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.

A new analysis of alerts sent during the Eaton Fire found “no failure” by emergency officials to issue timely evacuation orders to areas west of Lake Avenue in Altadena.

The timing of alerts to neighborhoods west of Lake, where all but one of 19 deaths in that fire occurred, has been under scrutiny since the January 2025 fire.

The independent report by Citygate Associates was commissioned by the L.A. County Fire Department at the start of this year and was released Monday.

Its conclusions are similar to those of after-action reports from other firms — that officials did the best they could amid unprecedented fire conditions and strained resources.

“While the report provides an honest account of our operations, we recognize that no investigation can truly capture the horror and tragedy residents endured,” said L.A. County Fire Chief Anthony Marrone in a prepared statement. “My focus is to ensure that the lessons learned from the Eaton and Palisades fires are turned into lasting changes that will better protect our residents and neighborhoods into the future.”

Altadena resident Zaire Calvin — whose sister died in the fire and whose own home burned down — said the report feels like another “slap in the face.” He said he wanted to see details on any mistakes that may have been made. But reading the report, he felt blame was once again largely placed on unprecedented fire conditions.

“A  community that's already down, a community that's fighting for their lives, a community that's fighting all of the people trying to take property from them — at some point you just want accountability,” Calvin said.

L.A. County Supervisor Kathryn Barger, who represents Altadena, said in a prepared statement that the “investigation should not be interpreted as dismissing the experiences of residents. Public trust requires both accountability and a willingness to learn from every aspect of a disaster response.”

Citygate Associates, which produced an after-action report on the 2018 Woolsey Fire, used interviews, operational records, dispatch records and internal communications to analyze decisionmaking between 9 p.m. on Jan. 7, 2025, and 6 a.m. the following day.

Some of the main findings include the following:

• With aircraft grounded by  high winds, “Incident Command was forced to fight a fire while blind to its movements.” 
• Evacuation decisions were not based on “race, age or socioeconomics.” 
• “Evacuation planners who created the evacuation zone areas well before the fire tried to use, where possible, major north/south and east/west streets. … Thus, Lake Avenue was a natural, very long street that could be utilized as an anchor for creating evacuation zones.” 
• Other fire timeline reviews cite reports of fire moving westward between 11 p.m. and just before midnight, but Citygate staffers write that strained resources were focused on the eastern front of the fire at that time, which was the direction the fire was initially spreading, and that “fire progression maps … do not show the the Eaton Fire directly impacting western neighborhoods at that time.” 
• The fire initially spread westward more slowly, and did not escalate significantly until early in the morning on Jan. 8.
• Reports of fires before 1 a.m. west of Lake Avenue were likely a result of downed power lines.
• By 2 a.m., radio reports indicated embers were being cast deeper into Altadena. 
• Discussions to expand evacuation orders west started at 2:18 a.m., with evacuation orders being sent to residents west of Lake by 3:25 a.m. 
• The main fire front crossed west of Lake Avenue by about 5:15 a.m. 

Find the full report here. 

Huntington Beach must pay $50,000 for each month it continues to fail to comply with the state’s mandate to zone for more housing, according to a recent court ruling. For several years now, the city has been waging a court battle against the state's order to make way for 40,000 new homes.

The judge ruled that the city should be penalized $10,000 per month going back to January 2025, and then fined $50,000 per month, starting next month, until the city gets a compliant housing element approved.

The backstory

State law requires California cities and counties to plan for enough housing to meet the expected demand over an eight-year time period, including for low-income housing. Huntington Beach, citing its independence as a charter city, has fought its most recent housing allocation all the way up to the U.S. Supreme Court, which declined to review the case last year.

Does the state require cities to actually build that many homes?

No. Cities are not required to actually build housing, but rather to make sure their zoning and land use codes accommodate the amount of housing assigned to them through what’s known as the Regional Housing Needs Assessment (RHNA).

What does the city say?

In a statement, Casey McKeon, the city’s mayor, said the city “strongly opposes these penalties and will continue fighting for the rights of our residents and for the principle of local control against ongoing efforts by the Attorney General to centralize land use authority in Sacramento.”

Is Huntington Beach an outlier?

Yes. Huntington Beach is an outlier in its aggressive fight against the state housing mandates. More than 90% of California’s 539 jurisdictions are in compliance with the state requirement to plan for the amount of housing assigned to them through the latest RHNA cycle.

What’s next?

