In 2025, California continues to lead the nation in providing comprehensive California Leave Laws and public holidays that prioritize the well-being of its workforce. With a wide array of mandated leave options, including Paid Time Off (PTO), sick leave, and family leave, California employees are well-supported in balancing their work and personal lives. Understanding these California Leave Laws is crucial for both employers and employees to ensure compliance and to take full advantage of the benefits available. The Day Off app can be a valuable tool in managing and tracking these leave entitlements. Additionally, California’s public holidays offer opportunities for rest and reflection, further enhancing the state’s commitment to a healthy work-life balance. This article will delve into the specifics of California Leave Laws and holidays for 2025, providing essential insights for navigating the year’s requirements and benefits.
Paid Time Off (PTO) in California
Leave Quota
California leave laws does not mandate a specific amount of PTO that employers must provide. However, employers that offer PTO must adhere to state regulations, ensuring that the policy is fair and transparent. Employers may choose to offer PTO in a lump sum at the start of the year (front-loading) or allow employees to accrue PTO over time, often tied to the number of hours worked.
Rückstellung
When it comes to accruing PTO, California law allows employers flexibility in setting accrual rates, but they must ensure that the accrual method is reasonable. Typically, employers tie accrual to the number of hours worked, such as one hour of PTO earned for every 40 hours worked. Accrual can be capped, but the cap must allow employees to earn and use a reasonable amount of PTO. For instance, a common cap is 1.5 to 2 times the annual accrual rate.
Rollover
California leave laws does not require employers to provide a rollover of unused PTO from one year to the next. However, if an employer has a “use-it-or-lose-it” policy, they must still comply with state regulations that prohibit the forfeiture of earned vacation time. As a result, many employers implement a rollover policy or pay out unused PTO at the end of the year. Alternatively, employers may cap accruals to prevent excessive rollover while still complying with the law.
Payment of Accrued, Unused Vacation on Termination
One of the key aspects of California’s PTO regulations is the requirement that employers pay out any accrued, unused vacation time upon an employee’s termination. This applies regardless of whether the termination was voluntary or involuntary. The payout must be at the employee’s final rate of pay and included in the final paycheck. This ensures that employees receive the full value of their earned PTO, even if they leave the company.
Sick Leave in California
Federal Laws – Leave Quota
At the federal level, the primary law governing sick leave is the Family and Medical Leave Act (FMLA). Under FMLA, eligible employees are entitled to up to 12 weeks of unpaid leave per year for serious health conditions, including their own or that of a close family member. FMLA does not mandate paid sick leave, but it does protect employees’ jobs and ensures that they can maintain health benefits during their leave. Employers are required to restore the employee to their original or an equivalent position upon their return.
However, FMLA does not provide specific leave quotas for short-term or routine sick leave, leaving it up to employers or state laws to determine such entitlements.
State Laws – Leave Quota
California leave laws are more robust compared to federal regulations, offering mandatory paid sick leave to employees across the state. Under the California Healthy Workplaces, Healthy Families Act of 2014, employers must provide at least 24 hours (or three days) of paid sick leave per year to eligible employees. Employees begin accruing sick leave on their first day of employment, at a rate of one hour of sick leave for every 30 hours worked. Employers can choose to provide the leave upfront or allow it to accrue over time.
The state law also includes provisions that allow employees to carry over unused sick leave to the following year, although the amount can be capped at 48 hours (or six days). This ensures that employees have access to paid sick leave when they need it most, without fear of losing their jobs or income.
Paid Sick Leave Usage
In California leave laws, paid sick leave can be used for a variety of health-related needs. Employees can take time off for their own illness or injury, as well as to care for a sick family member. California’s definition of a family member is broad, including children, parents, spouses, registered domestic partners, grandparents, grandchildren, and siblings. Additionally, employees can use paid sick leave for medical appointments or for purposes related to domestic violence, sexual assault, or stalking, such as seeking medical attention, psychological counseling, or legal services.
Accrual Cap
While California law mandates that employers allow employees to accrue paid sick leave at a rate of at least one hour for every 30 hours worked, employers can impose an accrual cap. In 2025, this cap is generally set at 48 hours or six days of paid sick leave. Once the cap is reached, employers can temporarily stop the accrual of additional sick leave until some of the accrued time is used. This cap helps employers manage the amount of leave they are required to offer while ensuring employees still have access to a reasonable amount of sick leave.
Carryover Rules
California leave laws also includes provisions for the carryover of unused sick leave. Employees are allowed to carry over their unused sick leave into the next year, with a cap of 48 hours or six days. This carryover ensures that employees have access to sick leave even if they don’t use all of their allotted days in a single year. However, employers may implement a policy to limit the amount of sick leave that can be carried over, as long as it complies with the state’s minimum requirements.
