This article has been published in partnership with ThinkHR.
In the Human Resource world, Leaves of Absence (LOA) can be very complex. There are many questions to take into account when an employee walks into your office and inquires about a leave:
To tackle these questions, let’s look at LOA in bite-sized chunks. We’ll explore the difference between a job protected leave vs. an income replacement leave, focusing specifically on California. Please note that the information below is not all-inclusive, and you should always consult legal counsel if you are unsure of the type of leave an employee may be eligible for.
Job Protected Leaves
There are three major mandatory job protected leaves in California. These leave types do not provide income replacement:
There are numerous other job protection leaves, of which some provide income replacement (in bold):
Income Replacement Leaves
There are two major paid leaves that coordinate most often with the job protection leaves:
Job protected leaves and income replacement leaves coordinate and work together, which can cause confusion and frustration when coordinating LOAs for employees. Below are links that provide additional information on each of the major leaves. The information provided by these resources is general in nature and not all-inclusive.
As a reminder, any time you are unsure what to do, your best bet is to seek legal guidance to ensure compliance.