California is fortunate to have one of the largest economies in the world. It’s reported that California’s economy is now the fifth largest in the world, bigger than the economy of the United Kingdom. As a result, the business climate in California is a dynamic one that requires constant innovation. California’s business laws are ever-changing, so it’s important for business managers to keep abreast with recent updates to business and employment laws. To ensure your company stays compliant and keeps employment costs low, you’ll want to become familiar with these 3 California state laws designed to support employees with families.

School Activities Leave

According to Paychex, your employees can request up to 40 hours a year in school activities leave. This leave must be offered as an employer if your company has 25 or more employees working at any particular location. The employee, in turn, must also maintain certain requirements. As the employer, you are entitled to request proof that the employee participated in the school activity. Your employee can request to use their leave to attend school activities like award ceremonies, sports playoffs or a graduation ceremony. It can also be used by your employees for taking care of their children in case of natural disaster or if they need to attend a disciplinary meeting with their child’s teacher at school. Be aware that the “school” can include a licensed daycare.

Paid Family Leave Expansion

According to V James DiSimone Law, the paid family leave program has been expanded to provide wage replacement benefits to workers who need to take time off to care for or bond with a child within the first year of its life. California law has previously given employees up to 6 weeks of partially paid leave to take care of a loved one or a new baby. Generally, the leave is paid at 60 to 70 percent of the employee’s salary. The paid family leave is in addition to the 6 to 8 weeks of paid disability leave. You should be aware, however, that a new change in California law extends paid family leave benefits from 6 to 8 weeks. The effective date of these changes is July 1, 2020.

Pregnant and Nursing Mothers Protection

Your company is required to make a “reasonable accommodation” for a pregnant worker if the accommodation is suggested by her physician or medical professional. You may temporarily offer your employee a different job or less strenuous work activities during the pregnancy. As for pumping milk, an employee has to be given a reasonable amount of break time and a place to pump that is a location other than a bathroom stall, according to the California Breastfeeding Coalition.

The great news is that your company will continue becoming an increasingly family-friendly environment by incorporating these new employment practices. This will be a great selling point, helping you attract and retain the top talent in your field. As employers and workers, professional relationships continue to evolve, it’s important that you train your managers to look for opportunities where a leave could be required by law. By reviewing your company’s leave policies every year, you can be confident that your company is offering the best options for your employees while keeping your employment costs down.