Canada (EN)
California has enacted two measures that affect employee leave protections. Beginning in 2027, employees will be able to take bereavement leave for the death of a designated person, and military-related paid family leave benefits will be available in additional circumstances.
What changed?
- Bereavement leave (effective January 1, 2027): SB 1149 expands the definition of family member to include a "designated person," defined as either an individual related by blood or someone whose relationship with the employee is equivalent to a family relationship. Employers may limit employees to one designated person within a 12-month period.
- Paid family leave (effective no later than July 1, 2028): AB 2054 broadens the definition of "covered active duty" for California paid family leave purposes, expanding eligibility for military family leave benefits to include additional deployment, training and active-duty circumstances.
Employer action steps
Employers with employees in California should consider:
- Updating bereavement leave policies, forms and employee handbooks
- Preparing to address designated-person leave requests beginning January 1, 2027
- Reviewing military leave and paid family leave communications ahead of implementation
- Training HR personnel and managers on the new requirements and effective dates
How Alight supports employers
Alight Leave Solutions specializes in state and federal leave of absence programs. Alight Leave Solutions monitors leave law developments and agency guidance and will incorporate changes where they affect the administration of leave of absence.
Disclaimer
This material is provided for general information purposes only and does not constitute legal advice. The information contained in this article reflects the legislative, statutory and/or regulatory landscape as of the date of publication. Given the evolving nature of laws, regulations and interpretive and official guidance, portions of this content may no longer be current. Readers should not rely on this content as a substitute for current compliance guidance and should consult the most up-to-date statutes, regulations and guidance, and/or seek legal advice before acting on any information referenced herein.
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