The Brief

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.

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.

Research shows that paid family leave has multiple benefits for families that are able to take advantage of it, including breastfeeding for longer periods of time, better health outcomes for children as they grow, increases in men taking family leave, and the ability for birthing parents to return to their jobs.

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

(

LAist Design Staff

)

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

(

LAist design staff

)

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. 
• If you need more time because you are disabled, the Americans with Disabilities Act or the Fair Employment and Housing Act may allow you to take more time as a reasonable accommodation.

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!

Legal Aid at Work breaks down all of your rights after reproductive loss in this helpful fact sheet.

New laws and making change

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.”

LAist senior reporters Mariana Dale and Elly Yu contributed to this guide. It was also informed by the Hey bb review committee: Maternal and Child Health Access parent coach and psychotherapist Denise Cervantes, California Black Women’s Health Project senior manager of maternal and reproductive health Raena Granberry, licensed clinical psychologist and birth doula Sayida Peprah, and Legal Aid at Work staff attorney Sela Steiger.

This article was updated on Aug. 1 to include new California laws and updated resource links.

More than three dozen women and children are at risk of losing the services that supported their families after escaping domestic violence, officials are warning.

The contract for an L.A.-area transitional shelter for domestic violence survivors expired at the end of March. No funding has come in since then through the region’s troubled homeless services agency, according to Jewish Family Service L.A., which runs the shelter.

That has forced the organization to cover the roughly $300,000 in annual costs to keep the shelter up and running, according to Eli Veitzer. If that contract doesn’t come through, he said the shelter won't be able to take in new survivors and officials would have to find other arrangements for the families currently in their care.

“The women who are in our shelters have experienced enormous trauma and fear and violence,” he told LAist. “But the children who are in our shelters are just children, and they've also experienced all of that.”

“I'd like to know how they would explain to a 10-year-old girl who's gone through hell why there's no more money for the shelter?” Veitzer added, his voice cracking with emotion.

The number of people experiencing homelessness in L.A. from fleeing domestic or intimate partner violence jumped more than 43% since early last year, according to the results of the annual point in time count released in recent weeks. That equates to more than 5,690 people in the city.

The shelter contract is through the Los Angeles Homeless Services Authority, also known as LAHSA, and funded by the U.S. Department of Housing and Urban Development. LAHSA told LAist the plight of providers like the shelter is why LAHSA is suing HUD over its decision to suspend the agency from federal grant activity.

“Their actions are putting thousands of people who are safely inside housing in danger of returning to the street,” Ahmad Chapman, a spokesperson for LAHSA, said in an email.

A survivor’s ‘safe haven’

Yaminah is a single mother of two children, a 6-year-old daughter and an 11-year-old son, and a former resident of the Hope Transitional Shelter that’s dealing with the budget shortfall.

She suffered more than eight years of emotional and physical abuse from her children’s father, whom she said she now has a restraining order against. LAist is not publishing her last name out of concern for Yaminah and her children’s safety.

In 2024, Yaminah and her children ended up homeless after fleeing the violence. She said she called more than 20 shelters looking for help and a place to stay. But every call was a closed door, with wait lists stretching up to two years, she said.

Their first stay at an emergency crisis shelter connected her to the Hope Transitional Shelter, which provides free, long-term services for women and children who are survivors of domestic violence. Families get assistance with case management, as well as parenting and mental health support. The average stay is between 9 to 15 months, and the eventual goal is to help families move into their own housing.

Yaminah described the transitional shelter as a “safe haven” that gave her family a chance to get back on their feet.

“We didn't have to worry about our fear that ‘Oh what if he finds us,’” she added. “It just gave us that sense of I'm safe, someone else cares, someone is here to help me. And that's so important, because when you're in a domestic violence situation, you feel alone.”

Yaminah and Veitzer, who leads the shelter organization Jewish Family Service L.A., said many survivors stay in domestic violence situations because they don’t know a way out. Yaminah said a loss of funding could be “detrimental” with fewer shelter beds and even longer wait lists.

“What options are you giving them? Where do they go? So do I just stay with the person that's abusing me?” she said. “If the shelters are not fund[ed], it's out of their hands. How can they help us?”

