Skip to content
English
Contact us
  • There are no suggestions because the search field is empty.

How does California Paid Family Leave (PFL) work?

Here's how California PFL has you covered

 

Quick answer
California PFL provides up to 8 weeks of partial wage replacement per year for employees who can't work because they're caring for a seriously ill family member, bonding with a new child, or handling a qualifying event related to a family member's military deployment. Eligibility requires a California-based job and at least $300 earned during the base period (shown as "CASDI" on paystubs). PFL does not provide job or benefit protection, has no waiting period, and pays up to $1,765/week maximum for 2026.

Who this applies to / Prerequisites

  • Employees with a job based in California who have earned at least $300 during the base period
  • Applies to almost all employers, with limited exceptions
  • Employee applies for benefits directly through the state of California

How PFL works

  1. Confirm the employee has a California-based job and has earned at least $300 in the base period.
  2. The employee applies for PFL benefits directly through the state of California — PFL is funded entirely through mandatory employee payroll contributions.
  3. There is no waiting period for PFL, unlike SDI's 7-day wait.
  4. PFL provides up to 8 weeks of partial wage replacement per year, for caregiving, bonding with a new child, or a qualifying military deployment-related event.
  5. PFL can be used intermittently if needed.
  6. Where applicable, PFL runs concurrently with CFRA and FMLA for caregiving leaves, and with CFRA, FMLA, and SF PPLO for bonding leaves.

What if it doesn't work

  • Employee expects job protection from PFL: PFL does not provide job or benefit protection on its own — that comes from CFRA or FMLA running concurrently, where applicable.
  • Employee is bonding with a new child in San Francisco: They may also be eligible for supplemental compensation through SF PPLO on top of PFL — see the SF PPLO article.
  • Employee hasn't met the $300 base period earnings threshold: They are not eligible for PFL.
  • If none of these apply, direct the employee to apply through the state of California, or contact your Leave Success Manager.

Limits and exceptions

  • PFL does not provide job or benefit protection — only wage replacement.
  • PFL is capped at 8 weeks per year, unlike SDI's per-claim structure.
  • There is no waiting period for PFL.
  • The maximum weekly benefit for 2026 is $1,765; subject to annual change.
  • PFL is funded entirely by mandatory employee payroll contributions, not by the employer.
  • Employees must apply for PFL directly through the state — Tilt does not submit this application on the employee's behalf.

Related questions

  • How long can I receive PFL benefits?
  • Does PFL protect my job while I'm out?
  • Is there a waiting period for PFL?
  • Can I get PFL and SF PPLO at the same time?
  • How much does PFL pay in 2026?
  • Does PFL run concurrently with FMLA or CFRA?