California is one of the few states in the country that does offer a constellation of laws to provide for work accommodations and leave around pregnancy. But taking family leave is still complicated. We made a guide.
How good is family leave in the United States? The United States is one of just seven countries in the world without a comprehensive program for national paid maternity leave.
If I take away just one thing from this guide: There are laws that give you the right to go on leave and protect your job while you’re out. And then, separately, there’s how you’ll get paid — in California there are programs that give you partial pay during this time. Your leave depends on the size of your employer, your health conditions, and how you deliver (vaginal or cesarean), and what programs you qualify for.
What else does this guide have? How do you talk with your boss about leave? What are reasonable work accommodations? What rights do you have to pump breastmilk at work? And more!
Navigating family leave is not easy. When we’ve talked to pregnant people, family leave is one of the top topics they ask us about. It’s no wonder why — there are so many things to keep track of.
So why is this impossibly complicated? Why do you need four degrees and a spreadsheet to figure it out? This is our attempt to answer your questions about pregnancy and work in California.
We talked with several experts across the field; most of the answers around how California law intersects with work come from Katherine Wutchiett, staff attorney at Legal Aid at Work, which runs a work and family helpline that provides free, confidential advice to parents and caregivers.
How the US compares with the world
Because the laws vary so widely by region and by each person’s health conditions, figuring out your benefits takes a little bit of calculation.
About This Series
Pregnancy is a wild journey, with so many unknowns. Your body’s changing in all kinds of ways, and you’re feeling all the feels. LAist is currently exploring pregnancy, birth, and new parent life in this special series.
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And worldwide, this is not the norm. The United States is one of just seven countries in the world without a comprehensive program for national paid maternity leave. The average length for those that do have leave is 29 weeks. Estonians get up to 86 weeks of paid family leave, over a year and a half — for any parent, foster, adoptive, or guardian.
But in the U.S., nearly one in four employed mothers return to work just two weeks after giving birth. If you are wondering what that might be like (hint: not recommended), check out LAist’s guide to the postpartum phase.
California is one of the few states in the country that does offer a constellation of laws to provide for work accommodations and leave around pregnancy.
Wutchiett says that just knowing these rights can lead to more stability at work in the long-term. “A lot of the issues that we see that come up, are people quit their job or are fired because they don't get the changes that they need in their pregnancy, when they are entitled to pregnancy accommodations,” she adds.
Do I need to tell my employer I’m pregnant?
First off, it’s important to know you’ve got rights!
Wutchiett says the first step is to start doing research to understand your basic rights in California.
“Employers don't always have it 100% right,” she says, adding that it’s important to know a bit about the basics before having a conversation with your employer.
Wutchiett says people often ask if they are required to tell their employer that they are pregnant. The answer is no, you are not — but certain legal protections and benefits are connected to being pregnant, like work accommodations and time off. So, she says, “Once you want to make use of those protections you need to tell your employer so that you can trigger their obligation to provide those to you.”
If you’re worried about your employer’s reaction, know that it’s illegal for your employer to discriminate against you or harass you due to pregnancy.
If you work at a place with five or more employees, your sick leave will protect your job if you need to take time off for prenatal medical care, morning sickness, or other pregnancy-related conditions. In the state of California, as of Jan. 1, 2024, you have five guaranteed paid sick days to cover this time off (in addition to any benefits your employer provides). Other cities may have more time off — like Los Angeles (48 hours, or six days) and Santa Monica (depends on your employer). Look up what type of sick leave is available in the specific city or state where you live.
Information from Legal Aid at Work
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What are reasonable work accommodations?
Now that you’re pregnant, some aspects of the way you work may need to change.
Under the California Fair Employment and Housing Act, your employer is required to provide accommodations to pregnant employees — as long as they are reasonable and advised by a health employer.
As Wutchiett explains, there’s no specific list of what these accommodations could be. “It completely depends on that person's job and what their healthcare provider recommends,” she says.
For example, if you work in a restaurant, it could be that a different server takes out the larger trays of food. Work accommodations can also include teleworking, switching from a position at the register to a position in the back of the stockroom, or if you have a job that usually requires standing, you can ask for a seat.
Accommodations are available to all employees, including part-time workers and those who are new to their job.
If you are looking for how to structure your email request to your employer or need a note from your doctor, you can download some sample letters.
How do I take time off to care for my baby?
First, the TL;DR version.
