Firefighter postpartum and recovery leave.

The entire Labor Code Article 5 (Section 290) was removed. This provision had provided a separate 26-week paid leave entitlement specifically triggered by birth, stillbirth, or miscarriage after 20 weeks of gestation, with requirements for 12 months of employment and continuous leave.

Coverage for fire departments serving US Department of War installations (certified by the DoW), NASA installations (meeting Health and Safety Code training standards), and FAA-regulated commercial airports (Part 139) was eliminated, as these categories only appeared in the removed Labor Code section.

The remaining Government Code provision uses a broader trigger - any disability due to pregnancy, childbirth, or a related medical condition - rather than the specific post-20-week birth/stillbirth/miscarriage event. It also does not require leave to be taken continuously.

The enrolled version explicitly states that there are no eligibility requirements (including minimum hours or length of service) for unpaid job-protected leave under Section 12945 for pregnancy-related disability, clarifying that the 1,250-hour threshold only applies to the paid leave.

Standard enrolled bill formatting changes: removal of line numbers, amendment dates, author lists, and addition of passage dates (Senate August 27, Assembly August 26) and governor's receipt block.

A new Government Code chapter (9.6.1, Section 3270) is added that provides a parallel paid leave framework framed around disability from pregnancy, childbirth, or related medical conditions, rather than being tied specifically to birth after 20 weeks of gestation.

The Government Code version covers a narrower list of fire departments than the Labor Code version, omitting fire departments serving Department of War installations, NASA installations, and FAA-regulated commercial airports.

The Government Code version requires fire departments to accept written medical certification from the firefighter's health care provider documenting the disability and stating the anticipated start date and duration of leave.

Part-time firefighter pay calculation rules are added: fixed-schedule part-timers receive weekly pay for their normal scheduled hours, while variable-schedule part-timers receive an amount equal to their average weekly pay over the preceding six months.

The bill's primary codification location shifts from the Labor Code to the Government Code in the legislative counsel's digest, though both provisions are retained in the final text.

A new provision explicitly states that no eligibility requirements (minimum hours or length of service) apply before a firefighter may take unpaid job-protected leave for pregnancy-related disability under Section 12945 of the Government Code.

A new provision allows fire departments to count benefits from other laws, employer-provided paid leave policies, or disability insurance plans toward satisfying the requirements, as long as the firefighter receives full pay without reduction to vacation, sick, or other compensated leave balances.

Eligibility now requires all three conditions: (1) at least 12 months of employment as of the date of birth/stillbirth/miscarriage, (2) at least 1,250 hours of service in the prior 12-month period, and (3) the leave must be taken continuously. The Senate version only required the 1,250-hour threshold and explicitly stated leave would be granted 'without regard to length of service.'

Compensation language was clarified to specify that the regular rate of pay is the one 'set forth in a collective bargaining agreement and in accordance with their normal pay schedule,' tying pay more directly to existing labor agreements.

A new subsection (g) allows an employer to count hours of another supplemental paid benefit toward the 26-week leave requirement, but only if that other benefit compensates the firefighter at an amount equal to or greater than what the bill provides. This gives fire departments a cost-offset mechanism.

The phrase 'without regard to length of service' was removed from the leave-granting provision, meaning length of service is now a relevant factor in eligibility (via the new 12-month employment requirement).

Firefighters must now have at least 1,250 hours of service with the fire department in the 12-month period before the date of childbirth, stillbirth, or miscarriage to be entitled to the 26 weeks of fully paid postpartum and recovery leave. This is a new minimum-hours threshold not present in the prior version.

The bill no longer amends Section 3500 of the Government Code (Meyers-Milias-Brown Act). The prior version included a nonsubstantive change to the purpose statement of that section, which has been entirely dropped. The bill now only adds Article 5 to the Labor Code.

The fiscal committee designation changed from 'no' to 'yes,' meaning the bill now requires review by the Senate Fiscal Committee before proceeding.

Senators Cervantes and Richardson were added as coauthors of the bill.

Adds new Article 5 (Section 290) to the Labor Code creating a 'Firefighter Postpartum and Recovery Leave' provision, expanding the bill far beyond its original single-section technical amendment.

Establishes the provision as a statewide minimum standard that does not preempt or limit collective bargaining agreements or local policies providing greater rights or benefits.

Applies to active firefighting members of city, county, district, CSU, CAL FIRE, county forestry, military installation, NASA installation, and FAA-regulated airport fire departments. University of California fire departments are 'requested' to comply rather than mandated.

Entitles eligible firefighters who give birth or experience stillbirth or miscarriage after 20 weeks of gestation to 26 weeks of fully paid postpartum and recovery leave, beginning immediately upon the event, regardless of length of service or employment classification.

Requires that a firefighter returning from leave be restored to their prior position or one of equivalent rank, pay, schedule, station assignment, and promotional trajectory.

Requires compensation at the firefighter's regular rate of pay during leave, with all benefits (health coverage, retirement contributions, seniority, promotional eligibility, step increases) continuing to accrue as if actively working. Employers cannot require exhaustion of sick leave, vacation, or compensatory time.

Fiscal committee answer changed from 'no' to 'yes,' indicating the bill now has state fiscal implications due to the paid leave mandate.

Adds legislative findings recognizing that postpartum recovery is a medical necessity, that structural barriers including inadequate parental leave contribute to gender inequity and workforce attrition among firefighters who give birth, and that robust postpartum leave improves public safety.