{"id":8272,"date":"2026-11-03T13:11:20","date_gmt":"2026-11-03T20:11:20","guid":{"rendered":"https:\/\/www.riselawfirm.com\/stress-leave-california\/"},"modified":"2026-11-03T14:34:18","modified_gmt":"2026-11-03T21:34:18","slug":"licencia-por-estres-california","status":"publish","type":"post","link":"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/","title":{"rendered":"Licencia por estr\u00e9s en California: sus derechos a una licencia por salud mental"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#The_short_answer\" >The short answer<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#The_laws_that_protect_leave_for_stress_anxiety_and_depression\" >The laws that protect leave for stress, anxiety and depression<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#CFRA_and_the_FMLA_up_to_12_weeks_of_job-protected_leave\" >CFRA and the FMLA: up to 12 weeks of job-protected leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#FEHA_leave_as_a_reasonable_accommodation\" >FEHA: leave as a reasonable accommodation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Paid_sick_leave\" >Paid sick leave<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Pay_during_the_leave_medical_notes_and_privacy\" >Pay during the leave, medical notes and privacy<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Is_stress_leave_paid\" >Is stress leave paid?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#What_your_doctors_note_needs_to_say\" >What your doctor\u2019s note needs to say<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Your_privacy\" >Your privacy<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#If_you_were_fired_or_penalized_after_asking_for_mental_health_leave\" >If you were fired or penalized after asking for mental health leave<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#What_to_do_now\" >What to do now<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Frequently_asked_questions\" >Frequently asked questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/#Talk_to_a_California_employment_lawyer\" >Talk to a California employment lawyer<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated November 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\">\n<div class=\"rlfp-intro\">\n<div class=\"rlfp-intro-text\">\n<p>\u201cStress leave\u201d is not a legal term in California. When people use it, they usually mean time off work because stress, anxiety, depression, burnout or another mental health condition has made it difficult or unsafe to keep working. Several California and federal laws can protect that time off, and the one that applies depends on how long you have worked for your employer, how large the employer is, and how the condition affects you.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"The_short_answer\"><\/span>The short answer<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If a health care provider certifies that a mental health condition prevents you from working, and you have worked for an employer with five or more employees for at least 12 months and 1,250 hours, you can usually take up to 12 weeks of job-protected leave under CFRA. If you do not meet those requirements, FEHA may still require your employer to give you time off as a reasonable accommodation for a mental health disability. Either way, your employer may not fire you, demote you or otherwise punish you because you asked for or took the leave.<\/p>\n<\/div>\n<div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"Line drawing of a calendar beside a house, with a heart\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M40 80 H170 V240 H40 Z M40 118 H170 M75 60 V96 M135 60 V96\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M70 150 H90 M115 150 H135 M70 190 H90\" stroke=\"#D82C18\" stroke-width=\"4\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M200 150 L265 95 L330 150 M215 138 V240 H315 V138\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M265 220 C245 205 238 192 246 184 C254 176 262 181 265 187 C268 181 276 176 284 184 C292 192 285 205 265 220 Z\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><\/div>\n<\/div>\n<div class=\"rlfp-keys\">\n<p class=\"rlfp-eyebrow\">Key points<\/p>\n<ul>\n<li>California has no law called \u201cstress leave,\u201d but stress, anxiety, depression and other mental health conditions can qualify for job-protected leave.<\/li>\n<li>Eligible employees can take up to 12 weeks of leave a year under the California Family Rights Act (CFRA) for a serious health condition, including a mental health condition.<\/li>\n<li>Employees who are not eligible for CFRA may still be entitled to leave as a reasonable accommodation under the Fair Employment and Housing Act (FEHA).<\/li>\n<li>Your employer can ask for a note from your health care provider, but under CFRA it cannot require your diagnosis.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<p class=\"rlfp-eyebrow\">The laws<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_laws_that_protect_leave_for_stress_anxiety_and_depression\"><\/span>The laws that protect leave for stress, anxiety and depression<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"CFRA_and_the_FMLA_up_to_12_weeks_of_job-protected_leave\"><\/span>CFRA and the FMLA: up to 12 weeks of job-protected leave<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The California Family Rights Act gives eligible employees up to 12 weeks of job-protected leave in a 12-month period for their own serious health condition (Gov. Code \u00a7 12945.2). A mental health condition qualifies when it requires inpatient care or continuing treatment by a health care provider, such as a condition that keeps you from working for more than three days and requires ongoing treatment, or a chronic condition like recurring major depression or an anxiety disorder.