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.

As federal officials suspend funding to L.A.’s main homelessness agency — citing mismanagement — a recent audit found the agency did not spend tens of millions of dollars allocated to it.

The audit found the L.A. Homeless Services Authority (LAHSA) underspent its overall budget by $108 million in the last fiscal year ending in June 2025, mainly because of “program delays.” The year before, the underspend was nearly $150 million. Some of it was carried forward to future years, auditors wrote.

Specifically to federal dollars, the audit shows LAHSA spent at least $7 million less than it had budgeted last fiscal year. LAHSA had budgeted $61.5 million in such dollars. It spent only about $49 million to $54.4 million, per the audit.

Underspending at LAHSA was called out more than four years ago, in a January 2022 audit that found the agency left $3.5 million in federal grants on the table by not using them.

A spokesperson for LAHSA has not responded to a request for comment.

LAHSA is governed by a 10-member commission that is half appointed by L.A. Mayor Karen Bass, and half appointed by each of the five county supervisors. Bass has served on the commission since she appointed herself to it in fall 2023.

Bass’ office said in a statement that the mayor “has grave concerns about LAHSA and zero tolerance for mismanagement and negligence.” The federal money suspension puts lives and progress on homelessness at risk, the statement added.

The mayor’s office statement says the mayor “previously directed the city to evaluate how to move away from the agency.”

When the City Council considered in March whether to withdraw the city’s funds from LAHSA and instead have the city directly oversee the dollars, Bass cautioned that the city first would need “a serious, thoughtful transition plan,” adding that “the last thing we need is a new department and more bureaucracy.”

Spokespeople for the county supervisors have not returned messages for comment on the underspending.

City of L.A. also underspends

The city of L.A. also has been underspending its homelessness budget — to the tune of $513 million in Bass’ first full fiscal year as mayor that ended June 2024, according to an analysis later that year by City Controller Kenneth Mejia’s office.

Federal officials cited that in their letter Thursday as one of many reasons for their suspension of funds to LAHSA. The letter incorrectly attributed the full underspend to LAHSA. The findings were instead about the city’s overall homelessness spending, a portion of which goes to LAHSA.

Spokespeople for HUD have not responded to an emailed request about the inaccuracy.

A controller’s analysis for the following fiscal year, ending June 2025, found the city again underspent its homelessness budget, by at least $473 million.

“Breaking City Hall from its decades old dysfunctional system is how we finally brought homelessness down by 17%,” Bass said in a statement at the time. “I’m glad to support the controller’s recommendations to further reform the status quo.”

Other problems found in audit

The federally required audit, known as a single audit, must be done each year by an accounting firm hired by LAHSA.

The latest one, finalized last month and covering the fiscal year that ended last June, found failures surrounding poor bookkeeping and accounting of taxpayer money at the agency — which spent over $800 million in public funds last fiscal year.

The agency’s financial statements initially included “significant” inaccurate amounts that needed to be adjusted late in the audit process, the auditors found.

It found the inaccuracies stemmed from a "significant deficiency” in LAHSA’s “internal controls,” which are supposed to safeguard against financial inaccuracies and fraud.

Vacant tax-funded apartments

LAist reported Thursday that LAHSA has been using tax dollars to pay for more than 250 empty apartments as part of an initiative Mayor Karen Bass introduced years ago to make housing readily available to unhoused people. That’s just over a third of the units in the strategy, known as master leasing, according to an LAist review of official data.

The vacancies have been tying up tax dollars — largely overseen by the county — that could house hundreds of people in other approaches, according to official financial data.

Other funds leaving LAHSA

In response to previous audits that found major problems with LAHSA’s oversight of tax dollars, county supervisors decided last spring to withdraw all of the county’s $300 million-plus in annual funding of services through LAHSA and instead have the county directly manage it starting July 1.

Problems identified in the latest audit reiterate why the county pulled its funding, Supervisor Kathryn Barger said in a statement Monday.

The city is considering moving in a similar direction as the county. A key City Council panel — its homelessness committee — recently recommended the full council start shifting city homelessness funding out of LAHSA over the course of the next fiscal year. Bass urged caution, saying moving too quickly to shift funding could disrupt services for unhoused people.

LAHSA has long functioned as the L.A.’s homeless services department, with over $300 million in city money expected to flow through LAHSA this fiscal year.

A cookie business with well over a dozen flavors ranging from Mexican hot chocolate to mango sticky rice? How very L.A.! Lei’d Cookies started as a pandemic pop-up. Nowadays, you'll find them in the Culver City Arts District.

About the owner

Baker and owner Leilani Terris posing, holding two cookies from Lei’d Cookies.

(

Courtesy Leilani Terris

)

Co-owner Leilani Terris originally thought she'd become a physical therapist. After applying to school, she took a gap year, taught herself to bake and connected with co-owner James Lewis to start their cookie business.

Terris sat down with Austin Cross, who hosts AirTalk every Friday, to explain how their cookies take customers on a bite-sized journey to other countries.

What's the best way to experience Lei'd Cookies?

