Paid Family Leave for Caregivers in California: What Families Should Know

Main programs and routes in California

For a broader list of payment paths, see Can I Get Paid to Be a Caregiver? and the caregiver pay quiz.

Does California have paid family leave for caregivers?

Yes. California Paid Family Leave is run by the Employment Development Department, usually called EDD.

For a family caregiver, PFL may help when all of these are true:

• You need time away from work to care for a family member with a serious health condition.
• You lose wages because of that leave.
• You are working or looking for work when the leave starts.
• You worked in California and paid into State Disability Insurance during the base period EDD uses.
• You give EDD the required claim forms and medical certification.

PFL is wage replacement. That means it replaces part of your pay for a short time. It is not a full paycheck for most workers.

PFL also does not protect your job by itself. This is a common mistake. For job protection, ask about the California Family Rights Act, called CFRA, the federal Family and Medical Leave Act, called FMLA, or another employer leave rule.

Who qualifies

For a California PFL care claim, the main question is not whether you are a “good caregiver.” The main question is whether you meet EDD’s rules.

Covered family members

California PFL care benefits may cover time off to care for a seriously ill:

• Child
• Parent
• Parent-in-law
• Grandparent
• Grandchild
• Sibling
• Spouse
• Registered domestic partner

EDD also says more than one person can be a caregiver, but you only get benefit payments for the time you are the primary caregiver.

Work and wage rules

EDD says you generally must have earned at least $300 during your base period with State Disability Insurance withheld. On many California paystubs, this shows as CASDI.

You may still apply if you are unsure. EDD says it will decide if you meet the rules.

Citizenship and immigration status do not decide PFL eligibility. EDD says they do not affect eligibility.

Serious health condition

A serious health condition can include an illness, injury, impairment, or physical or mental condition. It often involves inpatient care, being unable to do daily activities, or continuing treatment by a doctor or other allowed health professional.

The care recipient’s doctor or practitioner must certify the need for care. The doctor does not need to share a private diagnosis with your employer for CFRA or FMLA leave, but EDD still needs the medical certification for the PFL claim.

Care outside California

You may be able to use California PFL to care for a covered family member who lives outside California or outside the United States. The doctor or practitioner still must certify the need for care, and EDD must be able to check the medical license.

How much pay and how much time

California PFL can pay benefits for up to 8 weeks in a 12-month period.

EDD says the weekly benefit amount is about 70% to 90% of wages, depending on income, based on wages earned 5 to 18 months before the claim start date. EDD also sets a weekly maximum.

As of this check, EDD lists a minimum weekly benefit amount of $50 and a maximum weekly benefit amount of $1,765 per week. Do not assume that you will get the maximum. Use EDD’s calculator or wait for EDD’s written decision.

PFL can sometimes be used in blocks, part-time, or on a reduced work schedule if the claim and lost wages support it. If you will work some hours during your leave, answer the work questions carefully on the claim.

How to apply

The fastest route is usually online through myEDD and SDI Online. You can also apply by mail using the Claim for Paid Family Leave Benefits form, DE 2501F.

EDD’s instructions for care claims can be picky. For some parts, EDD may require mail even when you start the claim online. Read the confirmation page and EDD messages before you upload or mail anything.

When to file

Do not file before the first day your family leave begins. EDD says to file no later than 41 days after your family leave begins. Late filing can lead to lost benefits or a denial.

Forms you may see

• DE 2501F: Claim for Paid Family Leave Benefits.
• Part A: Your statement as the person asking for benefits.
• Part C: Statement of Care Recipient, signed by the person receiving care or their legal representative.
• Part D: Physician or Practitioner’s Certification.
• DE 1000A: Appeal form if EDD denies the claim or changes benefits and you disagree.

How it works with FMLA

California PFL and FMLA do different things.

PFL pays part of your wages. It does not protect your job by itself.

FMLA can protect your job. It is unpaid federal leave for eligible workers. FMLA can give up to 12 workweeks in a 12-month period to care for a spouse, child, or parent with a serious health condition. It can also give up to 26 workweeks in a single 12-month period for some military caregiver leave.

California also has CFRA. CFRA can protect eligible workers who need leave to care for a covered family member with a serious health condition. CFRA often covers more family relationships than FMLA.

