By: HUB's Absence Management Team

Summary: Updates from California

As we enter the last quarter of the year, California continues to broaden the state’s complex leave framework.

Key Updates under AB 406 / Healthy Workplaces, Healthy Families Act (HWHFA)

Effective October 1, 2025:

  • Employers must now include jury duty and court appearances pursuant to a subpoena as covered reasons for paid leave.

Effective January 1, 2026:

  • The law clarifies and expands prior “safe time” amendments made last year. As a reminder, effective January 1, 2025, the law was broadened so the employee could take protected leave when a family member is a victim of stalking, sexual assault or certain crimes.
  • The term “victim” is now more precisely defined as a person against whom a violent felony, serious felony and/or felony theft or embezzlement is committed.
  • The update clarifies how time off for judicial proceedings should be covered and protected.

Key Updates under SB 590/CA Paid Family Leave

Effective July 1, 2028:

  • This update adds a “designated person” as a qualifying leave reason under the wage replacement law.
  • This change aligns with the other leave laws in California for consistency. The HWHFA, Victims Leave and the CA Family Rights Act (CFRA) leave laws all have a “designated person” as a leave reason.
  • A designated person may be a relative (e.g., aunt, uncle, cousin) or someone with a family-like relationship (e.g., unmarried partner or close friend). The employee identifies this person when requesting leave.

Compliance Considerations: Action Items

With these changes from California, here are some items you may want to consider:

  • Post Required Notices: Be on the lookout for any updated notices for these law changes from the State of California Civil Rights Department and the California Employment Development Department (EDD).
  • Safe Time Policy and Procedure Updates: Review your policy to ensure it meets the updated minimum requirements as well as procedures for requesting time off.
  • CA PFL Leave Processes: Watch for any updated guidance from the state prior to the effective date and ensure your leave policy is compliant for California employees.
  • Train Leadership: Train HR and management on the expanded leave purposes (safe time, family member victim provisions) and procedural protections.

Official Resources

For more information regarding these updates visit:

If you have any questions, please contact your HUB Advisor. We will continue to monitor and provide updates as more information becomes available. View more Workforce Absence Management updates in our WAM Bulletins page.

NOTICE OF DISCLAIMER
Neither Hub International Limited nor any of its affiliated companies is a law or accounting firm, and therefore, they cannot provide legal or tax advice. The information herein is provided for general information only and is not intended to constitute legal or tax advice as to an organization’s specific circumstances. You should consult an attorney, accountant or other legal or tax professional regarding the application of the general information provided here to your organization’s specific situation in light of your organization’s particular needs.