Redefining Family: New Paid Leave Rules for “Designated Persons” in 2026
Workplaces are changing because families are changing. California law is catching up to this reality with SB 590, which expands the scope of Paid Family Leave effective January 1, 2026.
For employers, this means your team members will have more flexibility to care for the people who matter most to them––and your policies need to reflect that.
What Changed?
Previously, family leave was often restricted to specific biological or legal relationships (spouse, child, parent).
- The Update: Employees can now take paid family leave to care for a “designated person” who is seriously ill.
Who Counts as a “Designated Person”?
The definition is intentionally broad to be inclusive. It includes:
- Any individual related by blood.
- Any individual whose association with the employee is the “equivalent of a family relationship”.
This recognizes that for many people, their support system includes partners, close friends, or extended kin who may not fit traditional legal definitions.
What You Need to Do
While you must comply with the law, you can also set reasonable boundaries for administration:
- Update Your Handbook: Your leave policy must explicitly mention the “designated person” category.
- Request Designation: You are generally allowed to ask employees to identify their designated person at the time they request leave.
- Train Managers: Ensure your HR team and floor managers understand that a request to care for a “best friend” or “non-married partner” may now be legally protected.
Is your Employee Handbook ready for 2026?
We can review and update your policies to ensure they are compliant, clear, and compassionate.