You’re not alone — I get this question all the time.
After guiding over 3,000 women across California through their maternity leave journey, I’ve seen firsthand that this is one of the most common (and confusing) parts of maternity leave planning.

You might be wondering: Doesn’t the Family Medical Leave Act in California mean you’re covered and protected while you take time off?

Let’s have an honest conversation about maternity leave — in plain English. You won’t find dense legal jargon here. Instead, I’m here to walk you through what the law actually covers, where the gaps exist, and why so many expectant mothers get caught off guard and find themselves unprepared when it comes time to take leave.

If you’re pregnant or planning for a baby — and working in California — there’s likely one phrase you’ve been counting on for peace of mind:

“I’m covered under the Family Medical Leave Act.”

But here’s the reality that far too many women discover when it’s already too late:

👉 The Family Medical Leave Act in California doesn’t guarantee paid leave.
👉 It doesn’t guarantee you can keep your job.
👉 And it might not apply to your circumstances.

Let’s break it down and see what this really means for you.

What the Family Medical Leave Act Actually Covers

The FMLA is a federal law designed to protect your job for up to 12 weeks of unpaid leave for medical or family reasons, including time to care for a new baby. Sounds good, right?

But there are major conditions attached.

To qualify for FMLA protection, you must:

• Have worked for your employer for at least 12 months
• Have clocked 1,250 hours in the past year
• Be employed at a company with 50+ employees within a 75-mile radius.
  
  

If you don’t meet all 3 criteria, you're likely not covered.

And here’s the kicker: even if you do qualify, your time off under the Family Medical Leave Act in California is still unpaid—unless you understand how to correctly combine it with California’s state benefits programs like SDI (State Disability Insurance) or PFL (Paid Family Leave). In California, our State laws that govern how much time off you have actually offer more time off than FMLA and give you up to 7 months of time off to be home bonding and caring for your baby.

Unfortunately, most employees don’t have a clear roadmap for how those puzzle pieces fit together — and that’s where the system often breaks down.

Why This Matters Way More Than You Think

If you’re assuming:

“HR will walk me through it...”
“FMLA automatically means I’ll get paid...”
“I can just figure this out later...”

Think again.

Misunderstanding The Family Medical Leave Act in California — and assuming it covers everything, can leave you with:

• Receiving less time off than you’re entitled to
• Going without pay when you expected income
• A stressful return to work — or, in worst cases, job loss
  
  

This isn’t an uncommon scenario. It happens every single day in workplaces across California, affecting employees in every sector— from healthcare to technology to education.

These situations don’t occur because women don’t care or aren’t making an effort. They happen because the system is:

• Overly complicated
• Full of legal jargon
• Scattered across state and employer policies
• Rarely explained comprehensively by HR
  
  

Even the U.S. Department of Labor acknowledges that navigating these laws can be challenging.

Real Talk: Most HR Teams Get It Wrong

Even if your HR department has good intentions, that doesn’t mean they’ll give you the full picture. Many times, they simply don’t know all the ins and outs of California’s specific programs — or understand how to make sure everything is filed correctly and on time. We get inquiries all the time from companies asking us to provide training for HR team members who only see a maternity leave once in a blue moon or administer their benefits because they aren’t sure how much time off to authorize. 

Your company may even have a “third-party benefits administrator” who handles the benefits for them. If you’re with a BIG company, this is probably the case, and these companies are a jack of all trades, master of none. They understand federal laws pretty well, but have limited working knowledge of CA specifics and can try to tell you “no” when it comes to your benefits when you are 100% entitled to them! We see it all the time.

Similarly, many OB providers don’t automatically fill out the paperwork correctly or how long you can really be written out, either — unless you know the right questions to ask.

So who’s left to figure it out? You. While pregnant. While working. While trying to keep your income steady and your health protected.

That’s why having the right information & implementation steps before you request leave makes all the difference between getting 12 weeks or 7 months off.

Free Workshop: 5 Critical Mistakes to Avoid on Maternity Leave

If you’re in California and considering maternity leave — or are currently pregnant — don’t wait until it’s too late and you're faced with these challenges.

Join my free, comprehensive, no-fluff workshop designed specifically for employees:

✅ 5 Critical Mistakes to Avoid When Going On Maternity Leave

• I decode all the alphabet soup of maternity leave laws and benefits - simply
• Examples of common mistakes that have you leaving weeks and $$$ on the table
• What to do if your employer “doesn’t offer maternity leave” and how to make sure you get your State benefits maxed out
• And how to secure the longest and most paid pay or bonding time so you can be at home to see your baby roll over for the first time

I’ll show you how to avoid the traps that have women leaving months and thousands of $ on the table  — and how to get the most paid time off for your baby.

You don’t have to be an HR expert. You simply need to stop assuming the Family Medical Leave Act in California covers everything, and start learning what it actually does so that you can make informed decisions about your maternity leave.