leave laws to reflect evolving caregiving responsibilities of today’s workforce. SB 590, which Governor Newsom just signed Monday, marks a significant change for employers by broadening the definition of “family” under the Paid Family Leave (PFL) Program. Beginning July 1, 2028, it will include a designated person who is not legally or biologically related but has a family-like relationship with the employee. Here are the top three changes employers should review and the key compliance steps you should consider taking before the effective date.

1. Employees May Take Paid Family Leave to Care for a “Designated Person”

Currently, California’s PFL program provides up to eight weeks of partial wage replacement for eligible employees who take time off to care for seriously ill family members, bond with a new child, or assist with a qualifying military exigency.

SB 590 expands the definition of “family member” to now include a designated person, defined as: any care recipient related by blood or whose association with the employee is the equivalent of a family relationship.

This allows employees to receive PFL benefits to care for individuals who may not be biologically or legally related but have deep, family-like bonds with the employee.

This is a major development that aligns PFL more closely with recent changes made under AB 1041 for other types of leave.

2. Identification and Documentation Requirements

Unlike the requirements under...

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