How does the San Francisco Paid Parental Leave Ordinance (SF PPLO) work?

Quick answer
SF PPLO applies to employers with 20 or more employees worldwide (excluding the City of San Francisco and other government agencies) and provides eligible employees up to 8 weeks of supplemental pay on top of California PFL benefits, to bond with a new child during the first year after birth, foster placement, or adoption.

Who this applies to / Prerequisites

• Employees must have at least 180 days of tenure; work at least 8 hours per week within San Francisco; work at least 40% of their total work hours within San Francisco; and be eligible for California Paid Family Leave (PFL) benefits.
• Employers with 20 or more employees worldwide are covered — all employees count toward this threshold regardless of location, classification, or work status (seasonal, permanent, temporary, full-time, part-time, or contracted). The City of San Francisco and other government agencies are not covered employers.

Steps

1. Notify your employer(s) that you will become, or have become, a parent.
2. Your employer will provide the San Francisco Paid Parental Leave Form. Forms and resources are also available on sf.gov.
3. Apply for PFL benefits through California's Employment Development Department (EDD). You'll receive a Notice of Computation from the EDD once processed.
4. Complete the San Francisco Paid Parental Leave Form for each applicable employer.
5. Submit the completed form and your EDD Notice of Computation to your employer(s). Some employers may also request the EDD's Notice of Payment to confirm you're receiving PFL payments — provide this if requested. Tilt will remind you to apply for both PFL and SF PPLO, and will add these leaves to your leave map if applicable.

What if it doesn't work

• I work for more than one covered employer: Submit the form to each employer; top-up pay will be divided among them based on the percentage of your total gross weekly wages from each.
• My employer asked for a Notice of Payment: Provide this if requested, to confirm your PFL payments are active.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• The only qualifying reason for SF PPLO is bonding with a minor child within the first year after birth, foster placement, or adoption — no other reasons qualify.
• SF PPLO provides up to 8 weeks of supplemental compensation. If California PFL is amended to provide more leave time, SF PPLO will automatically extend to match.
• Leave can be used continuously or intermittently.
• Payment depends on the employee's normal weekly wages and PFL benefit amount; employers provide top-up pay for the difference, up to a cap. In 2026, the cap is $2,522/week. Employees cannot receive more than 100% of their normal weekly wages during SF PPLO leave.
• PFL payments come from the state of California; the top-up payment comes directly from the employer.
• There is no waiting period for SF PPLO benefits.
• SF PPLO runs concurrently with FMLA and CFRA when applicable, and always runs concurrently with PFL.

Related questions

• How does SF PPLO interact with vacation, sick time, or PTO?
• How does California Paid Family Leave (PFL) work?