Usually, depending on your medical condition, you can receive benefits up to four weeks before your expected delivery date and then up to six weeks after your delivery (without complications) and up to eight weeks after your delivery (cesarean birth).
Then, under California’s Paid Family Leave program, usually you can receive benefits for another eight weeks. After that, you may be entitled to another four weeks off unpaid.
All this may vary depending on where you work, your work status, and your health conditions.
OK. How does this all work?
Here’s what’s key to understanding leave from work: There are laws that give you the right to go on leave and protect your job while you’re out. And then, separately, there’s how you’ll get paid — in California there are programs that give you partial pay during this time.
Your leave depends on the size of your employer, your health conditions, and how you deliver (vaginal or cesarean), and what programs you qualify for.
A typical leave for a vaginal birth in California includes a total of 22 weeks off, with up to four weeks before the due date and 18 weeks afterwards, with 17 of those weeks paid at 70-90%.
A typical leave for a cesarean birth is a total of 22 weeks off, with up to four weeks before the due date and 18 weeks afterwards, with 19 of those weeks paid at 70-90%.
Information from Legal Aid at Work
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Now let's talk about other protections.
If your employer has five or more employees, there are two laws that protect your job while you are out on leave — Pregnancy Disability Leave and the California Family Rights Act. Pregnancy Disability Leave is designed to provide leave before and after birth, depending on your particular health conditions. The California Family Rights Act provides time off for bonding with a new child if you’ve worked with your employer for a year or more. Both of these laws require you to give your employer at least 30 days' advance notice.
It’s important to note that as of 2021, the California Family Rights Act is available to workplaces with five or more employees. It previously only covered larger workplaces, so if you work for a smaller employer, they may not be aware of this change. Also, the federal Family & Medical Leave Act (FMLA) overlaps with state laws — it does not provide you with additional leave.
To get paid while you are out, California has two programs that can provide pay. First, there’s State Disability Insurance, which provides a portion of your pay before and after your due date. Usually, depending on your medical condition, you can receive benefits up to four weeks before your expected delivery date and then up to six weeks after your delivery (without complications) and up to eight weeks after your delivery (cesarean birth).
California’s Paid Family Leave program then provides a portion of your pay for eight weeks to bond with a new child. People who don’t give birth can also use this program — that includes spouses and adoptive or foster parents.
Workers earning 70% or less of the state's average wage are eligible for 90% of their regular wages under the State Disability Insurance and Paid Family Leave programs. For 2025, that's about $63,000. If you make more than that, you'll get 70% of your regular wages.
Both of these programs are available regardless of citizenship and immigration status. They are 100% worker funded. You can look at your pay stub and if it says CASDI, this is the amount of your money that is going into this fund. If you are undocumented, you can see this guide on how to apply.
Jenya Cassidy, director of the California Work and Family Coalition, says educating yourself on the basics of California laws is a helpful start. “You'd be surprised how many HR departments get this wrong and will tell a pregnant worker in California you have 12 weeks all together, which is not true,” she says.
Keep in mind all these things are a minimum. They are the floor and your employer may have extra benefits to add to this mix.
For example:
Some employers supplement the 70-90% of your pay that California disability and paid family leave offer, to take your pay up to 100%.
Your employer can allow you more time off than what is guaranteed by law.
Some employers allow flexible work arrangements upon return.
And maybe you’re one of the lucky ones who work for Netflix and you can take as long as you need (averaging four to eight months, the company says)
Wutchiett recommends that if you make a special arrangement with your employer about benefits or time off, you confirm your conversation in writing, though email or a text. There’s no state agency that would step in for things above and beyond California law, but having documentation can help you make your case through other avenues.
If you live in San Francisco, the Paid Parental Leave Ordinance requires employers to supplement Paid Family Leave so that during your leave you receive 100% of your pay (up to a cap). San Francisco also has other special benefits around pregnancy and parenting.
P.S. Be prepared to be in contact with state agencies and/or insurance companies at the beginning of your leave. I remember one guy from the insurance company whose job was just to call people and ask if they had a vaginal or cesarean birth. In the crucial first days of birth, I was so exhausted I almost missed his call.
How does paid family leave for adoption or fostering work?
If you are an adoptive and foster parent, you also have the right to take leave to bond with and care for your new child.
Eligible employees have the right to take up to 12 weeks of job-protected leave from work, with potentially 8 of those weeks partially paid under California’s Paid Family Leave program. You’ll need to give 30 days’ advance notice to your employer if possible (or tell them as soon as you can). If your employer requests documentation like a letter from a foster care or adoption agency, you should provide that. Learn more about how this works.
