Leaves of Absence and Accommodations


By Jennifer Jacobus, PHRca, SDEA CEO

In the dynamic landscape of business operations, understanding and adhering to state-specific employment laws is paramount. For California-based businesses, in particular, a comprehensive grasp of leave of absence laws and the importance of accommodations is crucial. This knowledge not only ensures legal compliance but also fosters a supportive and inclusive workplace environment.

One of the key aspects of California’s leave of absence laws is the provision for protected leaves, such as those covered by the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA) and California’s Pregnancy disability Leave (PDL). These acts allow eligible employees to take job-protected leave for qualifying medical or family reasons. Understanding the nuances of these laws is essential to prevent inadvertent non-compliance and to foster a workplace culture that values the well-being of its employees.

Additionally, businesses should be aware of the importance of providing reasonable accommodations for employees with disabilities. The Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA) mandate that employers make reasonable accommodations for qualified individuals with disabilities, ensuring they can perform essential job functions. Accommodations may include modified work schedules, accessible workspaces, or assistive technologies.

SDEA is always HeRe to help walk you through the legal minefield of leaves and accommodations.  Part of that is training.  Join us March 14th, 11:30 to 12:30 for an overview on leave of absence and accommodation compliance.  This training is Free for SDEA Members. Register here.

Remember, a well-informed and proactive approach to employment laws is not just a legal necessity but also a strategic investment in the success and sustainability of your business.

Contact us: 858.505.0024