California’s Paid Family Leave (PFL) program, which is administered by the Employment Development Department (EDD) provides eligible employees with up to 8 weeks of wage replacement benefits when an employee is off work for certain qualifying reasons.

Businesses with employees using PFL may have increased costs such as cross-training existing staff and hiring and training new and/or temporary employees to cover for employees on leave. This may be particularly true for small employers. To assist with these issues, the California Employment Training Panel and California Labor and Workforce Development Agency funded a grant program for small employers.

Small businesses in California with 1 to 100 employees who have at least one employee utilizing PFL on or after June 1, 2022, may be eligible. Also, to be eligible for the grant, businesses must:

  • Be registered to do business in the State of California
  • Be in an active status with the California Secretary of State’s Office
  • Have an active California Employer Account Number under which employees are listed for payroll.

Small businesses using a Professional Employer Organization (PEO) for payroll services are not eligible for the grant.

Employers interested in applying for the grant can apply through the grant website: Californiapfl.com.

If you have questions about California’s Paid Family Leave program or related issues, contact a Jackson Lewis attorney to discuss.

Tags: grant, Paid Family Leave, Small business
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Photo of Susan E. Groff Susan E. Groff

Susan E. Groff is a Principal in the Los Angeles, California, office of Jackson Lewis P.C. She advises and counsels management on various employment related issues and is Co-Leader of the California Advice and Counsel Resource Group.

Ms. Groff advises employers on complying…

Susan E. Groff is a Principal in the Los Angeles, California, office of Jackson Lewis P.C. She advises and counsels management on various employment related issues and is Co-Leader of the California Advice and Counsel Resource Group.

Ms. Groff advises employers on complying with federal and California requirements for disability accommodation and protected leaves of absence.

She also counsels employers on a host of other employment issues, including wage and hour laws, harassment and discrimination complaints, workplace investigations, reductions in force, and discipline and termination questions. Ms. Groff further conducts training and seminars on employment related issues, including sexual harassment prevention training.

Furthermore, Ms. Groff has extensive experience exclusively representing employers in labor and employment disputes. She has defended employers in employment litigation, including actions involving sexual harassment, discrimination on the basis of sex, age, race, religion, and disability, wrongful termination, and wage and hour matters, including class actions. Ms. Groff has litigated matters from inception through the appellate stage before California state and federal courts and represents employers in proceedings before state and federal administrative agencies and tribunals.

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