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September 2022: California to Provide Bereavement Leave Under the Family Rights Act 

13 Sep


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

What happened?
On August 30, 2022, the California Senate voted to approve Assembly Bill 1949 (AB 1949), which amends the California Family Rights Act (“CFRA”) by providing bereavement leave to employees.

What are the details? 
Currently awaiting to be sent to the governor for his signature, AB 1949 would grant employees up to five days of bereavement leave under the CFRA. The bill would permit employees to take the leave if they have been employed for at least 30 days before the leave, and the leave is for the death of a spouse or a child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.  

The leave is unpaid, but the employee must be permitted to use vacation, personal leave, accrued and available sick leave, or compensatory time off that is otherwise available.  

The bill would allow the employer to require documentation of the death of the family member, which can be in the form of a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency. The bill would prohibit retaliation for requesting bereavement leave.

For more information, please see the links below:

Assembly Bill 1949 (AB 1949)


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?

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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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