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

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LAist Design Staff

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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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LAist design staff

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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. 
• 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.

This summer's World Cup has been a bonanza for corporate sponsors.

Hydration breaks are "powered by Powerade." Each game crowns a Michelob Ultra "superior player of the match." Even the signs announcing player substitutions have a label slapped on: Rexona deodorant, which is owned by Unilever. They're the "official personal care sponsor" of this World Cup.

This relentless branding is nothing new for major sporting events, but it has provoked outrage in Los Angeles, where protests during the tournament took aim at FIFA's corporate partners, saying they betrayed the city's values.

At a demonstration in downtown L.A. last week, advocates rallied against a number of high-profile sponsors of the tournament, including Home Depot, the official "home improvement retailer" for the 2026 World Cup.

Its signature orange branding has been splashed across tournament activations this summer, but in the L.A. area its parking lots have been the sites of high profile immigration raids. Last summer in Monrovia, a man was killed fleeing ICE activity in a Home Depot parking lot after he ran onto a freeway and was hit by a car. In another incident, federal agents jumped out of a Penske moving van at the Westlake Home Depot and detained 16 people.

" Their parking lots have been turned into hunting grounds," said Miriam Arghandiwal, an organizer with the Boycott Home Depot Coalition.

" FIFA has been intentional in allowing the people's game to become the billionaire's game, and there's no better example of this than its choice in sponsors," she said at the protest.

The group also railed against FIFA partners Hyundai and Kia, citing a 2022 report that suppliers of Hyundai and Kia had used child labor in its Alabama factories. LAist has reached out to Home Depot and the Hyundai Motor Group, which also owns Kia, for comment.

Demonstrators said they wanted FIFA to make corporate accountability a metric of accepting a sponsor.

" We know mega-events like the World Cup can only happen with the support of host communities, local infrastructure and resources, with the workers throughout various supply chains that make these events possible," said Valerie Lizárraga with the nonprofit Jobs to Move America.

The group was also gathered to demand action from the Los Angeles Sports and Entertainment Commission, which runs the L.A. World Cup Host Committee. Demonstrators said they were dissatisfied with the committee's guidance on human rights for the World Cup.

A spokesperson for that commission deferred to FIFA for comment on corporate sponsorships. FIFA did not respond to LAist's request.

Last week, a small group of climate activists also demonstrated outside SoFi Stadium against Saudi energy company Aramco, another major FIFA partner. They were calling on FIFA to drop the fossil fuel giant as a sponsor.

The World Cup is wrapped up in Los Angeles after Friday's quarterfinal match between Spain and Belgium. But advocates rallying in L.A. say they are looking toward the future.

" Things like the World Cup [and] the Olympics are events that are fueled by people," said Father Thomas Carey, a member of Clergy and Laity United for Economic Justice. "The question is, do we hold them to account to take care of and protect the people who work for them and the people who attend their games?"

Next year, Los Angeles will host the 2027 Super Bowl. And the year after that will be the Olympics.

The Trump administration is abandoning its most aggressive attempt to end gender-affirming care for youth nationally, according to an official document obtained by NPR.

The document shows that the Department of Health and Human Services will not be finalizing a proposed rule that would have blocked all Medicaid and Medicare funding for hospitals that provide pediatric gender-affirming care.

The Centers for Medicare and Medicaid Services told NPR in a statement: "CMS does not comment on future rulemaking or speculate on potential actions. The Trump Administration rejects ideologically driven surgical interventions on vulnerable children."

(Surgery is very rare among transgender people under age 18, and the rule applied to all gender-affirming care, which is mainly therapy and medications for children.)

A "victory" for trans rights, but not a "retreat" by HHS

The fact that the Trump administration is backing off from this action is "a victory for people who are defending the rights and interests of trans people," says Sam Bagenstos, a professor at Michigan Law who served as general counsel at HHS under the Biden administration. "But I don't think it indicates a more general retreat from the aggressive posture of the Trump administration."

Bagenstos notes that this type of leverage — a "conditions of participation" rule for the Medicare and Medicaid program — has historically been used by HHS to compel states and hospitals to meet basic health and safety standards. Things like "making sure that you have stockpiles of certain kinds of equipment, making sure that you have certain kinds of emergency protocols, making sure that you have certain staffing ratios," he explains.

The proposed rule was unprecedented, Bagenstos says, because it instead would have prohibited certain kinds of treatments for a certain population. He says it seemed unlawful in a variety of ways. For one, "it violates the Medicare Act, which says that Medicare and Medicaid can't be used to control the practice of medicine within the state — states get to regulate the practice of medicine," Bagenstos says.