Using Sick Days as PTO
While paid sick leave is specifically designated for health-related purposes, some employers may allow or require employees to use their sick days as general Paid Time Off (PTO). However, this practice must align with California’s regulations, which require that employees have sufficient leave available for illness or health needs. Employers considering this approach must ensure that they do not violate state laws that mandate a minimum amount of paid sick leave for health-related uses.
Sick Leave Information and Documentation
Employers in California are required to provide employees with information about their sick leave rights, including how much sick leave they have accrued and how it can be used. This information is often provided on pay stubs or through a written notice. Additionally, while employers can require employees to provide reasonable documentation for sick leave usage (such as a doctor’s note), they cannot require it for leaves of three days or less. The requirement for documentation must also not be so onerous as to prevent employees from using their sick leave.
Some Cities in California Offer More Paid Sick Leave
Certain California cities have paid sick leave requirements that provide additional employee benefits. These cities are Berkeley, Emeryville, Los Angeles, Oakland, San Diego, San Francisco, Santa Monica, and Sonoma County. Employers must follow the rule that is more generous to employees; they offer paid sick leave in accordance with the local ordinance when its provisions are more higher than those of California law.
State Disability Insurance (SDI) in California
California’s State Disability Insurance (SDI) program remains a crucial safety net for workers in 2025, providing partial wage replacement to employees who are unable to work due to a non-work-related illness, injury, or pregnancy. Administered by the California Employment Development Department (EDD), SDI ensures that employees have financial support during periods of temporary disability.
Eligibility for SDI
To qualify for SDI benefits in 2025, employees must meet certain eligibility criteria:
Contributions: Employees must have contributed to the SDI program through payroll deductions, which are automatically taken from their wages. These contributions are reflected on pay stubs as “CASDI.”
Disability Definition: The employee must be unable to perform their regular or customary work for at least eight consecutive days due to a non-work-related illness, injury, or pregnancy. The disability must be certified by a healthcare provider.
Wage Requirements: Employees must have earned a minimum amount in wages during a specific base period, which is typically defined as the 12-month period before the disability claim is filed.
Filing a Claim: Employees must file a disability claim with the EDD within 49 days of becoming disabled, although late filing may be allowed under certain circumstances.
Benefits and Duration
SDI provides eligible employees with a weekly benefit amount that is approximately 60-70% of their regular wages, depending on their income level. The benefit amount is calculated based on the highest-earning quarter of the base period. In 2025, the maximum weekly benefit amount has increased to accommodate the rising cost of living in California.
The duration of SDI benefits can extend up to 52 weeks, depending on the severity and duration of the disability. However, the actual length of benefits depends on the healthcare provider’s certification and the nature of the disability.
Interaction with Other Benefits
Employees receiving SDI may also be eligible for other benefits, such as Paid Family Leave (PFL), which provides additional wage replacement for employees who need time off to care for a seriously ill family member or to bond with a new child. It’s important to note that while SDI covers an employee’s own disability, PFL is specifically for family-related caregiving or bonding.
Additionally, SDI benefits do not affect an employee’s right to job-protected leave under federal or state laws, such as the Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA). Employees can take these leaves concurrently with SDI to ensure both income replacement and job protection.
Changes and Updates for 2025
In 2025, California leave laws has made several updates to the SDI program to enhance its accessibility and effectiveness. These include:
Improved Online Services: The EDD has enhanced its online platform, making it easier for employees to file claims, check the status of their benefits, and access important information.
Awareness Campaigns: The state has launched awareness campaigns to educate employees about their rights under the SDI program, particularly targeting underserved communities that may be less familiar with the benefits available to them.
Adjustments to Contribution Rates: The contribution rates for SDI may have been adjusted to ensure the program’s long-term sustainability, reflecting the economic conditions and needs of the workforce.
Maternity, Paternity, and FMLA in California
Federal Law
the Family and Medical Leave Act (FMLA) plays a crucial role in providing job-protected leave for eligible employees in California. FMLA allows eligible employees to take up to 12 weeks of unpaid leave within a 12-month period for specific family and medical reasons, including the birth of a child, the adoption or foster care placement of a child, or to care for a newborn child within one year of birth. Both mothers and fathers are eligible for FMLA leave, which ensures that they can take time off from work to care for and bond with their new child without fear of losing their jobs.