<\/p>\n<div class=\"rlfp-grid\">\n<div class=\"rlfp-card\"><p class=\"rlfp-ct\">Who is eligible<\/p><p>Employees of employers with five or more employees who have worked there for at least 12 months and at least 1,250 hours in the 12 months before the leave.<\/p><\/div>\n<div class=\"rlfp-card\"><p class=\"rlfp-ct\">How it can be taken<\/p><p>All at once, or intermittently or on a reduced schedule when medically necessary, for example for therapy appointments or for flare-ups of a chronic condition.<\/p><\/div>\n<div class=\"rlfp-card\"><p class=\"rlfp-ct\">What you get back<\/p><p>The same or a comparable position when the leave ends, and continued group health coverage during the leave.<\/p><\/div>\n<\/div>\n<p style=\"margin-top:20px\">The federal Family and Medical Leave Act (FMLA) provides similar leave for employers with 50 or more employees within 75 miles, and it generally runs at the same time as CFRA rather than adding to it. Our <a href=\"\/fmla-california\/\">guide to the FMLA in California<\/a> compares the two laws.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"FEHA_leave_as_a_reasonable_accommodation\"><\/span>FEHA: leave as a reasonable accommodation<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Under the Fair Employment and Housing Act, a mental health condition that limits a major life activity, such as working, sleeping, concentrating or interacting with others, can be a disability (Gov. Code \u00a7 12926). California\u2019s definition is broader than the federal one: the condition only has to limit a major life activity, not substantially limit it.<\/p>\n<p>When an employee has a mental health disability, the employer must engage in a good-faith interactive process to identify a reasonable accommodation (Gov. Code \u00a7 12940(m), (n)). A leave of absence can be a reasonable accommodation, including leave beyond what CFRA provides or leave for an employee who does not yet qualify for CFRA, unless it would cause the employer an undue hardship. Other accommodations can include a modified schedule, a temporary change in duties, or remote work. One limit: California courts have held that ordinary stress from working under a particular supervisor is not, by itself, a disability (Higgins-Williams v. Sutter Medical Foundation (2015) 237 Cal.App.4th 78), so the condition needs to affect more than one working relationship.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Paid_sick_leave\"><\/span>Paid sick leave<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>California employers must provide at least five days (40 hours) of paid sick leave a year, and it can be used for mental health care, not just physical illness (Lab. Code \u00a7 246). An employer may not deny it or retaliate against an employee for using it. This is often the first step for a short absence.<\/p>\n<div class=\"rlfp-table\"><table><thead><tr><th><\/th><th>CFRA \/ FMLA<\/th><th>FEHA accommodation<\/th><th>Paid sick leave<\/th><\/tr><\/thead><tbody>\n<tr><td>What it provides<\/td><td>Up to 12 weeks of job-protected leave a year<\/td><td>Time off or other changes to your job, as a reasonable accommodation<\/td><td>At least 5 paid days a year<\/td><\/tr>\n<tr><td>Employer size<\/td><td>5 or more (CFRA); 50 or more (FMLA)<\/td><td>5 or more<\/td><td>Any size<\/td><\/tr>\n<tr><td>Time on the job required<\/td><td>12 months and 1,250 hours<\/td><td>None<\/td><td>Accrues from the start; usable after 90 days<\/td><\/tr>\n<tr><td>Is it paid?<\/td><td>No, but SDI and accrued time may cover it<\/td><td>No, but SDI and accrued time may cover it<\/td><td>Yes<\/td><\/tr>\n<tr><td>Protects your job?<\/td><td>Yes<\/td><td>Yes, while the accommodation is reasonable<\/td><td>Yes, against retaliation<\/td><\/tr>\n<\/tbody><\/table><\/div>\n<\/div>\n\n<div class=\"rlfp-band rlfp-light\">\n<p class=\"rlfp-eyebrow\">Pay and paperwork<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Pay_during_the_leave_medical_notes_and_privacy\"><\/span>Pay during the leave, medical notes and privacy<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Is_stress_leave_paid\"><\/span>Is stress leave paid?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>CFRA, the FMLA and FEHA require your employer to hold your job, not to pay you, unless the employer\u2019s own policy provides pay. Most employees cover the time with a combination of the following:<\/p>\n<ol class=\"rlfp-ol\">\n<li><strong>State Disability Insurance (SDI).<\/strong> SDI pays partial wages when a physical or mental health condition prevents you from doing your regular work, as certified by a licensed health care provider. For claims beginning in 2025 or later, it replaces about 70 to 90 percent of wages, depending on income, up to a weekly maximum, after a seven-day waiting period.<\/li>\n<li><strong>Accrued paid sick leave, vacation or PTO.<\/strong> You may use these to cover unpaid time. During CFRA leave for your own health condition, the employer may require you to use accrued sick leave, but not while you are receiving SDI.<\/li>\n<li><strong>Employer short-term disability insurance,<\/strong> if your employer offers it.<\/li>\n<\/ol>\n<h3><span class=\"ez-toc-section\" id=\"What_your_doctors_note_needs_to_say\"><\/span>What your doctor\u2019s note needs to say<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Your employer can require a certification from your health care provider, generally within 15 days of asking. For CFRA leave for your own condition, the certification only needs to show that you have a serious health condition, when it began, how long it is expected to last, and that you are unable to perform the functions of your job. <strong>Your employer may not require your diagnosis or your symptoms<\/strong> (Cal. Code Regs., tit. 2, \u00a7 11091(b)(2)).