Solo and Small Firm

The Practitioner VOLUME 30, ISSUE 1, SPRING 2024


Cynthia Elkins*

Every year employers are confronted with a multitude of new laws and regulations and 2024 is no different. These new laws, along with most other employment related statutes, apply primarily to employers with five or more employees who are covered by the Fair Employment and Housing Act (FEHA).1 Pursuant to FEHA, covered employer must provide employees with unpaid protected time off for, among other reasons, to care for their own serious health condition or a family member (as defined) with a serious health condition, or to bond with a new child pursuant to the California Family Rights Act (CFRA).2

In addition, covered employers must provide employees disabled by pregnancy, childbirth, or a related medical condition with unpaid, job-protected leave (PDL) and/or accommodations.3 And as of 2023, California law requires covered employers to provide eligible employees with up to five days of unpaid bereavement leave upon the death of certain family members.4 Now, covered employers are required to provide job protected leave to employees who have suffered a "reproductive loss" as defined.


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