California AB 2054 Expands Paid Family Leave for Military Families by 2028

California’s AB 2054 widens the military duty that can qualify an eligible worker for state Paid Family Leave (PFL) to include training, domestic deployments and, for National Guard and Reserve members, state active-duty orders. It was signed on September 28, 2026, and starts by July 1, 2028 at the latest. It matters to any California employer whose employees have a spouse, registered domestic partner, child or parent in the military.

What changes for military families?

PFL Military Assist pays a worker who takes time off for certain needs created by a family member’s military service. Today, EDD describes it as support for a family member in the US armed forces “who is deploying to a foreign country.” Current law covers regular Armed Forces members deployed to a foreign country, and National Guard and Reserve members deployed to a foreign country under a federal call or order.

AB 2054 removes the foreign-country limit. The Legislative Counsel’s digest says the bill expands covered active duty to “additionally include duty during training, deployment other than deployment to a foreign country,” and, for Reserve and National Guard members, a call or order to state active duty.

Which family members count. For military claims, EDD lists the eligible family members as a spouse, registered domestic partner, child or parent.

What the time off can be for. The benefit still covers only certain needs tied to the service, not every absence while the family member serves. EDD’s examples include finding childcare or elder care while the family member is away, helping with legal or financial matters, going to counseling, and going to military ceremonies or events. Other activities tied to the service can also qualify, but only if you and the employee agree they do and agree on the timing and length of the leave. The Assembly Insurance Committee’s analysis says the set of qualifying needs “does not change under this bill”; what changes is the duty that can trigger them. One need stays tied to overseas service: time with the service member on rest and recuperation leave during a deployment in a foreign country, for up to 15 days.

The benefit length is not part of the change: if eligible, a worker may receive PFL payments for up to 8 weeks in a 12-month period, according to EDD.

When does it start?

The expansion begins by July 1, 2028, and could begin sooner if EDD finishes the specified claims system change first. EDD’s Paid Family Leave pages are the place to watch for the date.

Who pays, and is the job protected?

Under the state plan, EDD pays PFL benefits, and EDD says they are funded through State Disability Insurance (SDI) contributions withheld from employees’ paychecks, usually shown as “CASDI” on the paystub. To qualify, a worker must have earned at least $300 in their base period with SDI withheld, be unable to do their regular work, have lost wages, and be working or looking for work when the leave begins. If you use an approved voluntary plan instead of the state plan, coordinate the change with your plan administrator: EDD requires voluntary plans to match any increase to SDI benefits that results from legislation or approved regulation.

PFL is wage replacement, not job protection. EDD says PFL itself does not protect an employee’s job. A separate law, such as the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA), may provide job-protected leave depending on the employee, the employer and the reason for the absence. AB 2054 amends California’s PFL rules, so analyze job protection separately rather than assuming PFL eligibility creates a right to protected leave. CFRA generally applies to employers with five or more employees and has its own employee eligibility requirements. Keep the records our note on FMLA recordkeeping describes.

Employers still have a role in how this change is communicated. EDD tells workers to talk to their employer about what qualifies, so the answer HR or a manager gives can shape whether they file. If your guidance only mentions overseas deployment, it will be out of date once the change takes effect.

What should California employers do now?

EDD says employers must collect employee payroll contributions and send them to EDD, provide employees with information about benefit programs, and respond to employee claims for PFL benefits. The work now is making sure the information you give is right on the day the change starts.

If you work with a PEO, agree now on who updates the leave guidance and when.

California has also expanded who counts as family under other leave laws. See how the state expanded the definition of family member under paid sick leave.

Primary sources: California Legislative Information, AB 2054 (Chapter 729, Statutes of 2026); Assembly Committee on Insurance, AB 2054 analysis; Governor of California, Governor Newsom signs legislation supporting veterans, servicemembers; EDD, Paid Family Leave for military family members; EDD, Paid Family Leave overview; EDD, Am I eligible for PFL benefits; EDD, Paid Family Leave for employers; EDD, Voluntary Plans for employers; California Government Code Section 12945.2 (CFRA). Last reviewed October 6, 2026.

Keep your California leave guidance current

We track California leave and benefits changes and help keep handbooks and manager guidance up to date. Talk to us about your California team.

Talk to our team See how we help