Leave and Attendance Policies in California 2025: Your Essential Positive Guide

Managing Leave and Attendance Policies in California is more than a compliance requirement—it’s about balancing fairness, compassion, and productivity in the workplace. If you’ve ever felt the stress of juggling employee absences, unexpected sick leave, or requests for extended time off, you’re not alone. These challenges touch every business, large or small, and the way you handle them directly impacts both your team’s morale and your company’s bottom line.

This comprehensive guide breaks down everything you need to know about California’s leave and attendance laws in 2025. From state-mandated sick leave to family and medical leave rights, you’ll gain the tools to create policies that keep your workplace compliant and supportive. For additional compliance insights, visit our homepage.

Why Leave and Attendance Policies in California Matter

California employers operate in one of the most employee-protective legal environments in the country. Clear leave and attendance policies not only reduce legal risks but also ensure that employees know their rights. Employers who fail to implement compliant policies risk penalties, lawsuits, and reputational harm.

Reference: California Department of Industrial Relations (DIR).

Key Types of Leave Recognized in California

1. Paid Sick Leave

• Minimum accrual of one hour for every 30 hours worked
• Employees entitled to at least 24 hours (3 days) annually
• Employers can set accrual caps, but not below legal minimums

Source: California Paid Sick Leave.

2. Family and Medical Leave (FMLA & CFRA)

• Up to 12 weeks unpaid, job-protected leave
• Applies to serious health conditions, bonding with a child, or caring for a family member
• CFRA expands family definitions beyond federal law

3. Pregnancy Disability Leave (PDL)

• Up to 4 months of leave for pregnancy-related disabilities
• Job protection required under California law

4. Other Protected Leaves

• Military leave
• Jury duty leave
• Voting leave
• Domestic violence and stalking leave

Attendance Expectations Under California Law

While employees have extensive rights to leave, California also allows employers to set clear attendance expectations. Policies must strike a balance: encouraging punctuality while respecting protected absences.

What Employers Can Do

• Set fair scheduling and call-in procedures
• Track attendance consistently
• Discipline only for unprotected absences

Employers must avoid retaliating against employees who exercise their legal rights to leave. For details, see the California Civil Rights Department.

How to Create Compliant Leave and Attendance Policies in California

Step 1: Review State and Federal Laws

Ensure policies reflect FMLA, CFRA, PDL, and other relevant regulations.

Step 2: Customize to Your Workforce

Consider part-time, full-time, and remote employees when designing leave entitlements.

Step 3: Train Managers and HR Staff

Supervisors should understand both the legal rules and the human side of leave requests.

Step 4: Provide Clear Written Policies

Employees should sign acknowledgments confirming receipt and understanding of the rules.

Common Mistakes Employers Make

• Not updating policies after legislative changes
• Applying attendance rules inconsistently
• Failing to provide required notices
• Disciplining employees for legally protected absences

FAQs About Leave and Attendance Policies in California

How much sick leave are California employees entitled to?

At least 24 hours or 3 days annually, though some cities require more generous benefits.

Can I discipline an employee for frequent absences?

You can only discipline for unprotected absences. Protected leave (such as sick leave or CFRA) cannot be penalized.

What’s the difference between FMLA and CFRA?

Both provide 12 weeks of job-protected leave, but CFRA covers more family relationships and is often broader than FMLA.

Are California employers required to provide paid vacation?

No. Vacation is not mandated by law, but once offered, it must be honored as earned wages.

Conclusion: Build Fair and Compliant Leave Policies

Strong Leave and Attendance Policies in California protect your company, support your employees, and build a culture of trust. By aligning with state and federal laws, avoiding common mistakes, and training your team effectively, you create a workplace where employees feel secure and respected.

To explore more legal compliance resources, visit our homepage.