Update Applicable to:
All California employers.
What happened?
On September 27, 2021, Governor Newsom signed the Assembly Bill 1033 (AB 1033) that will add parent-in-laws to the California Family Rights Act (CFRA) as well as modifications to the Department of Fair Employment and Housing’s (DFEH’s) mediation program.
What are the details?
Effective January 1, 2022, the law begins the requirement that employers must grant eligible employees up to 12 weeks of job-protected time off from work annually to provide care to a parents-in-law with a serious medical condition under the California Family Rights Act (CFRA).
The bill also applies modifications to the DFEH’s mediation program; When a small business employee requests an immediate right-to-sue letter based on an alleged CFRA violation, that employee must inform DFEH’s mediation program of the employee’s intent to file a civil action in court prior to filing that action.
For more information, please see the links below:
What do employers need to do?
Employers should review the bill, their current leave policies, and the changes to the DFEH program’s CFRA violation process to make any applicable adjustments to comply with the new law once if becomes effective January 1, 2022.
