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Which California leave laws does Tilt manage or support?

Tilt's support for California-specific leave laws

Quick answer

Tilt fully manages five California leave laws with standard steps and communications: CFRA, Pregnancy Disability Leave (PDL), State Disability Insurance (SDI), Paid Family Leave (PFL), and the San Francisco Paid Parental Leave Ordinance (PPLO). Tilt also supports roughly 17 additional California leave laws (like bereavement, jury duty, and organ donation leave) on a more customized, case-by-case basis during implementation — some employers prefer to handle these in-house instead. California paid sick and safe time laws are generally not supported by Tilt at all, since they function more like PTO than a leave.

Who this applies to / Prerequisites

  • Employers and employees covered by California state leave laws
  • Applies to private employers; public/state employers may have additional or different requirements

How Tilt's California leave support is organized

  1. Fully managed laws: CFRA, PDL, SDI, PFL, and SF PPLO each have standard Tilt processes, steps, and communications. See the dedicated article for each law for full eligibility, duration, and process details.
  2. Supported laws: Tilt supports around 17 additional California leave laws less frequently, customizing steps during implementation as needed. Some employers choose to handle these in-house instead of initiating Tilt's leave process, particularly for sensitive situations. See the California supported leave laws reference article for the full list.
  3. Not supported: California's Healthy Workplaces, Healthy Families Act (paid sick/safe time) and related city ordinances are generally not supported by Tilt, since these function more like PTO with accrual and carryover, and most employers manage them through existing time and attendance systems.

What if it doesn't work

  • Not sure which category a specific California leave law falls into: Check the dedicated article for the five fully managed laws first; if it's not one of those, check the supported laws reference article.
  • Need a supported law customized for your organization: Reach out to your Tilt contact to discuss implementation options.
  • Employee requesting paid sick/safe time: This is generally handled through your existing time and attendance system, not through Tilt's leave process.
  • If none of these apply, contact your Tilt contact or Leave Success Manager.

Limits and exceptions

  • This article covers private employer requirements. Public/state employers may have additional or different obligations.
  • Paid sick and safe time laws (state and local) are not covered by Tilt's leave management process.
  • Whether a supported law is initiated through Tilt or handled in-house is an employer choice, not a fixed rule.

Related questions

  • Does Tilt manage CFRA and PDL?
  • What California leave laws does Tilt not support?
  • Does Tilt handle California paid sick leave?
  • How is CFRA different from PDL?
  • Who do I contact to customize a supported leave law for my company?