Canada (EN)
San Francisco has amended its Paid Parental Leave Ordinance (SF PPLO) to shorten the amount of time employees must work before becoming eligible for employer-paid supplemental compensation during bonding leave. The change reduces the required employment period from 180 days to 90 days and will be phased in based on employer size.
Summary of key updates
- Eligibility threshold reduced: The SF PPLO lowers the minimum employment requirement from 180 days to 90 days for employees seeking employer-paid supplemental compensation during covered bonding leave.
- Applies to covered employers: The ordinance continues to apply to employers that regularly employ 20 or more employees worldwide, regardless of where those employees work.
- Phased implementation:
- Employers with 100 or more employees: the 90-day requirement takes effect January 1, 2027.
- Employers with 20 to 99 employees: the 90-day requirement takes effect January 1, 2028.
- No change to other eligibility requirements: All other SF PPLO eligibility criteria remain unchanged.
- Wage supplementation requirement remains: The SF PPLO continues to require covered employers to supplement California Paid Family Leave (CA PFL) bonding benefits so employees receive compensation up to the ordinance’s maximum combined benefit limit.
- No separate leave entitlement: The ordinance does not create additional job-protected leave. It only requires supplemental compensation for eligible employees receiving CA PFL bonding benefits.
Employer action steps
Employers with employees working in San Francisco should consider:
- Updating parental leave policies, forms and employee communications to reflect the revised eligibility requirement.
- Training HR personnel and managers on the reduced tenure threshold and phased implementation schedule.
- Reviewing procedures for coordinating CA PFL benefits with required SF PPLO supplemental compensation.
- Monitoring guidance from the San Francisco Office of Labor Standards Enforcement (OLSE) for updated notices, forms, posters and compliance guidance.
How Alight supports employers
Alight Leave Solutions specializes in state and federal leave of absence programs. Alight Leave Solutions monitors state leave developments and state agency guidance and will incorporate changes where they affect the administration of leave of absence.
Leave administration
Alight increases your HR team’s productivity and gives them more time to focus on employees.
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.
