Jury Duty: California
Federal law and guidance on this subject should be reviewed together with this section.
Author: Susan A. P. Woodhouse, Littler
- Employers in California must allow employees to take leave to serve on a jury. See Employers Obligated to Provide Leave.
- All employees in California are eligible to take time off from work to serve on a jury (with reasonable notice to their employer). See Employees Qualified for Leave.
- Employees must give their employer reasonable advance notice of their need to take time off in response to a jury duty summons. See Documentation/Verification.
- Employers are not obligated to compensate employees for the time spent on jury duty. See Compensation While on Leave.
- Employer cannot terminate, threaten or coerce an employee because the employee serves on a jury. See Prohibited Actions.
- All employers must provide an employee who is a victim of domestic violence, sexual assault or stalking with unpaid leave in order to obtain relief to help ensure the health, safety or welfare of the employee or his or her child. See Victim of Domestic Violence, Sexual Assault and Stalking.
- Employers must allow an employee who is a crime victim or whose spouse, parent, child, sibling, or guardian is a crime victim, to take time off work to appear in court for any proceeding in which the right of the victim is at issue. See Crime Victim Leave.