Medical groups opposed the change

Normally, HHS would propose a rule, accept public comment for 60 days, and then finalize the rule so that it could take effect. In this case, after proposing the rule in December and receiving more than 30,000 comments, the administration is abandoning the rule. At least in the next year, it will not be finalized and will not take effect.

The American Medical Association and the Children's Hospital Association both submitted comments urging the agency to rescind or withdraw the proposed rule. Major U.S. medical groups say that puberty blockers and sex hormones are safe and can be effective for transgender young people.

Even so, gender-affirming care for youth is banned in 27 states after a flurry of laws passed over the last several years. In the remaining 23 states, many hospital clinics that offer gender-affirming care have continued to operate, while others have shuttered in the past year citing pressure from the Trump administration.

That pressure has come in the form of this proposed rule, another rule that would bar federal Medicaid reimbursement for transgender pediatric patients, and a declaration from Health Secretary Robert F. Kennedy Jr. that aimed to redefine the standard of care. (Interestingly, the press release issued when those actions were unveiled in December is now missing from the HHS website, as is the Kennedy declaration document.)

The Medicaid rule is currently in the final stage of review and appears to be on track to take effect in the coming weeks. A coalition of Democratic-led states sued over the so-called Kennedy declaration and succeeded in blocking it in federal court in Oregon. The Trump administration has not appealed that decision so far.

Protesters who are against gender-affirming care for young people gathered outside Boston Children's Hospital in September 2022.

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At the same time, the Department of Justice has issued administrative and criminal subpoenas to hospitals seeking full personal medical files for transgender youth and employment files for their medical providers, although many of those attempts have been blocked in court so far. The Trump administration has also reached settlements with hospitals in Texas and Ohio that involved establishing "detransition" clinics.

And last month, when the Supreme Court allowed states to bar young transgender girls from sports, the White House issued a press release saying that the decision "Bolsters President Trump's Push to Eliminate Transgender Insanity." The release listed actions targeting transgender people across the federal government, from passport markers to military service to research funding.

Will hospitals that ended care for trans youth restart it?

While the Trump administration does not appear to be backing down from anti-transgender actions broadly, its decision not to finalize its most aggressive healthcare rule is significant, says Katie Keith, director of the Health Policy and the Law Initiative at Georgetown University who also worked in the Biden administration. Those other efforts are not nearly as durable as a finalized rule that takes effect, she notes.

The decision of the Trump administration not to finalize this rule "should give hospitals more confidence to either resume or continue offering the care," she says. Because the rule was never in effect, "I would argue that they should have been doing this all along anyway."

Kellan Baker agrees. He's a senior adviser for health policy at the Movement Advancement Project think tank, which focuses on LGBTQ issues. "This administration may have checked itself in one of the most extreme expressions of its agenda and I think people should take solace in that," he says. "But at the same time, this administration is continuing to show that its ultimate goal is eliminating healthcare for trans people and that it is apparently prepared to use almost any means necessary to do so."

The Medicare and Medicaid rule could theoretically be revived at some point, since it has not been formally withdrawn. An entry in the Trump administration's recent unified agenda sets a final action date for the proposed rule as December 2028, just before President Trump leaves office.

Copyright 2026 NPR

Gov. Gavin Newsom has signed a new law that expands the state's mobile ID program to 60% of licensed drivers, his office announced Monday.

For the last few years, participating residents have been able to use the state-issued mobile app and store their IDs in certain phone wallets as part of a pilot program.

Where you can use it

The program works for driver's licenses and state IDs.

The mobile version is mainly valid at airport security, but use is expected to expand in the future.

TSA accepts the California DMV Wallet App, as well as Apple, Google or Samsung wallets. A small number of stores accept them for age-restricted purchases.

One big caveat: Mobile IDs are not accepted by law enforcement or most state government agencies.

That means you should still keep your physical ID or license with you, especially if you're driving. You can find a full list of accepted places on the DMV's website.

How you can apply

Access to the program was previously capped to 4.2 million drivers — now that's quadrupled to over 16 million.

You can join the pilot by downloading the CA DMV Wallet app from your phone's app store and logging into your MyDMV account.

You'll need to provide your driver's license or ID card information. The app will prompt you to scan your card, and you'll have to refresh the mobile ID every 30 days.

More than 3.5 million Californians have joined so far.