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September 2022: California to Expand Definition of “Designated Person” in the Family Rights Act

13 Sep


Update Applicable to: 
All employers in the state of California.

What happened?
On August 25, 2022, the California Senate passed Assembly Bill 1041 (AB 1041), which would expand who an employee may take leave to care for under the California Family Rights Act (CFRA)to include a “designated person.”

What are the details? 
Under AB 1041, a “designated person” would be any individual related by blood or whose association with the employee is equivalent to a family relationship. The employee would be able to identify the “designated person” when the employee requests leave, and the employer can limit the employee to one “designated person” per 12-month period. 

AB 1041 would also expand the term “family member” under Labor Code Section 245.5, which governs paid sick days, to include “designated person.” 

The bill was sent to Governor Newsom on August 29, 2022, and is awaiting signage.

For more information, please see the links below:

Assembly Bill 1041 (AB 1041)



What do employers need to do?
Employers should review the links above and look for news on the bill. Vensure will provide more communication once more updates have been received.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's California PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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