Who may qualify for CFRA

Under California’s Civil Rights Department guidance, an employee generally needs:

• More than 12 months of service with the employer.
• At least 1,250 hours worked for that employer in the 12 months before leave starts.
• An employer with 5 or more full-time or part-time employees.

CFRA can cover care for a child, spouse, domestic partner, parent, grandparent, grandchild, or sibling with a serious health condition. Check the current CRD rules because family definitions matter.

Employer notice and certification

If the leave is foreseeable, your employer may require 30 days’ advance notice for CFRA leave. If that is not possible, tell the employer as soon as you can.

Your employer may ask for a written certification from the health-care provider that explains the need for leave and the likely length of the condition. The employer should not require the private diagnosis unless the law allows it and the patient consents.

Can PFL, CFRA, and FMLA run at the same time?

Yes, they can overlap when the facts fit. A common path is:

• You use California PFL for partial pay.
• You use CFRA or FMLA for job protection.
• Your employer tracks the leave time under its policy.

Ask your employer in writing how the leave is being counted. Ask whether your health benefits continue and whether you must pay your usual share of premiums during leave.

For more planning help, use the caregiver phone scripts and caregiver checklists.

If California does not have paid leave

California does have a broad paid family leave program. So this section is mainly for people who are not covered, are denied, are self-employed without the right coverage, or need more help than PFL can give.

If PFL does not fit, ask about these routes.

Employer leave

Ask HR for all leave options in writing. This may include CFRA, FMLA, paid sick leave, vacation, personal leave, union leave, donated leave, or a private short-term disability or family leave plan.

Medi-Cal and IHSS

Medi-Cal is California’s Medicaid program. It does not pay you just because you are related to someone who needs care. But some Medi-Cal home care programs may pay an approved provider for approved care hours.

In-Home Supportive Services, called IHSS, helps eligible aged, blind, or disabled people stay safely at home. The county assesses the person’s needs and authorizes services. After approval, the recipient may choose a provider. Providers may include family members, friends, neighbors, or people from the public authority registry.

Some family members, including some spouses or parents, may be paid under California’s IHSS-related rules when the recipient and provider meet the rules. The details depend on the case. Start with the county IHSS office.

For background, read Medicaid HCBS Waivers Explained, Medicaid Spend-Down, and Medicaid Look-Back Period.

HCBA waiver

The Home and Community-Based Alternatives waiver, called HCBA, serves some Medi-Cal members who are at risk of nursing home or institutional care. It uses a care management team, often a nurse and social worker, to help coordinate waiver and State Plan services such as IHSS and other long-term services.

HCBA is not the same as PFL. It is a Medi-Cal long-term services route. Ask the local HCBA waiver agency how to request an assessment.

MSSP

The Multipurpose Senior Services Program, called MSSP, is a Medi-Cal waiver for people age 60 or older who are disabled and may otherwise need nursing facility care. MSSP can help arrange home and community services so the person can remain at home when safe.

Area Agency on Aging, ADRC, and caregiver support

If the problem is exhaustion, adult day care, respite, meals, transportation, or local support, contact the Area Agency on Aging or Aging and Disability Resource Connection for your county. Ask for family caregiver services. Some help may be free, low-cost, or based on funding.

See Respite Care for Caregivers and the Care Cost Calculator if you need to compare paid care and unpaid family care time.

VA routes

If the person receiving care is a veteran, ask VA about caregiver support, respite, Aid and Attendance, Housebound benefits, and pension or health care routes. VA Aid and Attendance is an added monthly payment for some qualified veterans and survivors who need help with daily activities or are housebound. It is not California PFL.

Start with VA Aid and Attendance if the care recipient may qualify.

Tax help

Caregiving can affect taxes, but tax rules are case-specific. Keep receipts for medical costs, home care, mileage, supplies, and home changes. See Caregiver Tax Deductions, then ask a tax professional about your own return.

What to do if the first answer is no

Do not stop at a phone answer if the issue affects pay, your job, or home care. Ask for the reason in writing.

For EDD Paid Family Leave, if you are found not eligible, EDD says you should receive a Notice of Paid Family Leave Determination and an Appeal Form, DE 1000A. Follow the notice deadline. Include missing proof if that is the problem.

For IHSS or other county benefits, ask for a Notice of Action and hearing rights. California county benefit notices often have strict deadlines. Do not wait if services are being cut or denied.