Returning to work early might affect your benefits. You should definitely call EDD and let them know about the change in your return-to-work date. Better to be upfront than risk an overpayment issue later.

I went through something similar recently! For the Part B form status update, it took about 8 business days for mine to change from "pending" to "processed" on the website. Don't panic if it takes a bit longer though - their system updates can be slow. Regarding returning to work early, make sure you report your actual return-to-work date through your online account or by calling them. This is super important to avoid any overpayment issues down the line. You'll want to update them even if your benefits get reduced or stopped - it's better to be transparent upfront. Also, keep documenting everything - screenshots of your online account status, copies of forms sent, dates of phone calls, etc. It'll save you headaches if any issues come up later. Hang in there! 💪

As a newcomer to this community, I'm so relieved to have found this thread! I'm currently navigating my first SDI claim and was getting completely overwhelmed by EDD's confusing processes and terminology. Reading Oliver's journey from weeks of stress about that mysterious "receipt number" to quick resolution once everyone here clarified it was just the DI number gives me so much hope. What really impresses me is how this community doesn't just give quick answers - multiple experienced members took the time to confirm the solution, explain why EDD's terminology is so confusing, and even followed up to make sure it worked. It's frustrating that such simple communication issues can cause weeks of anxiety for people already dealing with medical leave and financial stress, but I'm incredibly grateful to have found such a knowledgeable and supportive group. This thread has already taught me more about navigating SDI claims than hours of trying to decode EDD's website. Thank you to everyone who shares their hard-earned wisdom here - it makes such a difference for newcomers like me!

As a newcomer to this community, I'm so grateful to have discovered this thread! I just joined because I'm dealing with my own SDI claim confusion and was feeling completely lost trying to navigate EDD's bureaucratic maze. Reading through Oliver's entire journey - from weeks of panic about that mysterious "receipt number" to getting his claim successfully processed once this amazing community clarified it was just the DI number - has been incredibly reassuring and educational. What really stands out to me is how multiple experienced members didn't just provide quick answers but took the time to thoroughly explain the process, confirm each other's advice, and even follow up to ensure the solution actually worked. It's honestly mind-boggling that EDD creates so much unnecessary stress with inconsistent terminology, especially when people are already dealing with the challenges of medical leave and financial pressure. But discovering this supportive and knowledgeable community gives me tremendous hope for navigating my own claim process. This thread is a perfect example of how community wisdom can cut through government bureaucracy and save people weeks of anxiety. Thank you to everyone who contributed their expertise - you've made what seemed like an impossible system feel much more manageable!

Just went through this exact same situation last month! The DE 2517-17 notice can be really confusing at first. Here's what worked for me: I called the EDD disability line first thing in the morning (around 8 AM) and had all my paperwork ready - last paystub, termination letter, and the notice itself. The rep was actually pretty helpful once I got through. They adjusted my claim start date to the day after my last work day and I received a confirmation letter within a week. My advice is don't stress too much about it - it's a pretty common issue and they deal with it all the time. Just make sure you respond within the timeframe they give you. The payments did get delayed by about a week while they processed the change, but everything worked out fine in the end. You got this! 💪

I actually just dealt with this same DE 2517-17 notice issue about 3 weeks ago! The whole process was way less scary than I thought it would be. Here's what I learned: First, don't panic - this is super common and the EDD reps are used to handling these adjustments. When I called, I had my last paystub and the notice ready. The rep walked me through exactly what they needed and made the adjustment right there on the call. One thing that really helped me was being 100% clear about my last physical day of work vs. my last day on payroll. In my case, I worked Tuesday but was on payroll through Friday due to vacation days. The claim start date needed to be Wednesday (day after I physically worked), not Saturday. The rep also told me that these notices get sent out automatically when their system detects a potential date conflict, so getting one doesn't mean you did anything wrong. It's just their way of double-checking the dates. @c309c854cb61 - Make sure you call within the timeframe on your notice. In my case, I think I had 10 days to respond. Good luck! Once you get it sorted, everything should go back to normal pretty quickly.

