EDD SDI maternity extension after return-to-work date - employer notification required?

Yes, you should definitely notify your employer about your disability extension. While your doctor will submit the medical certification directly to EDD, your employer needs to be informed separately. The best practice is to notify them in writing (email works) before your current approved period ends. Make sure your notification includes: 1. That your doctor is extending your disability leave 2. The estimated timeframe (through June) 3. That you'll provide updates as you receive them from EDD Keep it professional and focused on the medical necessity. This notification helps protect your job rights under FMLA/CFRA if applicable.

u should tell them asap. i had same situation last yr and waited til last min to tell my boss and it made everything worse. better to give them time to plan for ur absence. just send email and keep it simple, u dont need to share all ur medical details

As someone who went through this EXACT situation in 2023, I can tell you that the EDD and your employer notification are two SEPARATE processes!! Your doctor submits the extension paperwork to EDD for your benefits, but YOU need to inform your employer under FMLA/CFRA guidelines. If you've used all 12 weeks of FMLA/CFRA protection, things get more complicated and your job protection depends on company policy or potential ADA accommodations. DON'T wait for EDD approval before telling your employer! That's a mistake I made and nearly lost my position over it. Your manager might be difficult, but documenting everything in writing protects you if there's pushback. Also, make sure your doctor is VERY specific about your limitations on the extension forms. Vague descriptions can cause EDD to request more information and delay your benefits.

You've received good advice already, but I wanted to add some practical steps: 1. Draft a formal letter or email to your supervisor AND HR (always include HR) 2. State that your physician has determined you need additional recovery time 3. Indicate you're in the process of extending your SDI benefits 4. Request confirmation of receipt in writing Timing-wise, give at least 7-10 days notice before your current disability period ends. This shows professionalism and gives them time to adjust staffing. Also important - check if you've exhausted your FMLA/CFRA protection (typically 12 weeks). If you have, you may need to request additional leave as an accommodation. Different rules apply at that point.

Dealing with EDD is a nightmare!!! I spent WEEKS trying to get someone on the phone about my maternity extension. Kept getting disconnected or waiting on hold for hours only to get nowhere. Finally I tried this service called Claimyr (claimyr.com) that got me connected to an actual EDD representative in under 25 minutes. They have a video showing how it works: https://youtu.be/1X-mEsLtbmQ?si=1hcSq3KFtCr4oAmd SO much easier than trying to call directly! The agent I spoke with confirmed that I should notify my employer separately from the EDD process and that I didn't need to wait for approval before giving my work a heads-up.

my cousin got FIRED when she extended her maternity leave because her company said she didnt give proper notice!!! they claimed she abandoned her job when she didnt come back on the original date even tho her doctor sent in extension paperwork. she ended up having to get a lawyer!!! DONT TRUST HR they are not your friend!!!!

One more thing - make sure you understand the difference between PDL (Pregnancy Disability Leave) and CFRA baby bonding time in California. They're governed by different rules. PDL covers the time you're actually disabled due to pregnancy/childbirth (usually 6-8 weeks for vaginal delivery, 8-10 for c-section, but can be extended with medical certification). CFRA baby bonding is separate and gives you 12 weeks to bond with your baby. Extensions typically happen under PDL if you're still medically unable to work. Make sure your doctor is coding everything correctly on the SDI forms as pregnancy-related disability, not just general bonding time. That impacts your rights significantly.

wait so do we have to tell our job first or edd first? im confused

To clarify on timing: Legally speaking, under CFRA/FMLA, you need to give your employer notice "as soon as practicable" when the need for extended leave is foreseeable. That's generally interpreted as 30 days notice when possible, or at least within 1-2 business days of learning you'll need extended leave. Since you already know you'll need the extension, notify your employer now - don't wait for EDD approval. The disability benefits process through EDD is separate from your job protection rights. Also, check your company handbook for their specific notification policies. Some employers have more detailed requirements for leave extensions.

I went through something very similar last year with postpartum complications extending my leave! Here's what I learned: You absolutely need to notify your employer separately from the EDD process - they're completely independent. I made the mistake of thinking my doctor submitting paperwork to EDD would somehow notify my work, and it caused major issues. For your situation specifically: - Email both your supervisor AND HR immediately (don't rely on just your manager) - Keep it brief and professional: "Due to ongoing postpartum medical complications, my physician is extending my disability leave through approximately June 2025. I am working with my doctor to submit the necessary medical certification to EDD and will keep you updated on my status." - Request written confirmation they received your notice Since you have 3 weeks before your original return date, you're in good shape timing-wise. The key is documenting everything in writing to protect yourself. Also, make sure your OB is very specific about your limitations on the SDI forms - EDD can be picky about vague medical descriptions. Good luck with your recovery! ❤️

