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A 5319

Provides family leave to persons recovering from a stillbirth that occurs after the clinical estimate of the twentieth week of gestation

2025 Regular Session Introduced by Judy Griffin and 2 co-sponsors

Extends family leave to those recovering from a stillbirth after 20 weeks, letting eligible employees take protected leave to heal; impacts employers and programs.

PRINT NUMBER 5319A
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Bill Summary · A 5319

Summary — A5319A

Title: Provides family leave to persons recovering from a stillbirth that occurs after the clinical estimate of the twentieth week of gestation
Print No.: 5319A
Introduced: February 13, 2025
Status: PRINT NUMBER 5319A — Referred to committee (see Procedural section)

Note on source materials: the packet provided contains conflicting and partly unrelated text (including a PDF fragment and a synopsis about a supplemental higher‑education appropriation). The bill title and the committee referrals indicate the sponsor intent is to add stillbirth recovery to family‑leave protections. The full bill text was not included in the materials you provided. The summary below is based on the bill title and available metadata; where specific provisions (length of leave, pay, eligibility thresholds, effective date) are not present in the materials, they are noted as not provided and should be confirmed from the official bill text.

Main purpose and intent

A5319A would extend family‑leave protections to persons recovering from a stillbirth that occurs after the clinical estimate of the twentieth week of gestation. The intent is to ensure that an individual who experiences a stillbirth (≥ 20 weeks gestation) is entitled to take legally protected leave from work to recover physically and emotionally.

Key provisions (as indicated by title / summary)

  • Adds stillbirth (fetal death occurring after the clinical estimate of 20 weeks gestation) to the qualifying events that permit a person to take family leave.
  • Entitles eligible employees to take leave for the purpose of recovery from a stillbirth.
  • Likely cross‑references existing family‑leave frameworks (state Family Leave Act / Family Leave Insurance programs), although the provided materials do not include explicit statutory amendments, duration of leave, or whether the leave is paid or unpaid.

Important missing specifics (not present in provided materials):
- Length/duration of leave (e.g., number of weeks allowed)
- Whether leave is paid through existing family‑leave insurance or unpaid job‑protected leave
- Employee eligibility criteria (employer size, length of service, contribution requirements)
- Any documentation or certification requirements (medical certification, clinical estimate documentation)
- Effective date and implementation details

Who is affected

  • Employees who experience a stillbirth after the clinical estimate of 20 weeks gestation — would gain a legal right to take family leave for recovery.
  • Employers — would need to administer leave rights under this expanded definition; possible administrative and leave‑coverage responsibilities.
  • State agencies that administer family‑leave or temporary disability/family‑leave insurance programs — may need to update rules, forms, and guidance.
  • Health care providers — may be asked to provide clinical estimates/documentation to support leave applications.

Procedural / timeline information

  • Introduced: February 13, 2025
  • Referred to: Assembly Higher Education Committee (initial entry) and Assembly Labor Committee (listed referrals). Legislative history entries show amendments and recommitment to Labor on March 19, 2025 and print number 5319A issued March 19, 2025.
  • Sponsors (as provided in materials): Assemblywoman Carol A. Murphy (Dist. 7) and Assemblyman Cody D. Miller (Dist. 4) are listed in the “Introduced Version.” Additional sponsor/cosponsor names appear in the packet (Judy Griffin, Rebecca Kassay, Stacey Pheffer Amato), but the materials are inconsistent; check the official legislative site for authoritative sponsor list.
  • Related bills noted: S4295, S4468 (companions), and prior-session bill A9635.

Likely impact / considerations

  • Policy impact: expands family‑leave eligibility to include stillbirth recovery, addressing a specific bereavement/medical‑recovery need.
  • Administrative impact: state agencies and employers may need to revise forms, training, and policy guidance; potential fiscal impact if leave is paid under a state program (amount dependent on program rules and number of claimants).
  • Stakeholder considerations: mental‑health and bereavement providers, labor organizations, and employer groups may weigh in on duration, paid vs. unpaid status, and eligibility rules.

If you want, I can:
- Retrieve the full text of A5319A from the official legislative website and produce a line‑by‑line summary of exact statutory changes; or
- Draft a short bill‑analysis memo outlining options for leave length, paid benefit design, and estimated fiscal impacts based on comparable state programs.

Compiled from official sources — confirm details with the bill’s official record.

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