Add ice cream to a warm cookie at their Culver City shop. If you want a more communal experience, take a trip with a group of friends to Smorgasburg L.A., which takes place every Sunday in downtown L.A.

Known for international flavors

Terris wants customers to get a taste of other cultures. Lei'd Cookies has put a spin on ghriba, a type of shortbread cookie from Morocco, and spicy Mexican hot chocolate.

Bakery details

• Although Terris didn't start with professional culinary experience, her co-owner, James Lewis, worked in restaurant management for years prior to opening.
• They joined Smorgasburg L.A.'s list of vendors in 2021.
• Lei'd Cookies opened its brick-and-mortar in Culver City in 2023.

Cookies we tried

• Orange Date Blossom Cookie (Ghriba inspired and includes apricot jam and walnuts)
• Mayan (cinnamon, cayenne, and chocolate from Tabasco, Mexico)
• Mango Sticky Rice
• Guava and Goat Cheese (their best-seller)

What should we try next?

Southern Californians could face floods and fires this year.

A hot, dry winter has led to fires already, and experts said Friday at a news conference in Los Angeles that that is projected to continue.

Different from previous wildfire seasons, though, experts are also closely watching El Niño, a powerful weather pattern that causes changes in winds and ocean temperatures.

“California is faced with multiple disasters, whether it be fires, floods, hazardous material incidents,” said Brian Marshall, fire and rescue chief with the California Office of Emergency Services. Marshall said the El Niño “could impact fires and could impact flooding across the state.”

The National Weather Service is predicting a 63% chance of a “very strong” El Niño from November to January. It could be one of the most powerful since 1950, according to the weather service’s Climate Prediction Center.

Heavy El Niño storms could trigger flash flooding and debris flows in wildfire burn scar areas.

The effects of the rapidly developing El Niño on this year’s wildfire season remain uncertain, and experts urged residents to stay vigilant.

“Even very strong El Niño events do not lead to the expected impact everywhere,” according to the Climate Prediction Center.

William Deverell, director of the Huntington-USC Institute on California and the West, said more rain can also increase plant growth, which can eventually dry out and create more fuel for fires.

Robert Garcia, fire chief in the Angeles National Forest, said the recent Burro Fire provided “some indicators of what may be ahead” as vegetation starts to dry. The Burro Fire charred 30 acres and burned for about a week in May in the San Gabriel Mountains north of Glendora.

What you can do to stay safe

Fire officials advised people to create defensible space around their homes by clearing it of dry vegetation and other flammable materials.

Pre-fire conditions, including the abundance of dry vegetation, were “dominant drivers” of burn severity in the Eaton, Palisades and Hughes fires in January 2025, according to a new study led by San Diego State University in collaboration with NASA Jet Propulsion Laboratory researchers.

“Regions like Los Angeles … have a lot of human populations who are living closer to these environments that are susceptible to wildfires,” said Madeleine Pascolini-Campbell, a scientist at JPL and a co-author of the study.

Beyond fire prevention, defensible space also helps firefighters enter properties to extinguish flames.

“Wind-driven, ember-casting wildfires moving through a community without defensible space makes it very difficult for us to be able to combat those fires,” Los Angeles Fire Chief Jaime E. Moore said at the news conference. “It makes it unsafe for our firefighters and those that are working hard to protect your home.”

Los Angeles Unified has renamed two campuses previously named for Cesar Chavez. The move follows a New York Times investigation that found the famed labor leader sexually abused girls and women.

The board voted to rename the schools Friday following town hall meetings and a vote among staff, students and parents at each campus.

Cesar Chavez Learning Academies in San Fernando is now Arroyo High School, and Cesar Chavez Elementary School is now Oakland Street Elementary School.

How did the change come together?

A March New York Times investigation found survivors of Chavez’s abuse included United Farm Workers co-founder Dolores Huerta. The LAUSD Board voted unanimously a week later to begin a renaming process for the two campuses after a consultation with the schools’ communities.

With one exception, none of the other prospective names were associated with specific people.

Arroyo High School

Previously called: Cesar E. Chavez Learning Academy

Other names considered:

• Valley High School
• Rudy Acuña High School (Rodolfo "Rudy" Acuña is a Chicano studies scholar who died earlier this year at age 93.)

The vote: Arroyo High earned 557 of 1,063 votes, and was the most popular choice among each of students, parents and staff. It’s based on the street where the school is located. (“Arroyo” is Spanish for “creek.”)

Oakland Street Elementary School

Previously called: Cesar Chavez Elementary School

Other names considered: 

• Eagles Elementary
• Arroyo Elementary

The vote: Oakland Street Elementary received 211 out of 314 votes, and was the favorite among each of students, parents and staff.

What's next?

The district has designated $209,000 for renovations associated with the name changes, including changing signs and marquees.

The single largest cost is refurbishing the high school’s hardwood gym floor, which will cost an estimated $120,000. Other significant costs include removing and replacing metal lettering on the front of the high school for $25,000, as well as removing and replacing crash pads and banners in the gym for $30,000.

Have other thoughts on school names?

Senior editor Ross Brenneman contributed to this story.