How we got here

HUD suspended LAHSA from federal grant activity in June, pending an investigation into alleged mismanagement by the agency. HUD has said the suspension means LAHSA cannot fulfill its role as collaborative applicant for the entire region’s application for federal homelessness dollars for the upcoming fiscal year.

LAHSA filed a lawsuit challenging the suspension a few weeks later, and a federal judge intervened last month. U.S. District Judge David O. Carter issued a legal order pausing HUD’s effort to suspend LAHSA pending an Aug. 6 court date.

Chapman said the agency is looking forward to this week's hearing “where LAHSA will have its day in court on behalf of all of these federally funded service providers.”

The shelter is being left in limbo amid the federal funding drama, according to Veitzer. LAHSA’s contract is its largest funding source, accounting for 50% to 60% of the program’s budget.

Veitzer said LAHSA and the L.A. County Department of Homeless Services and Housing have been “fairly good” about communicating the status of the legal fight, “but most of what they're communicating is we don't have any answers for you right now.”

He said the most immediate concern is getting a signed contract and funding for ongoing services.

As the organization waits, Veitzer said he’s focused on the 12 women and 25 children living in the shelter, not how the politics play out.

“I do get emotional about this because people are very busy doing a lot of legal stuff, and we're just looking at the hopes and dreams of women and their children to actually live a better life,” he said.

Aaron Schrank’s reporting contributed to this story.

Aidan Reilly, who grew up in Santa Monica, was in college when the pandemic hit. Back at home, he decided to volunteer at his local food bank.

“And they said, ‘We don't need volunteers. We need food, especially fresh food,’” Reilly told LAist.

That inspired him and a couple of friends to found the Farmlink Project. They cold-called hundreds of farmers across the state, learned about various produce markets and what causes farmers and warehouses to have to dump their food, and figured out how to build a truck fleet to pick up that food on a dime.

Today the nonprofit rescues millions of pounds a week from farms and warehouses in California and across the country.

“We've moved well over half a billion pounds of food at this point, and that's at a rate of about 5 million pounds a week of usually almost entirely fresh produce,” Reilly said.

While Reilly is by no means the first to attempt food rescue to address food insecurity, the scale at which his company does it has earned international attention in large part because of their scale — they mostly work in California but do have operations in all 50 states.

The nonprofit was recently one of 10 companies around the world awarded the Keeling Curve prize. The award comes with a check of $50,000, which Reilly said will go, in part, to paying the salaries of their small team of 25, as well as trucks to move food from farm to food bank. He estimated they could move another 500,000 pounds of fresh produce with the funds.

That food goes to people facing hunger, instead of rotting in farm fields or landfills and releasing the powerful greenhouse gas methane into the atmosphere, further heating up our planet.

Reilly says the rescues also help farmers save money on costly dumping fees for food that may not be grocery-store perfect, but is fine to eat.

“We make sure it gets to people who need it and provide a tax benefit back to the farmers,” he said.

Fresh produce and fruits at a farmers market.

(

Courtesy Food Access LA

)

A long tradition

With his nonprofit, Reilly joins a long tradition of neighbors stepping up to help their neighbors in times of crisis. One of their primary partners, Food Forward, has a similar story, as does another hyperlocal partner, United Hands of Compton, which was also launched during the pandemic.

Arnali Ray, executive director of the Hollywood Food Coalition, which has operated since 1987, said  the Farmlink Project is an important addition to the existing food rescue “ecosystem.”

“You need all the different players at the different scales in order to make this happen,” she said.

Federal cuts and state policy add to the need

Ray said cuts to and additional requirements to access federally funded benefits, such as CalFresh, as well as rising grocery prices and other costs of living, are rapidly increasing the number of people who are food insecure.

“We've started to see more people that are housed that are seeking resources,” Ray said. “We're noticing more people opting out [of CalFresh], especially folks who are undocumented and scared and nervous about putting their information into the system.”

State policies, such as SB 1383, which requires residents and businesses to divert food from landfills, is pushing more demand for food rescue at the same time. The law was intended to prioritize food rescue, but has proved complicated for many businesses to implement because the mandate came with no long-term funding and requires tailored approaches for each business. And that can take time and resources that many lack.