To be eligible for FMLA leave, an employee must have worked for their employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and work at a location where the employer has 50 or more employees within 75 miles. During FMLA leave, employers are required to maintain the employee’s group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Additional State Laws
California leave laws offers additional protections and benefits to employees through state-specific laws. California’s Paid Family Leave (PFL) program provides eligible employees with partial wage replacement benefits for up to eight weeks when taking time off to bond with a new child, whether by birth, adoption, or foster care. Unlike FMLA, which is unpaid, PFL ensures that employees receive a portion of their wages while on leave.
The California Family Rights Act (CFRA) expands upon FMLA by allowing eligible employees to take up to 12 weeks of job-protected leave for similar family and medical reasons. The CFRA covers a broader range of family members than FMLA and applies to employers with five or more employees, making it accessible to more workers. Additionally, under CFRA, employees can take leave to bond with a new child within one year of birth, adoption, or foster care placement, just like FMLA, but with a broader scope and applicability.
Unpaid Maternity Leave in California
Pregnancy Disability Leave
California’s Pregnancy Disability Leave (PDL) offers significant protection for employees who are unable to work due to pregnancy, childbirth, or a related medical condition. In 2025, this state law allows eligible employees to take up to four months (17.3 weeks) of job-protected leave. PDL can be taken intermittently or on a reduced work schedule, depending on the employee’s medical needs, as determined by their healthcare provider.
PDL covers a wide range of conditions associated with pregnancy, including severe morning sickness, prenatal care, postnatal recovery, and other pregnancy-related disabilities. Importantly, PDL is available to employees regardless of how long they have been employed or the number of hours worked. This means that any employee who works for an employer with five or more employees is eligible for PDL.
During PDL, the employer is required to maintain the employee’s health insurance benefits under the same conditions as if they were still working. While PDL is unpaid, employees may use accrued paid time off, such as sick leave or vacation, to receive income during their leave. Additionally, some employees may be eligible for wage replacement benefits through California’s State Disability Insurance (SDI) program.
Family and Bonding Time Leave
Following the period of Pregnancy Disability Leave, employees in California are entitled to additional job-protected leave to bond with their new child under the California Family Rights Act (CFRA). CFRA allows eligible employees to take up to 12 weeks of unpaid leave for family bonding within the first year of a child’s birth, adoption, or foster care placement. This leave is available to both mothers and fathers, ensuring that both parents have the opportunity to bond with their child.
CFRA applies to employers with five or more employees, and to be eligible, employees must have worked for their employer for at least 12 months and have logged at least 1,250 hours in the preceding year. During CFRA leave, employers are required to maintain the employee’s group health insurance coverage on the same terms as if the employee were actively working.
It is important to note that CFRA leave is separate from PDL. Therefore, an employee could take up to four months of PDL followed by up to 12 weeks of CFRA leave, allowing for an extended period of time off to both recover from childbirth and bond with their newborn.
Paid Maternity Leave in California
paid maternity leave in 2025 is primarily facilitated through a combination of state programs that provide wage replacement benefits to eligible employees during their time off for pregnancy, childbirth, and bonding with a new child. Unlike unpaid leave, which provides job protection without compensation, paid maternity leave ensures that employees receive a portion of their income while they are on leave.
California State Disability Insurance (SDI)
During pregnancy and childbirth, many employees in California can receive paid maternity leave benefits through the State Disability Insurance (SDI) program. SDI provides partial wage replacement to eligible workers who are unable to perform their regular work due to pregnancy-related disability. This includes the time before childbirth, as well as recovery time after delivery.
Typically, employees can receive SDI benefits for up to four weeks before their due date and six to eight weeks after childbirth, depending on whether the delivery was vaginal or by cesarean section. The exact duration of benefits depends on the individual’s medical condition and their healthcare provider’s certification.
SDI benefits are calculated as a percentage of the employee’s earnings during a base period, with eligible employees receiving approximately 60% to 70% of their regular wages, up to a weekly maximum amount set by the state. The exact benefit amount depends on the employee’s income and the SDI contribution history.
Paid Family Leave (PFL)
Following the period covered by SDI, new parents in California can access additional paid maternity leave benefits through the Paid Family Leave (PFL) program. PFL provides up to eight weeks of partial wage replacement for eligible employees who need time off to bond with a new child within the first year of birth, adoption, or foster care placement.
Like SDI, PFL benefits are calculated based on a percentage of the employee’s earnings, and they offer the same rate of 60% to 70% of wages, up to the state’s maximum weekly benefit amount. PFL benefits are available to both mothers and fathers, making it a key component of California’s support for working families.
Coordination of SDI and PFL
In California leave laws, paid maternity leave is typically a combination of SDI and PFL benefits. An employee may begin receiving SDI benefits before and after childbirth, and then transition to PFL for additional bonding time with their newborn. This coordinated approach allows for a more extended period of paid leave, supporting both the physical recovery of the mother and the critical bonding time with the child.