California workers can also take sick time and leave to care for chosen family. As of 2023, employees can take time off to care for a “designated person,” someone who is a blood relative or someone else they consider like family. If you are an LGBTQ+ parent or have a nontraditional family structure, you might find this useful. Family caregivers can use California’s Paid Family Leave program to care for relatives.
What rights do I have to pump breastmilk at work?
A 2020 law requires employers to give employees the break time they need to pump at work. You can decide the amount of time you need, since it varies for each person. Your employer doesn’t need to pay for this time, except if you pump during your normal break times.
Your work must also provide an adequate space to express milk. It must:
Be shielded from view, and free from intrusion
Be safe, clean, and free from hazardous materials
Contain a surface to place a breast pump and personal items
Contain a place to sit and have access to electricity or alternative devices including, but not limited to, extension cords or charging stations
Have access to a sink with running water and a refrigerator suitable for storing milk
Not be a bathroom!
These are basic things, but Wutchiett says she has heard from people whose bosses told them to pump in, like, a chilled wine room or hallway or a supply closet. Not cool!
And also, as it turns out, not legal.
Your employer is also required to have a lactation policy and affirmatively distribute it to employees when they hire them.
How do I talk to my boss about pregnancy?
Like we previously wrote for LAist in a guide to sick leave, for starters, these things are key:
Get it in writing. It's fine to request leave over the phone or in person, but follow up in writing. That way you have a record of your conversation.
Include the details. Make sure you include the dates you anticipate needing leave, when you expect to be able to return to work, and the reason you are not able to work.
Name drop the law. It can be helpful to include the name of the law or laws that provide the leave you’re requesting. That way, says Wutchiett, if the employer is unfamiliar with the law, they can look it up.
And to finesse the conversation …
Give as much notice as you can. For pregnancy leave, the laws require a 30-day notice if possible.
Rehearse. Run your email or text by a friend to double check it. It can make you feel more prepared.
Take a buddy. Cassidy has seen it work with people who are talking to their employer about lactation accommodations. Also, approach your supervisor in a friendly way to educate them. You know your boss, so you probably have a good idea about what approach would work best.
Most importantly, says Wutchiett, remember: “It’s against the law for people to treat people worse because they try to assert any of these rights.”
If your employer is telling you something that is incorrect or doing something against the law, see some tips.
What time off can I use for pregnancy loss or miscarriage?
Experiencing a pregnancy loss is rough. In addition to potential physical recovery, there’s also the need to process grief and make meaning out of your experience. The time and space you need can be difficult to come by in a world that continues to move fast.
Time off from your job is protected under these laws:
Reproductive Loss Leave, which went into effect on Jan. 1, 2024, covers five days of unpaid leave for a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction.
The Pregnancy Disability Leave Act also covers up to four months of job-protected, unpaid leave for health conditions related to pregnancy. This can include physical recovery as well as mental health issues.
To receive pay during this time, you can use five days of sick leave available in California — or more, depending on the city where you live. You may also be eligible to receive 70% or 90% of your income while you are disabled and recovering through California’s State Disability Insurance (SDI) program. You’ll have to consult with your doctor about how much time is necessary in your case. A typical recovery from a live birth is six to eight weeks.
All of these protections and benefits are available regardless of immigration status.
As with the other leave laws I mention here, these laws are the minimum required under state law. Your employer may have additional bereavement time and you can talk with them about other special arrangements — just make sure to document any agreements that you make!
California’s laws around pregnancy and work don’t cover everyone — if you work at a workplace with four or fewer employees or are an independent contractor, many of these laws may not apply to you. Many public sector workers, like teachers and city employees, also aren't eligible for the state's paid leave program because they don't pay into the state's disability insurance fund. You may find that you have challenges submitting your application when many of the forms are available only in English. You may experience delays as EDD processes your claim.
And, of course, just because you have rights does not mean your employer will make it easy for you to enjoy them.
Cassidy suggests that if you are running into problems accessing paid leave and you don’t have a union, you should call your state representative. Yes, really! She says that representatives have successfully helped elevate cases that they have flagged for them, and it also lets elected representatives know the policies as they stand aren’t working. And don’t be intimidated. It’s literally their job to listen to you.
Also, as Cassidy said previously to LAist, “It can be very satisfying, when you're frustrated about something, to at least know that you're doing what you can.”
How to take family leave
These resources were recommended by California legal experts, birth workers and families.
