California’s New Parent Leave Act (SB 63)

Starting January 1, 2018, the New Parent Leave Act (also known as “SB 63”) provides eligible employees with up to 12 weeks of job-protected parental leave to bond with a new child.

    Am I eligible?

    Employees are eligible for parental leave under the New Parent Leave Act if they : (1) have w

    How much leave can I take?

    An eligible employee may take up to

    Will my health insurance continue?

    An employer must maintain and pay for coverage under a group health plan for an eligible employee who takes parental leave under the New Parent Leave Act at the same level and under the same conditions that coverage would have been provided if the employee had continued to work. Note: An employer may recover the premium that the employer paid for maintaining coverage for the employee under the group health plan during his or her leave if: (1) the employee fails to return to work after the period of job-protected leave ends; and (2) the failure of the employee to return from leave is for a reason other than the continuation, recurrence, or onset of a serious health condition or other circumstances beyond the control of the employee.

    Can I get paid?

    Employees may use accrued vacation pay, paid sick time, other accrued paid time off, or other paid or unpaid time off negotiated with the employer, during their parental leave. Employees who pay into State Disability (SDI) may apply for partial wage replacement during New Parent Leave Act bonding leave through California’s Paid Family Leave program (PFL). Visit:

    Can my employer retaliate against me?

    It is unlawful for an employer to interfere with or deny an employee’s right to leave or to retaliate or discriminate against an employee for exercising rights under the New Parent Leave Act.