November 29, 2025
Prior to this expansion, California’s paid family leave (“PFL”) (also called Family Temporary Disability Insurance (FTDI)) program’s wage-replacement benefits for caring for a seriously ill individual were limited to a narrow set of family members, including spouses, domestic partners, children, parents, and, in some cases, grandparents. That covered the categories of family members for whom time off previously was allowed under California law.
Recognizing that many Californians rely on “chosen family,” extended family, or close friends when they need care for a serious illness, the California Family Rights Act entitlements were changed in 2023 to allow an employee to take time off for a “designated person” with a serious health condition. PFL entitlements have now caught up to this legal expansion, providing for pay supplements when taking such a leave.
Reminder: what is a designated person, and how does an employee qualify for FML benefits?
A “designated person” is defined broadly as any care recipient who is related by blood who otherwise is outside of a “family member” as defined by CFRA (like an aunt, uncle or cousin) or whose association with the employee is equivalent to a family relationship (such as the employee’s unmarried partner or best friend. The employee may identify the designated person at the time they request leave from work. Employers have the right to limit employees to using CFRA leave to care for one designated person per 12-month period.
To qualify under SB 590, the employee must identify the designated person when they apply for benefits and attest under penalty of perjury (1) how they are related by blood to the designated person, or (2) how their relationship with the designated person is equivalent to a family relationship. Beginning July 1, 2028 employees will be able to file PFL/FTDI benefit claims to care for a “designated person.”
What can employers do to get ready for SB 590?
Employers can expect guidance from the EDD before SB 590’s changes go into effect. As July 1, 2028, gets closer, employers should prepare to update their leave request forms and policies, and train HR and supervisors on the new rules. If you’d like help reviewing your leave policies, updating your employee handbook, training supervisors, or planning for operational impacts, we are here to assist.
