How does Pregnancy Disability Leave (PDL) work in California?

Quick answer

PDL provides up to 4 calendar months (approximately 17.33 weeks) of unpaid, job- and benefit-protected leave for California employees disabled by pregnancy, childbirth, or related medical conditions, including conditions related to lactation, miscarriage, or pregnancy termination. There are no tenure or hours-worked requirements. This amount is available per pregnancy and can be used pre- or post-natal, for physical or mental conditions. An employer cannot force a pregnant employee to take leave or transfer to a different position.

Who this applies to / Prerequisites

• Employers with 5 or more employees in California
• Employees disabled by pregnancy, childbirth, or related medical conditions — no minimum tenure or hours worked required
• Available per pregnancy, not per year

How PDL works

1. Confirm the employee is disabled by pregnancy, childbirth, or a related medical condition (including lactation-related conditions, miscarriage, or pregnancy termination) — there's no tenure or hours requirement to check.
2. PDL provides up to 4 calendar months (about 17.33 weeks) of unpaid leave with job and benefit protection, available per pregnancy.
3. Leave may be used pre-natal or post-natal, and for either physical or mental conditions related to the pregnancy.
4. Once PDL is exhausted, an eligible employee may request to use CFRA leave for the birth of the child — CFRA and PDL do not run concurrently, but CFRA can follow PDL.
5. Where applicable, PDL runs concurrently with FMLA and SDI.

What if it doesn't work

• Employer wants to require the employee to take leave or transfer roles: This isn't permitted — an employer cannot force a pregnant employee into leave or a position transfer.
• Employee wants to use CFRA during the same pregnancy-related period as PDL: CFRA and PDL do not run concurrently — CFRA can be used only after PDL is exhausted.
• Unsure if a condition qualifies: PDL covers conditions related to pregnancy, childbirth, lactation, miscarriage, and pregnancy termination — both physical and mental conditions count.
• Employee also needs accommodations, not just leave: PDL is separate from the California Fair Employment and Housing Act (FEHA) and the federal Pregnant Workers Fairness Act (PWFA), which may impose separate accommodation requirements.
• If none of these apply, contact your Leave Success Manager.

Limits and exceptions

• PDL has no tenure or hours-worked eligibility requirement, unlike CFRA and FMLA.
• The 4-month (~17.33 week) allotment is available per pregnancy, not annually.
• PDL and CFRA never run concurrently for pregnancy-related leave — CFRA can only follow PDL.
• PDL is distinct from FEHA and PWFA, which may separately require workplace accommodations for pregnant employees.

Related questions

• How long can I take PDL for pregnancy disability?
• Do I need to work a minimum amount of time before qualifying for PDL?
• Can I use CFRA and PDL at the same time?
• Can my employer make me take pregnancy leave?
• Does PDL cover mental health conditions related to pregnancy?