The city recently posted draft revisions to its housing plan — for the first time since 2021. That’s significant because the city’s efforts to come into state compliance have been paused for years.

One complication with compliance: Huntington Beach residents voted to require any major changes to the city’s zoning, including its state-mandated housing plan, to be put up for a public vote. That could mean more delays in coming into state compliance, and consequently, more fines, at a time when the city is facing a budget crunch.

During a press conference following a shooting at the San Diego Islamic Center, San Diego Police Department Chief Scott Wahl confirmed three adult victims at the center and the two suspects are dead.

Police said the suspects were found dead in the vehicle nearby. They were 17 and 19 years old. The motivation behind the shooting is unknown at this time.

Wahl said in 28 years, this is the most dynamic and impressive response he's seen in policing with help coming from agencies all over the county.

Imam of the Islamic Center of San Diego Taha Hassane said the center stands in solidarity "with all of the families in our community here and all the mosques and places of worship" in San Diego.

"This is something that we never expected, and I would also like to thank all the people who contacted us from all over the country and overseas to offer their condolences."

San Diego Mayor Todd Gloria was also present at the news conference.

"We will do anything it takes to make sure you feel safe in this city," Gloria said.

In a statement, the Council on American-Islamic Relations-San Diego Executive Director Tazheen Nizam said:

“We strongly condemn this horrifying act of violence at the Islamic Center of San Diego. Our thoughts are with everyone impacted by this attack. No one should ever fear for their safety while attending prayers or studying at an elementary school. We are working to learn more about this incident and we encourage everyone to keep this community in your prayers."

The active shooter situation was reported at 11:43 a.m. at ICSD in the 7000 block of Eckstrom Avenue in Clairemont, according to SDPD.

The department is asking people to avoid the area.

A reunification location for those impacted by the incident has been established at 4125 Hathaway Street.

According to our news partner ABC 10News, authorities shut down northbound and southbound Interstate 805 at Balboa Avenue due to the law enforcement activity.

The San Diego Unified School District confirmed several campuses were placed on lock down. SDUSD spokesperson James Canning said lockdowns are gradually being lifted but schools closest to the Islamic Center will be the last to have their lockdowns lifted.

The Islamic Center is the largest mosque in San Diego County. The center holds five daily prayers.

In California’s upcoming June primary election, you’ll have the opportunity to cast your ballot for any of the candidates for governor, regardless of which party you’re registered with. The top two vote-getters advance to the general election.

Known as a “jungle primary,” this system is different from how most states handle their primary elections.

This year, Democrats raised the alarm that two Republican gubernatorial candidates may move to the general election, locking out Democrats despite outnumbering Republican registered voters almost two to one. That’s because the crowded field of Democratic candidates threatens to split the party’s vote. Until recently, multiple polls have shown the two Republicans, former Fox News host Steve Hilton and Riverside County Sheriff Chad Bianco, polling at the top of the race.

Driven in part by these concerns, critics of the top-two primary have now filed a ballot initiative that would repeal this system and return California to party-based primaries, potentially as early as 2030.

But how does this top-two arrangement work? Why does California do things this way? And what are the chances of voters choosing between two GOP candidates for governor in November?

How does California’s top-two primary system work?

In a traditional closed primary, such as in presidential races, voters can only choose among candidates from their own party: That is, say, registered Democrats could only vote for Democratic candidates.

But in a top-two primary, all candidates from all parties appear on a single ballot open to any registered voter. The two candidates with the most votes in that primary then move on to the general election, even if they’re from the same party.

Kim Alexander, president and founder of the California Voter Foundation, said this is an even bigger concern for third parties in the state.

“One of the unfortunate byproducts” of California’s jungle primary system, Alexander said, is how “it’s really shut out a lot of minor parties from the general election and they run the risk of being kicked off the ballot altogether.”

“Because if you don’t have candidates appearing on ballots at a certain pace, then you can’t remain an official party,” she said.

Does this really mean Californians might not get a Republican vs. Democrat race for governor in November?

That’s correct: Under the top-two primary system, the November contest could be an intraparty fight.

That scenario has worried many California Democrats. With seven top Democrats crowding the field, there’s a risk of fracturing their party’s vote. Meanwhile, if enough Republican voters back both Hilton and Bianco to push them both into the top two, California could be locked into an all-Republican general election for governor.