I'm so sorry you're going through this incredibly stressful situation! Unfortunately, I've seen this exact same denial scenario countless times - EDD has a real problem understanding that being on approved leave doesn't equal "withdrawing from the labor market." What you're describing sounds like a textbook case where EDD's initial reviewers completely misunderstood your employment status. You were still employed, just temporarily unable to work due to medical complications - which is exactly what SDI is designed to cover! From reading all these success stories, it seems like the key points for your hearing will be: 1. Emphasize that you were still an active employee on approved leave (not terminated/resigned) 2. Show you had concrete plans to return to work before complications developed 3. Clearly distinguish your postpartum complications as a NEW disability separate from normal maternity recovery 4. Present a clean timeline of events The fact that so many people in this thread won their appeals in similar situations should give you confidence. These cases seem very winnable once you get in front of a judge who actually understands employment law. The appeals process really does work when you have proper documentation. Hang in there - the financial stress is awful, but you have a strong case and you're definitely not alone in fighting this bureaucratic nightmare!

I'm so sorry you're dealing with this frustrating situation while recovering and caring for a newborn! Reading your story really resonated with me because I went through something very similar just last year. I was on maternity leave when I developed severe postpartum complications that made it impossible to return to work as scheduled. EDD denied my SDI claim with almost the exact same wording - that I had "withdrawn from the labor market" while on leave. It was absolutely devastating because like you, I was still employed and would have returned if not for the medical issues! The good news is that I won my appeal! Here's what made the difference: **Key documents that helped:** - Letter from HR explicitly stating I was an active employee on approved leave with a planned return date (not resigned/terminated) - Medical documentation clearly separating my complications from normal postpartum recovery - Simple timeline: maternity leave → planned return date → complications developed → SDI filing **During my hearing I emphasized:** - I was still employed, just temporarily unable to work due to disability - I had definite plans to return before complications arose - This was a NEW medical condition, not an extension of maternity leave My hearing took about 20 minutes and I got a favorable decision in under 3 weeks. The judge seemed very familiar with these cases once I explained the situation clearly. Don't give up - you absolutely have a winnable case here! This is exactly what SDI is supposed to cover. The appeals process really works when you're prepared with proper documentation. You've got this!

I'm going through something similar right now and this whole thread has been incredibly educational! I've been on SDI for a work-related injury since October and just realized my employer has been counting FMLA time this whole time without me really understanding what that meant. What really struck me from reading everyone's experiences is how the system seems designed to confuse people. You're dealing with your medical condition, trying to navigate EDD's disability system, and then suddenly you're hit with employment law complexities that most people (myself included) don't fully understand until it's almost too late. I'm going to take the advice here about immediately checking my employee handbook for any extended leave policies and scheduling a meeting with HR. The success stories about company policies going beyond FMLA requirements give me hope that there might be options I haven't considered. One question for the group - for those who had success with extended company leave policies, did you find that having your doctor proactively provide additional documentation helped? I'm wondering if I should ask my doctor to write a more detailed letter about my recovery timeline and why additional leave would be beneficial, rather than just the basic disability certification. Thanks to everyone for sharing their experiences - it's so valuable to learn from others who've navigated this confusing maze!

This thread has been incredibly helpful for understanding the relationship between SDI and FMLA! I'm currently dealing with a similar situation - been on disability since August for PTSD following a car accident, and just got the notification that my FMLA protection ends in two weeks. Like so many others here, I had no idea these were running concurrently. What's really frustrating is how the systems don't communicate with each other at all. EDD handles the financial benefits, HR handles job protection, and you're left trying to figure out how they interact on your own while dealing with your medical condition. It feels like there should be better coordination or at least clearer information provided upfront. I'm going to follow the excellent advice here about requesting detailed documentation from my doctor and checking my employee handbook for extended leave policies. The success stories about company policies beyond FMLA requirements are encouraging - it's a good reminder that not all employers just stick to the bare minimum legal requirements. For anyone else reading this who might be starting their disability leave journey - definitely ask your HR department upfront about how FMLA and disability interact at your specific company. Don't make the same mistake many of us did by assuming they're separate timelines!