For example, an eligible employee might receive SDI benefits for up to four weeks before the due date and six to eight weeks after childbirth, followed by up to eight weeks of PFL benefits for bonding. This can provide a total of up to 16 to 20 weeks of partial wage replacement during maternity leave.
Employer-Provided Paid Maternity Leave
In addition to state-provided benefits, some employers in California offer their own paid maternity leave policies, which may provide full or partial pay for a certain period of time. These employer-provided benefits can be used in conjunction with or in addition to SDI and PFL, depending on the employer’s policy. Employees should check with their employer’s HR department to understand what specific maternity leave benefits are available.
Bereavement Leave in California
California leave laws continues to recognize the importance of supporting employees during times of personal loss by offering Bereavement Leave. Under state law, eligible employees are entitled to take up to five days of unpaid leave following the death of a close family member, such as a spouse, child, parent, sibling, grandparent, or domestic partner. This leave allows employees to attend funeral services, handle related legal matters, and grieve without the added stress of work obligations. While Bereavement Leave in California is unpaid, some employers may offer paid leave as part of their company policy, or employees may use accrued paid time off, such as vacation or sick leave, to cover the period. The law ensures that employees can take this necessary time without fear of losing their jobs, reflecting California’s commitment to supporting workers during challenging times.
Jury Duty Leave in California
Jury Duty Leave is a protected right for employees, ensuring that they can fulfill their civic responsibilities without jeopardizing their employment. Under California law, all employers are required to provide unpaid leave to employees who are summoned for jury duty. While the law mandates that this leave be unpaid, many employers choose to offer paid leave for the duration of jury service as part of their benefits package. Additionally, employees cannot be fired, disciplined, or otherwise penalized for taking time off to serve on a jury. Employees are generally required to provide their employers with reasonable notice upon receiving a jury summons. This legal protection reinforces the importance of civic duty in California, allowing employees to participate in the judicial process with peace of mind, knowing that their jobs are secure during their time of service.
Military Leave in California
Federal Law
Under federal law, military leave for employees in California is primarily governed by the Uniformed Services Employment and Reemployment Rights Act (USERRA). USERRA provides protections for employees who serve in the uniformed services, ensuring they can take time off from their civilian jobs to perform military duties without fear of losing their employment. This law applies to all employers, regardless of size, and covers various types of military service, including active duty, reserve duty, and National Guard service. Under USERRA, employees are entitled to be reinstated to their previous position or a comparable one upon their return, with the same seniority, status, and pay, as if they had never left for military service. Additionally, USERRA prohibits discrimination based on military service and ensures that employees on military leave continue to receive certain benefits, such as health insurance coverage, for up to 24 months.
State Law
California law provides additional rights and benefits to employees who take military leave. The California Military and Veterans Code grants employees of the state or any public entity up to 30 days of paid military leave per year for active military duty, including training. This paid leave is available to public employees who have been employed for at least one year, ensuring that they receive their full salary during their initial period of military service. For private-sector employees, while military leave is generally unpaid, California law ensures that they receive the same job protections as under USERRA. Moreover, California’s Fair Employment and Housing Act (FEHA) extends anti-discrimination protections to service members, prohibiting employers from discriminating against employees based on their military status or obligations. The state also offers additional protections for National Guard members called to active state duty, ensuring that they are entitled to similar job protections and benefits as those serving under federal orders.
Voting Leave in California
Voting Leave is a legally protected right that ensures employees can participate in elections without facing penalties at work. California law mandates that employers must provide up to two hours of paid time off for voting if an employee does not have sufficient time to vote outside of working hours. This leave is intended to allow employees to vote at the beginning or end of their shift, depending on what works best for both the employee and employer. Employees are required to give notice to their employer at least two working days in advance if they need to take time off to vote. By guaranteeing Voting Leave, California emphasizes the importance of civic participation, ensuring that all eligible voters have the opportunity to cast their ballots without workplace conflicts.
California State Holidays in 2025
California observes a range of state holidays that give residents time off to celebrate important events and traditions.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Lincoln’s Birthday
Presidents’ Day
César Chávez Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Date
January 1, 2025 (Wednesday)
January 20, 2025 (Monday)
February 12, 2025 (Wednesday)
February 17, 2025 (Monday)
March 31, 2025 (Monday)
May 26, 2025 (Monday)
July 4, 2025 (Friday)
September 1, 2025 (Monday)
October 13, 2025 (Monday)
November 11, 2025 (Tuesday)
November 28, 2025 (Thursday)
November 29, 2025 (Friday)
December 25, 2025 (Thursday)