Work and family basics and help
Legal Aid at Work: Overview of California laws and helpline to get pro-bono legal advice, handouts about family leave and returning to work, sample letters to share with your doctor, and more
Elly Yu
reports on early childhood. From housing to health, she covers issues facing the youngest Angelenos and their families.
Published April 3, 2026 5:00 AM
Under a new law that went into effect this year, childcare providers are barred from asking about a child's or family member’s immigration status.
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Topline:
Under a new law that went into effect this year, childcare providers are barred from asking about a child's or family member’s immigration status.
What’s new: California Attorney General Rob Bonta provided guidance this week to childcare providers on new legal requirements to protect children and their families from immigration enforcement activities.
The backstory: Lawmakers passed AB 495 last year aimed at helping and protecting families in light of immigration enforcement, including allowing a broader definition of relatives to step in as a caregiver if a parent is detained.
The details: Under the new requirements, childcare centers have to regularly update a child’s emergency contact to make sure someone can be reached in the case of a parent being detained.
California Attorney General Rob Bonta provided guidance this week to childcare providers on new legal requirements to protect children and their families from immigration enforcement activities.
Under a new law that went into effect this year, childcare providers are not allowed to collect information about a child's or family member’s immigration status, unless necessary under state or federal law. Bonta’s office says there currently is no such requirement, though that could change with federal programs like Head Start.
“Childcare and preschool facilities should be safe and secure spaces so children can grow, learn and simply be children,” Bonta said in a statement.
His office says daycare centers also should not keep information about a formerly enrolled child longer than is required by state law.
The new law also requires facilities to inform the attorney general’s office and the state’s licensing agency if they get any requests for information from law enforcement related to immigration enforcement.
Facilities also must ask families to regularly update a child’s emergency contact information to make sure someone can be reached in case a parent is detained by federal immigration officials.
Warnings and advisories: Wind advisory, High Wind Advisory
What to expect: Partly cloudy skies, warmer weather and strong winds courtesy of the Santa Ana winds.
Read on ... for more details.
QUICK FACTS
Today’s weather: Partly cloudy
Beaches: Mid-70s
Mountains: Mid-60s to around 70 degrees
Inland: 75 to 81 degrees
Warnings and advisories: Wind advisory, High Wind Advisory
The Santa Ana winds are here to welcome us into the weekend, bringing warmer temperatures.
The winds will reach Point Mugu to the Santa Clarita Valley, down to Orange County and parts of the Inland Empire valleys and foothills east of the 5 Freeway.
Peak gusts are expected to reach 35 to 55 mph. The western San Gabriel Mountains, Highway 14 corridor, Santa Susana Mountains and the western Santa Monica Mountains are under a high wind warning until 6 p.m., when gusts could reach 65 mph.
As for temperatures, highs for L.A. County beaches will reach the upper 70s and up to the low 80s for inland areas.
Parts of Orange County and Coachella Valley will see temperatures in the mid- to upper 80s, with the warmest areas expected to reach 88 degrees.
Keep up with LAist.
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Jill Replogle
covers public corruption, debates over our voting system, culture war battles — and more.
Published April 3, 2026 5:00 AM
Green Cheek Beer Company in Costa Mesa is one of many local breweries that welcomes small humans and furry friends.
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Getting together with friends at a bar or pub tends to get a lot harder when children and needy pets enter the mix. But Orange County has a solution — dog- and kid-friendly breweries.
Key ingredients: Spacious patios, a water bowl for the pooch, and food — either made onsite or, at the least, easy and quick to order and get delivered from somewhere else. Plus, of course, great beer from small, independent, local breweries.
Where to go: We have recommendations in Huntington Beach, Costa Mesa, and Fountain Valley.
Getting together with friends at a bar or pub tends to get a lot harder when children and needy pets enter the mix. One solution — Breweries! Beer gardens! Brewpubs!
Because parents (of kids and pets) want to go out, too — and not necessarily to a fast food restaurant with an indoor playground and no beer.
Thankfully, the Orange County suburbs where I live have gotten on board with my family- and pet-friendly craft brewery dreams. The key ingredients for me are spacious patios, a water bowl for the pooch, and food — either made onsite or, at the least, easy and quick to order and get delivered from somewhere else. Board and pub games are an added bonus.
Plus, of course, great beer from small, independent, local breweries. On the beer front, I was pleasantly surprised by the variety of beer I encountered on my self-arranged tour of breweries in the Costa Mesa-Huntington Beach area.