Steve Hilton, Republican gubernatorial candidate for California, left, and Tom Steyer, Democratic gubernatorial candidate for California, fist-bump prior to a gubernatorial debate at KRON Studios in San Francisco, California, on April 22, 2026. California will hold its primary election on June 2, where the top two finishers advance to the general election in November regardless of party affiliation. (Jason Henry/Nexstar via Bloomberg)In March, state Democratic Party Chair Rusty Hicks urged politicians in his party to take a hard look at the viability of their campaigns and drop out before the filing deadline.

“California’s leadership on the world stage is significantly harder if a Democrat is not elected as our next Governor,” Hicks wrote in an open letter.

None of the contenders heeded his plea.

However, the likelihood of Republicans shutting Democrats out of the November election has decreased since President Donald Trump endorsed Hilton in April. A clear front-runner could unify Republican voters behind Hilton and open the door for a Democrat to claim the second spot in the runoff.

Plus, the most recent Emerson poll now shows former Health and Human Services Secretary Xavier Becerra in the lead with 19% of likely voters for the first time in the race. Hilton and Democrat Tom Steyer are tied for second with 17%.

Becerra’s surge came after former East Bay Rep. Eric Swalwell — who was regarded as a front-runner for the gubernatorial primary — exited the race last month amid sexual assault and misconduct allegations.

Why does California have this top-two system?

Historically, California required a two-thirds vote in the Legislature to pass the state budget instead of a simple majority vote.

In 2009, Democrats needed to court Republican votes to pass the state budget. Then-state Sen. Abel Maldonado, a Republican, agreed to vote yes — but only if the Legislature put a measure on the ballot to create the top-two primary system.

Voters approved that measure, Proposition 14, in 2010, amending the state constitution.

Then-Gov. Arnold Schwarzenegger backed the measure as a way to transform state politics, forcing candidates to appeal to voters across party lines and ultimately boost more moderate politicians.

“He liked to talk about living in a post-partisan political climate,” Alexander said. “He liked the idea of candidates having to appeal to more voters than just voters of their own party, and to face competition.”

The system was also designed to give more influence to California’s no party preference voters, who make up 23% of registered voters in the state, just behind Republicans at 25%.

Which political offices in California are decided using this system?

The top-two primary applies to “voter-nominated” offices: governor and other statewide positions like lieutenant governor, attorney general, secretary of state, state treasurer, state controller, insurance commissioner and state board of equalization members.

It also covers state Senate and Assembly seats and U.S. congressional offices.

The jungle primary system does not apply to presidential elections, local and nonpartisan offices such as city council, school boards, judges, district attorneys or the superintendent of public instruction.

Which other states use this system?

Washington state was the first to adopt a top-two primary for congressional and state-level elections in 2004, but not for governor.

Unlike California, Washington allows write-in candidates in the general election — a safety valve for scenarios where one party is locked out.

A handful of other states use variations of the system. Nebraska’s legislature is nonpartisan, so it uses a top-two primary for state legislative races.

Louisiana uses a majority-vote system for statewide executive offices, state legislative seats and local offices. If a candidate receives a majority of the vote in the primary, they win outright. If not, there is a second round of voting with the top two vote-getters in November.

Alaska adopted a top-four primary in 2020 for state executive, state legislative and congressional races. An effort to repeal the state’s top-four primaries was narrowly defeated by voters in 2024 but will be on the ballot again this year.

If I’m a ‘no party preference’ voter, can I even vote in the California primary?

Yes: Any registered voter, including those with no party preference, can vote for any candidate in voter-nominated races like the governor’s contest.

The top-two primary system draws no distinction based on a voter’s party registration.

Are there any efforts to get rid of California’s jungle primary?

Driven in part by concerns that Democrats could be locked out of this year’s governor’s race, a new ballot initiative seeks to repeal California’s top-two primary system.

Democratic strategist Steven Maviglio filed the initiative, called “Undo the Top Two,” with the attorney general on May 8.
He called the jungle primary a “failed experiment.”

“The prospect of having to vote for a candidate who’s not from your party in November has really woken up a lot of voters in the state about the dangers of the top-two primary,” Maviglio said. “The chance that a Democrat would have to choose between Chad Bianco or Steve Hilton is sending a chill up the spine of a lot of Democrats.”

However, even if successful, Maviglio’s initiative won’t impact the 2026 election — since he hopes to place the measure on the 2028 ballot, with any changes taking effect no earlier than the 2030 elections.