In the spirit of the season, we are using our annual "12 Days of California Labor and Employment" blog series to address new California laws and their impact on employers. On the eleventh day of the holidays, my labor and employment attorney gave to me eleven pipers piping and AB 2123.

Paid Family Leave

Paid Family Leave (PFL) provides benefit payments to people who need to take time off work to:

• Care for a critically ill family member;
• Bond with a new child (within one year of birth or replacement); or
• Participate in a qualifying event because of a family member's military deployment.

An individual can receive benefit payments for up to eight weeks if eligible. The weekly payment amount is determined by the individual's income.

Existing California law authorizes an employer to require an employee to take up to two weeks of earned but unused vacation before and as a condition of the employee's initial receipt of these benefits during any 12-month period in which the employee is eligible for these benefits.

AB 2123

With the enactment of AB 2123, California employers will no longer be able to require employees to take up to two weeks of earned but unused vacation time before they can access PFL. As of January 1, 2025, employees will have immediate access to PFL without using any accrued vacation at the start of 2025.

Employees will still have the option to use earned but unused vacation time after using any PFL. Alternatively, employees could also utilize accrued vacation...

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