Gone are the dark, dank days of nothing but IPA (IYKYK); now, you can find everything from pickle-tinged blondes, to mild sours, to rich and creamy stouts. If you’re not a big beer fan, every place I visited also had their own craft-made hard seltzers on the menu, as well as some non-alcoholic beverages.
Here are some of my favorites:
Riip (Huntington Beach)
Riip in Huntington Beach has two spots with full kitchens specializing in pizza and a wide variety of IPAs and other beer styles.
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Riip has been a family favorite since the company opened its first tasting room in Sunset Beach in 2015, with board games and tables the kids could write on. They have since expanded a lot, with a pizzeria next door and another location near Fountain Valley, which also serves excellent pizza, and has a small arcade to keep the kiddos busy.
One thing they do especially well: For serious IPA drinkers, Riip is your place. They usually have at least half a dozen different IPAs on tap, along with a decent variety of other beers, lighter and darker.
This place is great for … dinner after the kids’ [insert sport] game. Also for date night.
Locations: 17236 Pacific Coast Highway; 19171 Magnolia Street #12, Huntington Beach Hours: Monday through Thurs, 11 a.m. to 10 p.m.; Friday and Saturday, 11 a.m. to 11 p.m.; Sunday, 11 a.m. to 10 p.m.
At Flashpoint Brewing Company in Huntington Beach, you can check out the brewing vats and other machinery up close while enjoying the results.
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Flashpoint Brewing Co. (Huntington Beach)
I only recently discovered Flashpoint, which opened in 2020 on an industrial street near Huntington Beach Central Park. I actually love this aspect of craft brewery taprooms: they’re often located outside of trendy food and retail areas because they need to be able to actually brew beer there as well as serve it.
Flashpoint has a big patio lit with fairy lights. The tall doors of their brewing area, and an adjacent room with the taps and more tables are rolled up during opening hours, giving it a spacious, indoor-outdoor feel.
One thing they do especially well: All the beers I tried were highly drinkable. In other words, not crazy hoppy or overly heavy on flavors. The nectarine sour was especially good, refreshing with just the right amount of tartness.
This place is great for … An early evening toast, watching the clouds turn pink.
Location: 7302 Autopark Drive, Huntington Beach Hours: Monday through Thursday, 4 p.m. to 9:30 p.m.; Friday, 1 p.m. to 9:30 p.m.; Saturday, 12:00 p.m. to 9:30 p.m., Sunday, 12:00 p.m. to 8:00 p.m.
Green Cheek Beer Co. in Costa Mesa serves great beer and food, including shareable, snackable items like pad thai cauliflower.
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Green Cheek Beer Co. (Costa Mesa)
Green Cheek Beer Co. now has three locations in Orange County and one in Oceanside. Their Costa Mesa spot is conveniently located not far from the city’s Bark Park. So, naturally, after my pooch has fun, I deserve a cold one.
Green Cheek has a huge covered patio filled with long picnic tables. My dog, Ace, was very happy to find a bowl of water set out for their canine visitors, and lots of pets from the humans.
One thing they do especially well: Green Cheek makes great beer. But what I love most about their Costa Mesa spot is that you can soak up the alcohol with food, including smash burgers, tots, and pad thai cauliflower, from their good and reliably fast kitchen.
This place is great for … reading a book, or making a new friend! Their long picnic tables make it easy to opt in or out of the surrounding social scene.
Location: 2957 Randolph Avenue, Unit B, Costa Mesa Hours: Sunday through Wednesday 11 a.m. to 10 p.m.; Thursday to Saturday 11 a.m. to 11 p.m.
Bootlegger's Brewery outside the LAB Anti-Mall in Costa Mesa has a quiet patio for day drinking, and a lively trivia night scene.
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Bootlegger’s Brewery (Costa Mesa)
Within walking distance of Green Cheek is Bootlegger’s Brewery. Bootlegger’s started in Fullerton, and now also has tasting rooms in Costa Mesa and Redlands.
Their Costa Mesa spot is on the outskirts of the LAB Anti-Mall, a collection of small businesses and restaurants, at least one of which will deliver food to your table. A section of the parking lot has been turned into a nice outdoor patio with sun shades for daytime and heat lamps for chillier evening hours.
One thing they do especially well: Their Kosher Crusher pickle blonde ale. They debuted it last fall and it is seriously good — light, refreshing, and just a little bit zesty.
