When to assess
Assess when an employee mentions their own serious health condition, family care, bonding, military-related need, or an extended absence that may be protected.
Plain definition
CFRA is California job-protected family and medical leave; FMLA is the federal counterpart. They often run at the same time, but not always. Confirm employer coverage, employee eligibility, the qualifying reason, prior leave, and any other California leave before designating time.
Simple example
A manager hears, “My parent starts treatment next month.” Treat that as a possible leave signal, route it promptly, and avoid deciding from the manager’s first conversation.
Mandatory requirements to assess
- •Assess whether CFRA and/or FMLA could apply; do not assume one law answers both questions.
- •Use the employer’s required notices, designation process, and recordkeeping process after coverage and eligibility are assessed.
- •Keep medical information separate and limited to people with a business need to know.
Recommended best practices
- •Give the employee one clear HR contact and a plain-language next-step summary.
- •Track each leave entitlement separately when they do not run concurrently.
- •Check for pregnancy disability leave, accommodation, paid sick leave, paid family leave, SDI, local rules, and company policy rather than treating CFRA/FMLA as the full answer.
Leader checklist
- 1Thank the employee and document the request neutrally.
- 2Send the request to HR/leave administrator the same day.
- 3Confirm coverage, eligibility, qualifying reason, notice/certification rules, and overlap.
- 4Communicate the decision and keep the manager focused on coverage planning, not medical detail.
What not to do
- • Do not require an employee to use legal labels such as “CFRA.”
- • Do not count protected leave as an attendance failure or promise a job outcome before review.
Escalate when
Escalate overlapping leaves, intermittent leave, key-position questions, suspected retaliation, conflicting medical information, or any proposed discipline/termination involving an absence.
Use the Library for a neutral leave-coverage communication or Nova to draft a factual manager follow-up for review.
Browse templatesSources checked September 24, 2026 · official sources