Can I still take PFL for baby bonding after disability if employer already put me on company leave?

yea this happened to me last year. your company's baby bonding leave and state PFL are TOTALLY SEPARATE things!!! you can absolutely still apply for PFL even if your employer already put you on their own version. you definitely have a full year from your baby's birth date to use state PFL. don't let your employer bully you out of your state benefits, they have nothing to do with each other!!

To be honest, this is confusing af. When I had my baby, I did disability first (SDI) then PFL right after. Nobody told me I could split them up. Are you sure you can still get PFL later? I thought it had to be continuous after disability.

This is common confusion. What's happening: 1. Your employer-provided STD and baby bonding leave are their COMPANY policies 2. California State Disability Insurance (SDI) and Paid Family Leave (PFL) are STATE benefits you pay into via payroll deductions You have the right to take PFL for bonding anytime in the 12 months after birth. The catch is that while your job is protected for the first baby bonding leave under CFRA/FMLA (if you qualify), it might not be protected for a second separate bonding leave period if you return to work first. So you can absolutely claim state PFL benefits within the first year, but the job protection part gets complicated if you split it up.

Im in a similar situation and called EDD like 20 times trying to get answers. Never got through!! So frustrating. The website wasn't clear either. I think your employer cant deny u the time off for bonding but im not 100% sure... good luck!

Your company sux. When I had my baby they handled EVERYTHING with the state for my disability and PFL. I didnt have to do anything but sign papers. Honestly just call HR again and tell them you want to take STATE PFL and they should help you.

Here's what you need to know about extending your disability: 1. You'll need a doctor to certify that you still can't work due to your pregnancy/birth-related medical condition 2. Submit the extension paperwork BEFORE your current disability period ends 3. If approved, you can then take PFL for bonding after the extended disability period For the question about taking PFL later in the year - yes, you technically can claim the PFL benefits anytime in the first 12 months. BUT if you return to work after disability and then want to take more time off later, the job protection part gets complicated. Your employer might not be required to hold your position if you've already used up your FMLA/CFRA protected leave time.

Just to add a bit more clarity - there are actually 4 different things at play here: 1. FMLA/CFRA - federal and state job protection laws (unpaid, but protect your job) 2. Your employer's own leave policies (paid or unpaid, varies by company) 3. State Disability Insurance (SDI) - state benefit for YOUR medical recovery 4. Paid Family Leave (PFL) - state benefit for bonding with new child You can claim the STATE BENEFITS (#3 and #4) regardless of what your employer calls your leave, as long as you meet eligibility requirements. The bonding PFL can be taken anytime in the first 12 months after birth. The confusion happens because employers often use these terms interchangeably or incorrectly. Talk to your doctor about the disability extension first, then contact EDD directly about your PFL options.

ALSO dont forget that when ur applying for PFL make sure you check if your employer requires you to use vacation/PTO first!!! some do and if you don't use it first they might deny your leave!!!! happened to my sister and she had to fight with HR for WEEKS

To summarize what others have said and address your specific situation: 1. You absolutely CAN take state PFL baby bonding benefits even though your employer already classified you as on their company baby bonding leave 2. You have up to 12 months from your child's birth date to use PFL benefits 3. If you're getting your disability extended, the PFL would typically start after your disability ends 4. The main complication is job protection - while you're eligible for state PFL benefits anytime in the first year, your employer might not be required to hold your position if you split up your leave and return to work in between I recommend: - Get your disability extension paperwork in immediately - File for PFL immediately after your disability ends (using form DE 2501F) - Clarify with your HR what job protections you have under their policies and CFRA/FMLA You deserve both your recovery time AND your bonding time!

I went through something very similar last year! Just want to emphasize what others have said - your employer's leave policies and the state benefits are completely separate systems. I was also confused because my company called it "maternity leave" but I still had to file my own claims with EDD for both SDI and PFL. One thing to watch out for - make sure you understand exactly when your current disability period officially ends so you can time your PFL application correctly. There shouldn't be any gap between the two if you want continuous benefits. And definitely get that disability extension paperwork submitted ASAP if your doctor agrees you need more recovery time. The 12-month window for PFL bonding is real, so you have plenty of time to figure out the best timing for your family. Don't let your employer's confusing terminology stress you out - you've earned these benefits through your payroll deductions!

I'm going through almost the exact same situation right now! My baby was born in January and I've been on my company's STD plan. What really helped me was calling EDD directly to confirm that I could still file for state PFL even though my employer had their own "bonding leave" policy. The rep explained that as long as I've been paying into the state system through payroll deductions, I'm entitled to those benefits regardless of what my company calls their leave. One tip - when you do apply for PFL, make sure you have all your documentation ready including your baby's birth certificate and your doctor's clearance from disability. The process went much smoother for me when I had everything organized upfront. You've got this! These benefits are yours by right, not by your employer's permission.