This place is great for … “working” on a Friday afternoon (I was not the only one there typing one-handed on my laptop with a beer in the other), and then inviting friends to join you for happy hour.
Location: 696 Randolph Avenue, Suite B, Costa Mesa Hours: Sunday through Wednesday, 11 a.m. to 11 p.m.; Thursday through Saturday, 11 a.m. to 1 a.m.
There's an ambiance for everyone at Salty Bear Brewing Co. in Costa Mesa.
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Salty Bear Brewing Company
Salty Bear is part of The Camp, an uber-cool retail and restaurant complex also within walking distance of Green Cheek and Bootlegger’s (you can do a tasting tour!).
Salty Bear is worth a visit for the aesthetics alone. It has a great bar with midcentury tiling and dimpled red leather. The sprawling, leafy outdoor patio provides plenty of room for the kids to wander.
One thing they do especially well: Their Coastline Strawberry Blonde made me nostalgic for the fruity beers that got me hooked on craft beer in my 20s — but so much better.
This place is great for … Kickin’ it on the patio with friends, either listening to live music, or letting your kids practice performing on the teepee-themed outdoor stage.
Location: 2948 Randolph Avenue, C, Costa Mesa Hours: Monday through Wednesday, 3 p.m. to 9 p.m.; Thursday: 3 p.m. to 10 p.m.; Friday, noon to 11 p.m.; Saturday, noon to 10 p.m.; Sunday, noon to 8 p.m.
Aaron Schrank
has been on the ground, reporting on homelessness and other issues in L.A. for more than a decade.
Published April 2, 2026 4:23 PM
Supervisor Holly Mitchell, L.A. County Department of Public Health Director Dr. Barbara Ferrer, actor Danny Trejo and others gathered at Charles R. Drew University of Medicine and Science in Wilmington.
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Topline:
A new private foundation called The Fund for Advancing Public Health LA launched Thursday, aiming to raise $2 million to shore up county health services this year. It comes after the Department of Public Health closed seven clinics following $50 million in funding cuts since early 2025.
Who's behind it: The foundation's board includes Public Health Director Barbara Ferrer, the CEOs of Blue Shield of California Foundation and LA Care Health Plan, actors Sean Penn and Danny Trejo and more. Board member Saree Kayne of the R&S Kayne Foundation pledged $150,000 at the launch. Ferrer acknowledged it's "a hard day" when a public agency has to turn to private donors to fund basic services.
Deeper cuts ahead: The federal "Big Beautiful Bill" slashes Medi-Cal funding, and the department anticipates losing up to $300 million over the next three years. Federal dollars account for nearly half the public health budget.
Some government funding streams for L.A. County’s public health system are drying up, and officials are turning to private philanthropy to fill the gap.
A new privately funded foundation launched Thursday to strengthen public health services after $50 million in federal, state and local funding cuts to the county’s Department of Public Health since early last year.
“It is really a hard day for our community when we have to ask for private donations to fund a public good, but unfortunately, we've lost too much money to not take this important step,” said Public Health Director Barbara Ferrer.
In February, the county’s Public Health Department closed seven clinics, with six remaining open. About half of the patients seen in those clinics are uninsured, according to county officials. The department also cut hundreds of staff positions.
She said the fund will help the county maintain its basic public health infrastructure, including disease prevention, health promotion, environmental health, and emergency response efforts.
Other board members include several health insurance executives, as well as actors Sean Penn and Danny Trejo. Board member Saree Kayne of the R&S Kayne Foundation pledged $150,000 to the fund Thursday. Kayne said she hopes the donation encourages others to give.
The foundation aims to raise $2 million this year.
More cuts expected
L.A. County Supervisor Holly Mitchell said it’s crucial to have an alternative funding stream to protect services for the county's most vulnerable residents.
“We are saving public health,” Mitchell said. “This fund represents a new approach, one that brings together government philanthropy in the private sector to invest in community-based solutions, protect vulnerable populations, and strengthen our public health infrastructure.”
Officials say more public health cuts are coming, through the federal budget law known as the "Big Beautiful Bill," which slashes funding for Medi-Cal.
The county Department of Public Health anticipates losing up to $300 million in revenue over the next three years because of the federal budget bill and other potential funding freezes. Federal funding accounts for almost 50% of the public health budget, according to county officials.
Mitchell also led an effort to put a half-percent county sales tax increase to fund public health on the June ballot.
If approved by voters, that proposal, known as Measure ER, is expected to raise about $1 billion a year for county safety net health services, including about $100 million for the public health department.