<\/p>\n<p>Many people search for what to say to a doctor to get stress leave. The best approach is the honest one: describe your symptoms, how long you have had them, and how they affect your ability to do your job, such as sleep, concentration, panic or the ability to get through the workday. Your provider decides whether you need time off and for how long.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Your_privacy\"><\/span>Your privacy<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>An employer that receives medical information must keep it confidential and separate from your personnel file. When you request an accommodation under FEHA, the employer can ask for information that confirms the disability and the need for the accommodation, but not medical records unrelated to the accommodation. See our article on <a href=\"\/can-an-employer-ask-for-proof-of-disability\/\">whether an employer can ask for proof of a disability<\/a>.<\/p>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<p class=\"rlfp-eyebrow\">If it went wrong<\/p>\n<h2><span class=\"ez-toc-section\" id=\"If_you_were_fired_or_penalized_after_asking_for_mental_health_leave\"><\/span>If you were fired or penalized after asking for mental health leave<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>It is unlawful for an employer to deny or interfere with CFRA leave, to refuse to reinstate an employee after it, to fail to accommodate a mental health disability or to engage in the interactive process, or to fire, demote or otherwise discriminate against an employee because of a mental health condition or because the employee requested leave or an accommodation (Gov. Code \u00a7\u00a7 12940, 12945.2). Retaliating against an employee for using paid sick leave is also prohibited.<\/p>\n<div class=\"rlfp-cta\"><p><strong>Telling your employer you are struggling is often enough.<\/strong> You do not have to use the words \u201cCFRA\u201d or \u201caccommodation\u201d to be protected. Once you tell your employer that a health condition is affecting your work and you need time off or a change, the employer has to respond.<\/p><\/div>\n<p>These are situations we see often:<\/p>\n<ul class=\"rlfp-x\"><li><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><span>An employee asks for time off for anxiety or depression and is told to resign, or is fired before the leave begins.<\/span><\/li>\n<li><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><span>An employee returns from leave to a lower position, reduced hours, or a new supervisor who starts documenting problems that were never raised before.<\/span><\/li>\n<li><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><span>An employer insists on a diagnosis or full medical records before approving leave, then treats the employee\u2019s refusal as a reason to deny it.<\/span><\/li>\n<li><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><span>An employee is fired days or weeks after disclosing a mental health condition, often for vague performance or \u201cattitude\u201d reasons.<\/span><\/li>\n<li><svg aria-hidden=\"true\" viewBox=\"0 0 24 24\"><path class=\"d\" pathLength=\"1\" d=\"M5 5 L19 19 M19 5 L5 19\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><span>An employer refuses a short extension of leave recommended by the employee\u2019s doctor without discussing any alternative.<\/span><\/li><\/ul>\n<p>These are common examples, not a complete list.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_to_do_now\"><\/span>What to do now<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ol class=\"rlfp-ol\">\n<li><strong>Keep track of the dates:<\/strong> when you told your employer about your condition, when you asked for leave or an accommodation, how the employer responded, and each event that followed.<\/li>\n<li><strong>Save what you already have,<\/strong> such as emails, texts, leave requests, doctor\u2019s notes you submitted and performance reviews. Do not take confidential company documents.<\/li>\n<li><strong>Put leave requests in writing<\/strong> when you can, and keep a copy.<\/li>\n<li><strong>Act before the deadlines run.<\/strong> FEHA claims generally must be filed with the California Civil Rights Department within three years, and federal claims with the EEOC within 300 days (the deadline for California employees). Other claims can have shorter deadlines.<\/li>\n<\/ol>\n<p>Our article on <a href=\"\/fired-on-medical-leave-california\/\">being fired during or after medical leave<\/a> explains these claims in more detail, and our <a href=\"\/los-angeles-ada-disability-discrimination-lawyer\/\">disability discrimination page<\/a> covers the interactive process and accommodation rights. Employees in Long Beach can also see our <a href=\"\/long-beach-family-medical-leave-act-attorney\/\">Long Beach family and medical leave page<\/a>.<\/p>\n<div class=\"rlfp-cta\"><p>Fired after asking for leave? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<\/div>\n\n<div class=\"rlfp-sec\">\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<details open><summary>Can I take stress leave in California?<\/summary><p>Yes, if a health care provider determines that stress, anxiety, depression or another mental health condition keeps you from working. Eligible employees can take up to 12 weeks of job-protected leave under CFRA, and FEHA may require leave as a reasonable accommodation even if you do not qualify for CFRA.<\/p><\/details>\n<details><summary>How long can stress leave last?<\/summary><p>Up to 12 weeks a year under CFRA, taken all at once or intermittently. Leave beyond 12 weeks may be required as a reasonable accommodation under FEHA when your provider recommends it and it would not cause the employer an undue hardship.