Still, Ray said they’re getting more calls from local restaurants, grocery stores and other potential food donors who are trying to comply.

“ I look at this as a perfect opportunity because we've got such an abundance of food, and we have so many people who are starving,” she said.

An estimated 26,000 children who entered the U.S. without parents or guardians are expected to be left without independent legal representation as soon as Monday, according to lawyers who help represent them.

For more than two decades, the U.S. has been required by law to protect children who cross the border alone, because of fears that they could be easily exploited, abused or trafficked. After children cross the border unaccompanied, they are typically transferred to the Office of Refugee Resettlement (ORR). A network of nearly 100 legal groups helps provide children who arrive in ORR custody with legal services, funded by Congress.

But in November, ORR stopped paying for those legal services, after lawyers declined to provide the agency with confidential information it had requested about the children. The attorneys say that information is covered by attorney-client privilege.

"The government is withholding payment for work that has already been performed in order to extract confidential information about kids, information the government has no right to," Acacia Center for Justice, the nonprofit that manages the legal services contract with ORR, said in a statement on Thursday.

ORR did not renew the contract with the network of legal providers, which expired Friday.

Alexa Sendukas, an attorney at the Galveston-Houston Immigrant Representation Project, one of the organizations that provides legal help to migrant children, said that come Monday, the children may have to represent themselves in court and that most who would have to do that would likely end up being deported.

"We know that without a lawyer, unaccompanied children win the right to stay in the United States less than 1% of the time," said Sendukas. "And they've come to the United States seeking safety and protection. And what this administration is asking us to do now is to turn our backs on them completely. And they will undoubtedly be sent to harmful, dangerous situations. And I worry some will be killed if they lose their lawyers."

A group of legal nonprofits filed a lawsuit last year asking a judge to order the government to pay them for what it is owed — some $65 million — and continue paying them for more services. After going more than eight months without pay from ORR, some legal service providers have had to reduce their staff.

"Due to the loss of funding for children's immigration work, ProBAR laid off more than 20% of its staff this week," Lauren Fisher Flores, the legal director of ProBAR, a project of the American Bar Association that provides legal services to children in ORR care, said in an emailed statement on July 31.

On July 29, Acacia received notice from the federal government that ORR was considering a new contract, potentially with different legal providers. But ORR did not share much more information.

"It is not clear who the new contractor will be. They have not answered the questions that we have put to them," said Bettina Rodriguez Schlegel of Acacia, in response to a question from NPR. "And so there remains a lot of uncertainty and a great deal of concern."

Neither ORR nor the White House responded to NPR's requests for comment about this story.

Almost 1,800 children were in ORR custody in June, according to agency data. ORR has a legal obligation based on a 2008 law to promptly match children with guardians, or "sponsors," in the U.S. who can take care of them. Those children were held in custody for an average of 194 days before being released to sponsors, which lawyers who represent the children say is unusually long and has been detrimental to the health and safety of the children.

For years, lawyers from the network have given presentations for children arriving in ORR care to inform them of their rights and screen them to determine which legal services they are eligible for. Children who are victims of trafficking or abuse, for example, are entitled to special protections. Some of the network's lawyers told NPR they will no longer be able to provide some of those services.

But some of the attorneys say they won't simply abandon the children, even though the contract has not been renewed and they have not been paid by ORR.

"We have an ethical responsibility. We can't just drop a case. If you have a hearing tomorrow, we can't just not show up because the government decided to stop paying us," said Mickey Donovan, the director of legal services at Immigrant Defenders Law Center. "So we'll be there in court on Monday, to introduce ourselves to kids and try to do what we can to prevent their deportation."

Copyright 2026 NPR

The Los Angeles Dodgers have acquired the biggest prize on the trade deadline market, getting two-time reigning AL Cy Young Award winner Tarik Skubal from the Detroit Tigers on Saturday night.

Skubal got the news during the Tigers’ 8-6 win over the Athletics and was emotional after the game as he prepared to leave the team that drafted him in 2018 and developed him into a star to join the two-time defending World Series champions.

