I'm new to this community but wanted to share my recent experience since it sounds so similar to yours! I just went through a doctor transition during my anxiety/depression disability claim about 6 weeks ago. My original psychiatrist moved out of state and the new one at the clinic told me the exact same thing - that they couldn't extend a claim started by someone else. What really helped was when I called EDD first to get the official language, then went back to my doctor with a printed email confirmation from EDD stating that "any licensed physician treating the same medical condition can complete form DE 2525XX to extend benefits." Having it in writing from EDD themselves made all the difference - the doctor's office couldn't argue with the official source. I also made sure to schedule the appointment well before my claim expiration date to avoid any gaps. The whole process ended up taking less than 15 minutes once we had the correct information, and my benefits continued seamlessly. You're absolutely doing the right thing by questioning this! Don't let anyone pressure you into filing a new claim and losing that week of benefits when a simple extension is all you need. The stress of dealing with incorrect information while managing PPD is horrible, but you're advocating for yourself perfectly. Hang in there! 💜

I'm new here but wanted to chime in since I literally just dealt with this exact situation two weeks ago! My primary care doctor said the same thing about not being able to extend another doctor's claim for my postpartum anxiety. What worked for me was printing out the EDD Disability Insurance handbook section that specifically talks about physician changes during a claim. There's a clear statement that says "You may receive treatment from different physicians during your disability period without affecting your claim." I highlighted that part along with the section explaining the DE 2525XX form. When I showed this to my doctor, she immediately understood and said "Oh! I thought you were asking me to take over someone else's medical decisions, but you just need me to assess your current condition." The whole thing was resolved in about 5 minutes once she realized what was actually being asked. Your doctor is definitely wrong about needing a new claim - you'd only file a new claim if you had completely recovered and then developed a different condition later. Since you're continuing treatment for the same PPD, it's absolutely just an extension. Don't let them talk you into losing that week of benefits! You've got enough to deal with without unnecessary bureaucratic hassles.

Hey! I'm new to this community but wanted to share my experience since it's so similar to yours. I moved from San Jose to Arizona at 31 weeks pregnant earlier this year and was terrified about losing my CA SDI eligibility. After reading through all these responses, I can confirm what everyone is saying - you're absolutely eligible! I successfully received my full pregnancy disability benefits (4 weeks before delivery + 6 weeks after) even though I was living in Phoenix the entire time. The address verification they're asking for is just standard procedure now - nothing to worry about. I sent them my Arizona lease and electric bill, and it was processed within a week. The whole claim took about 2.5 weeks from start to finish. One tip: make sure to keep checking your SDI Online account regularly for any updates or additional requests. Sometimes they post important information there before sending physical mail, which can help speed things up. You've got this! The fact that you paid into the system for 3 years definitely covers you. Try not to stress too much and focus on staying healthy for you and your baby! 🤱

I'm so glad I found this thread! I'm currently 29 weeks pregnant and just moved from California to Florida last month for my husband's military transfer. I've been absolutely panicking about whether I'd still be eligible for CA SDI pregnancy benefits since I paid into the system for almost 4 years before moving. Reading everyone's experiences here has been incredibly reassuring - especially hearing from people who successfully received benefits after moving to Nevada, Arizona, Texas, Colorado, and other states. It sounds like the key is really just that you paid into SDI during your base period, which I definitely did through my move date. I haven't applied yet because I was so worried about being denied, but after reading all these success stories, I'm going to submit my application this week. My Florida OB said she'd be happy to complete any medical certification forms once I get them. Thank you to everyone who shared their real experiences rather than just speculation - this has made such a huge difference in my stress levels during an already overwhelming time with the move and pregnancy! 💙

Just wanted to add that it's really important to keep all your medical documentation updated during this transition period. I made the mistake of not scheduling follow-up appointments with my doctor while I was attempting to work, and when I needed to go back on disability, there was a gap in my medical records that caused delays in processing my claim. Even if you're feeling better enough to try working, keep those doctor appointments scheduled so you have continuous documentation of your condition. Also, consider asking your doctor to write a note stating that your return to work is on a trial basis due to your medical condition - this can help support your case if you need to go back on disability quickly.

