California Pregnancy Disability Leave (PDL)

Employers with 5 or more employees must provide up to four months of leave for an employee who is disabled by pregnancy, childbirth, or a related medical condition. There is no minimum length of service required to qualify.

Beyond leave, employers must reasonably accommodate pregnancy-related conditions (for example, modified duties) and allow a transfer to a less strenuous or hazardous position when medically advisable.

PDL covers the period the employee is actually disabled. Afterward, an eligible employee may take CFRA bonding leave (up to 12 weeks) — these do not overlap, so the combined time can exceed four months. PDL is also not the same as the federal FMLA, which can run concurrently with PDL.

• Maintain group health coverage during PDL on the same terms as if working;
• Wage replacement may come through State Disability Insurance and Paid Family Leave (EDD) — though those are benefits, not job protection;
• Reinstate the employee to the same or a comparable position.