“I’m excited to be a Dodger,” he said. “I’m excited to get down there and meet all those guys and chase three championships in a row. That’s hard to do, so I’m so excited to be a part of that. But it’s a lot of different emotions. Definitely kind of a roller coaster a little bit.”

Skubal is the latest star to join the high-priced roster for the Dodgers that already has big-name players like Shohei Ohtani, Yoshinobu Yamamoto and Mookie Betts. If everyone is healthy, he could be part of a rotation with Ohtani, reigning World Series MVP Yamamoto, fellow two-time Cy Young Award winner Blake Snell and Tyler Glasnow. The Dodgers lead the majors with a 3.36 ERA from their starting pitchers and now add Skubal to the mix.

The Dodgers are in first place in the NL West and were already the favorites to become the first team to three-peat since the New York Yankees from 1998-2000 before adding Skubal. They began the season with a $323.3 million opening-day payroll for their 40-man roster and a $163.7 million tax for a $487.1 million total. They will pay Skubal about $9.5 million for the remainder of the season.

ESPN first reported the deal and said the Tigers would receive three minor league prospects in right-handers River Ryan and Brady Smith and outfielder Zyhir Hope.

Skubal is eligible for free agency after the World Series. He has a $32 million salary, a record total in arbitration, after the team offered $19 million, and is expected to sign a massive contract in the offseason.

The 29-year-old lefty said in July that it was his preference to finish the season with the Tigers and to compete for a World Series championship, which has eluded the franchise since 1984. Skubal took the loss in the decisive Game 5 of the division series against Cleveland in 2024 and then got a no-decision in a 15-inning loss to Seattle in Game 5 of the division series last year.

He said it was “very tough” to leave the Tigers having fallen short of the goal of winning a title.

“Ever since that ’24 Game 5, the failure that I experienced on the mound, I’ve used that as fuel to try and bring a World Series to the city of Detroit. I truly did,” he said. “That whole offseason, I’ve never been more motivated and then go in and we lose Game 5 again. That failure kind of sparks some more motivation, just to dig deeper and see how good you can truly be. The goal was always to win a World Series for the city, for the organization that took a chance on me. It’s tough. I love all those guys in there. They’re some of my best friends.”

Detroit planned to contend again this season, bolstering the Skubal-led rotation by giving two-time All-Star pitcher Framber Valdez a $115 million, three-year contract in free agency and retaining three-time All-Star infielder Gleyber Torres with a $22 million deal.

The Tigers, though, got off to a rough start and are currently 2 1/2 games out of the last wild-card spot in the American League.

“It’s crazy. Going into the season, this isn’t what I planned on doing,” Skubal said. “But circumstances change, situations change, and I’m very appreciative of everything the Tigers have done for me.”

They bounced back in June and most of July to get into playoff contention with Skubal leading a rotation and three All-Stars in the lineup: rookie infielder Kevin McGonigle, catcher Dillon Dingler and outfielder Riley Greene.

With a chance to possibly persuade management to keep Skubal by improving its playoff positioning, Detroit lost ground by dropping four of its last five games at home, including Skubal’s last start that was made even more memorable by a late-inning collapse.

The Tigers led Baltimore 7-0 after six innings Wednesday and lost 10-9 in 12 innings. Skubal started the game, recorded his 1,000th career strikeout and was cheered at every opportunity by a crowd of 34,406.

“I’ve watched this guy rise to the top of the sport,” manager A.J. Hinch said. “He’s carried us a lot. I’ll forever be grateful that our paths crossed and the things that he did for this organization and for a couple of playoff teams. His presence, his work ethic, his example, his dominance. There’s so much to go through, it’s hard to capture in one quote or kind of one setting. But I’m very grateful that I was able to manage him for the time that I did.”

Skubal is 7-5 this season with a 2.79 ERA and 116 strikeouts in 96 2/3 innings. He is 61-42 with a 3.04 ERA over seven seasons, all in Detroit. In two postseasons, Skubal is 2-1 with a 2.04 ERA in six starts.

Skubal had a minimally invasive surgery on May 6 to remove a loose body from his pitching elbow and returned to pitch on June 13.

“The way the surgery went is exactly how it was supposed to go,” he said in July.

___

AP Sports Writer Larry Lage in Detroit contributed to this report