One thing I'd add is to consider doing a "trial work period" approach if your doctor thinks you might be able to handle part-time work. Start with just a few hours a week and gradually increase if you're tolerating it well. This way you can test your limits without jumping into full work mode right away. I did this with my employer when I was transitioning back - they were understanding about the gradual increase in hours. Also, make sure your employer knows about your medical situation so they can be flexible if you need to reduce hours or take time off for medical appointments. Some employers are required to provide reasonable accommodations under ADA, which could include modified schedules during your transition period.

I'm new to this community but going through something similar right now - my partner was just diagnosed with a chronic illness and we're trying to figure out the disability process. Reading through this thread has been incredibly educational! One thing I wanted to add that I learned from our initial consultation with a disability attorney - they mentioned that California also has the New Parent Leave Act (NPLA) which, while not directly applicable here, shows that CA is generally more protective of employee rights than federal minimums. The attorney suggested that this trend means California courts tend to interpret existing disability laws more favorably to employees. Also, has anyone here had experience with Employee Assistance Programs (EAP)? Our HR mentioned we have one, and I'm wondering if they provide any guidance on navigating medical leave or connecting with resources. Miguel, your systematic approach to documenting everything and getting multiple perspectives is really smart. This thread is going to be a great resource for anyone facing similar challenges. Wishing you the best with your health and hoping you can maintain your position!

I just wanted to chime in as someone who's been lurking in this community for a while but finally creating an account because this thread is so helpful! I'm actually an HR generalist at a mid-sized company in California, and I see these situations fairly regularly. A few things I'd add from the employer side that might help Miguel and others: 1. Many companies have internal policies that go beyond legal minimums, but employees often don't know to ask about them. Always request your complete employee handbook and any supplemental leave policies. 2. The "interactive process" under ADA/FEHA is legally required to be a good-faith, ongoing dialogue. If your HR department isn't engaging meaningfully, document that - it can be evidence of discrimination. 3. Some companies have "catastrophic leave" or "medical leave bank" programs where employees can donate unused PTO to colleagues with serious medical situations. Not common, but worth asking about. 4. Size matters - companies with fewer than 15 employees aren't subject to ADA, and companies under 50 employees aren't subject to FMLA. But California's FEHA applies to employers with 5+ employees. Miguel, your 4-year tenure and the fact that you're being proactive about this process puts you in a strong position. The key is getting everything documented and not accepting vague answers from HR. Push for specifics about all available options under company policy and state/federal law. Good luck!

I'm currently going through a similar transition and this thread has been incredibly valuable! Based on everyone's experiences, it sounds like you should receive your final prorated SDI payment, but the timing can vary from the regular schedule by a few days to a week. One thing I haven't seen mentioned yet is checking if your state tax withholding elections are still current in your SDI Online account - I discovered mine had reset during my disability period and it affected my final payment calculation. Also, if you have any outstanding issues with previous certifications, those can sometimes delay final payment processing. The advice about creating a financial buffer is spot on. I'm in week 2 of my return and that gap between final SDI and first paycheck is very real! Something that helped me was asking my utility companies if they offered any flexibility on due dates during the transition period - several were surprisingly accommodating when I explained the situation. You mentioned stress-related disability, so I'll echo what others said about being patient with yourself during the readjustment. I underestimated how mentally exhausting it would be to get back into the work routine, even though I felt ready. Having realistic expectations helped me be kinder to myself those first few days. Best of luck with your return - you've got this! Keep us updated on how the final payment timing works out for you.

I went through this exact transition about 8 months ago and wanted to share what worked for me! You should definitely receive your final SDI payment covering through 5/15 - it will be prorated for those last few days. In my case, it came about a week later than my normal payment schedule, but the amount was calculated correctly. Here's what I wish I had known: that financial gap between your last SDI payment and first regular paycheck can be brutal, especially with stress-related recovery. I ended up borrowing money from family because I hadn't planned well enough. Now I always tell people in similar situations to contact their bank ahead of time about pausing automatic payments and maybe setting up a small emergency fund if possible. Also, don't be surprised if your first week back feels overwhelming - even though you're medically cleared to return, the adjustment from disability routine to work routine can be harder than expected. I had to remind myself that feeling tired or anxious those first few days didn't mean I wasn't ready; it just meant I was human! Make sure your return-to-work date is properly updated in SDI Online (sounds like you've already done this) and keep documentation of everything. The system usually works, but having records helps if any issues come up. Wishing you a smooth transition back!