CA SB1123

Expands the paid family leave program effective January 1, 2021 to include up to six weeks of wage replacement benefits for employees participating in qualifying exigencies related to a spouse's, domestic partner's, child's, or parent's covered active duty or call to covered active duty in the Armed Forces of the United States.

Defines "covered active duty" as deployment of regular Armed Forces members to a foreign country or deployment of reserve component members under federal call or order to active duty.

Specifies qualifying exigencies include arranging childcare, attending military-related ceremonies and briefings, making financial and legal arrangements, attending counseling, accompanying service members on rest and recuperation leave (up to 15 days), and addressing issues arising from the service member's death.

Authorizes the Employment Development Department to require employees to provide military documentation (active duty orders or similar) when first requesting qualifying exigency leave and to collect information about the exigency, with limited verification authority.

Requires employees entitled to leave under FMLA and CFRA to take paid family leave concurrently with those protections and maintains the maximum of six weeks of benefits per 12-month period.