<\/p><\/details>\n<details><summary>Is stress leave paid in California?<\/summary><p>Your employer generally does not have to pay you, but you may receive State Disability Insurance benefits, about 70 to 90 percent of wages for claims beginning in 2025 or later, and you may use accrued sick leave, vacation or PTO.<\/p><\/details>\n<details><summary>Does my employer have to know my diagnosis?<\/summary><p>No, not for CFRA leave. Your employer can require a certification that you have a serious health condition and cannot work, and how long you are expected to be out, but it may not require your diagnosis or symptoms.<\/p><\/details>\n<details><summary>Can I be fired for taking stress leave?<\/summary><p>Your employer may not fire you because you requested or took protected leave or because of a mental health condition. A termination during or after leave is lawful only if it would have happened anyway for a legitimate reason unrelated to the leave, and terminations close in time to leave are closely scrutinized.<\/p><\/details>\n<details><summary>What if my stress is caused by my boss?<\/summary><p>Stress from a difficult supervisor, by itself, is generally not treated as a disability. But if a supervisor\u2019s conduct amounts to harassment or discrimination, or if the stress has developed into a condition that affects you more broadly, you may have other protections. If the conduct is harassment, our article on <a href=\"\/fired-for-reporting-harassment-california\/\">being fired for reporting harassment<\/a> may help.<\/p><\/details>\n<\/div>\n\n<div class=\"rlfp-band rlfp-light\">\n<h2><span class=\"ez-toc-section\" id=\"Talk_to_a_California_employment_lawyer\"><\/span>Talk to a California employment lawyer<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Rise Law Firm represents employees throughout California in wrongful termination, discrimination, harassment and retaliation cases, from chief executives to minimum-wage workers. We have secured millions of dollars for our clients, including recoveries against major companies, government entities, and celebrities. We work on a contingency basis, which means there are no fees or costs unless we recover compensation for you.<\/p>\n<p>If you were denied leave, wrongfully fired, or penalized for a mental health condition or for taking leave, <a href=\"\/contact\/\">contact us to request a free, confidential consultation<\/a>, or call <a href=\"tel:+13107286588\">(310) 728-6588<\/a>.<\/p>\n<\/div>\n\n<p><em>This article provides general information about California and federal law and is not legal advice. Reading it does not create an attorney-client relationship.<\/em><\/p>\n<\/div>\n<script type=\"application\/ld+json\">{\"@context\":\"https:\/\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Can I take stress leave in California?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Yes, if a health care provider determines that stress, anxiety, depression or another mental health condition keeps you from working. 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Leave beyond 12 weeks may be required as a reasonable accommodation under FEHA when your provider recommends it and it would not cause the employer an undue hardship.\"}},{\"@type\":\"Question\",\"name\":\"Is stress leave paid in California?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Your employer generally does not have to pay you, but you may receive State Disability Insurance benefits, about 70 to 90 percent of wages for claims beginning in 2025 or later, and you may use accrued sick leave, vacation or PTO.\"}},{\"@type\":\"Question\",\"name\":\"Does my employer have to know my diagnosis?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"No, not for CFRA leave. Your employer can require a certification that you have a serious health condition and cannot work, and how long you are expected to be out, but it may not require your diagnosis or symptoms.\"}},{\"@type\":\"Question\",\"name\":\"Can I be fired for taking stress leave?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Your employer may not fire you because you requested or took protected leave or because of a mental health condition. A termination during or after leave is lawful only if it would have happened anyway for a legitimate reason unrelated to the leave, and terminations close in time to leave are closely scrutinized.\"}},{\"@type\":\"Question\",\"name\":\"What if my stress is caused by my boss?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Stress from a difficult supervisor, by itself, is generally not treated as a disability. But if a supervisor\u2019s conduct amounts to harassment or discrimination, or if the stress has developed into a condition that affects you more broadly, you may have other protections. If the conduct is harassment, our article on being fired for reporting harassment may help.\"}}]}<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated November 2026. \u201cStress leave\u201d is not a legal term in California. When people use it, they usually mean time off work because stress, anxiety, depression, burnout or another mental health condition has made it difficult or unsafe to keep working. Several California&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/stress-leave-california\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[67,37],"tags":[],"class_list":["post-8272","post","type-post","status-publish","format-standard","hentry","category-employee-rights-qa","category-wrongful-termination"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Stress Leave in California: Your Rights | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"California has no law called stress leave, but CFRA, the FMLA and FEHA can protect time off for stress, anxiety and depression. 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