What are the notice and documentation requirements to take leave under the California Family Rights Act (CFRA)?

To take leave under the California Family Rights Act (CFRA), you must give your employer reasonable advance notice and, if requested, provide a certification from a healthcare provider or other appropriate documentation. Here are the steps to follow: Step 1: Give Notice to Your Employer If your need for leave is foreseeable (like a planned surgery or baby bonding), you must give your employer at least 30 days' advance notice. If the leave is unforeseeable (like a sudden medical emergency), you must provide notice as soon as practicable, which typically means within one or two business days. Your notice can be verbal or written and should state the reason for the leave (e.g., for your own serious health condition) and its expected timing and duration. You do not need to use the words "CFRA leave." Step 2: Await Your Employer's Response After you give notice, your employer has five business days to respond and inform you if they require a formal certification to support your leave request. They should provide you with a form to be completed by a healthcare provider. Step 3: Obtain a Medical Certification If your leave is for your own serious health condition or to care for a family member, you must obtain a certification from a healthcare provider. The certification should state the date the condition began, its probable duration, and a statement that you are either unable to perform your job functions or that your family member requires your care. The employer cannot ask for the specific medical diagnosis. Step 4: Submit Your Documentation on Time You must provide the completed certification to your employer within 15 calendar days of their request. For baby bonding leave, you may be asked to provide proof of the relationship, such as a birth certificate or adoption order, instead of a medical certification. Important considerations: If the certification you submit is incomplete or insufficient, your employer must notify you in writing what is missing and give you at least seven calendar days to provide the additional information. For ongoing leaves, your employer may ask for recertification, but generally not more than every 30 days. Note: Failure to provide timely notice or the required certification can result in the delay or denial of your CFRA leave. Always keep copies of all documents you submit to your employer. This is general information and does not constitute legal advice. For complex situations, or if your employer denies your request, consult with a qualified California attorney.