I'm new to this community but wanted to share my experience from earlier this year - I had to extend my maternity leave due to postpartum thyroiditis and severe fatigue. The biggest thing I learned is that timing your employer notification is critical. I sent my email to HR and my supervisor exactly 2 weeks before my original return date, and it was perfect timing. It gave them enough notice to adjust coverage but wasn't so early that they forgot about it. One tip that really helped me: I included in my notification email that I would provide updates every 2-3 weeks on my status. This showed I was being proactive about communication and kept them in the loop without me having to stress about when to reach out next. Also, don't feel guilty about prioritizing your health right now. Postpartum complications are serious medical conditions that deserve proper recovery time. Your job will still be there, but your health recovery window is critical. Take the time you need! 💙

Welcome to the community! I'm going through the exact same situation right now - extending maternity leave due to postpartum complications (severe anemia and depression). Reading everyone's advice here has been incredibly helpful. Based on what I'm learning from all these responses, I'm planning to send an email today to both my manager and HR notifying them about my extension need. I love the sample language that was shared and the idea of scheduling regular updates proactively. It's so reassuring to hear from other moms who've navigated postpartum complications and leave extensions successfully. The guilt about extending leave is really hard to deal with, but you're all right that our health has to come first right now. Thank you everyone for sharing your experiences - this community is amazing for getting real advice from people who've actually been through these situations! 💕

I'm so sorry you're dealing with postpartum complications - that's really tough on top of navigating all the leave paperwork! Based on everyone's advice here, I think the consensus is pretty clear: notify your employer ASAP, don't wait for EDD approval. I went through a similar extension situation last year (also for postpartum issues) and here's what worked for me: 1. Send a brief, professional email to BOTH your manager and HR today 2. Keep it simple: mention ongoing postpartum complications requiring extended leave through approximately June, that your doctor is submitting medical certification to EDD 3. Request written confirmation they received your notice 4. Offer to provide updates every few weeks The key thing I learned is that EDD handles your benefits, but employer notification is completely separate for job protection. You have great timing with 3 weeks notice - that shows you're being responsible and gives them time to plan. Don't feel guilty about prioritizing your health right now. Severe anemia and postpartum depression are serious medical conditions that need proper recovery time. Your job will understand if you handle the communication professionally. Take care of yourself! 💙

I'm new to this community but I wanted to chime in because I just went through this exact situation a few months ago! The advice everyone has shared here is spot on - you absolutely need to notify your employer separately from the EDD process, and don't wait for approval. One thing I'd add that really helped me: when I sent my notification email, I also mentioned that I was happy to discuss transition plans for my responsibilities during the extended leave. This showed my employer that I was thinking about the business impact and being proactive, which I think helped them be more understanding about the situation. Also, regarding your difficult relationship with your manager - this is actually a perfect opportunity to show professionalism and responsibility by handling the communication properly. Sometimes these situations can actually improve working relationships when handled well. Your health and recovery are the priority right now. Postpartum complications are no joke, and taking the time you need to properly heal will benefit everyone in the long run. You've got this! 💪

Hi there! I'm new to this community but wanted to share some encouragement as someone who recently navigated a similar maternity leave extension. Reading through all the excellent advice here, I think you have a really clear path forward. The consensus is definitely right - notify your employer now (don't wait for EDD approval) and keep the communication professional and documented. One small thing that helped me was framing the notification as "my doctor has determined I need additional recovery time" rather than getting into specific medical details. It keeps things professional while making it clear this is medically necessary, not optional. You mentioned feeling worried about your manager's reaction, but remember - you're handling this responsibly by giving proper notice and following all the right procedures. That's all you can control. Your health and recovery are what matter most right now. Postpartum complications are serious medical conditions that deserve proper healing time. You're being a good mom by taking care of yourself so you can be healthy for your baby. The fact that you're asking these questions and seeking advice shows how thoughtfully you're handling everything. You've got great timing with 3 weeks notice, and it sounds like you have a solid plan. You can do this! 💕

Hi! I'm new to this community and just wanted to say how helpful this entire thread has been. I'm not currently in this exact situation, but I'm pregnant and due in a few months, so I'm trying to learn about potential scenarios I might face. Reading through everyone's experiences and advice has been so educational - especially understanding that the EDD benefits process and employer notification are completely separate things. I had no idea about the distinction between PDL and CFRA bonding time either, or that extensions typically fall under continued PDL protection. The practical advice about timing, documentation, and sample email language is invaluable. It's clear this community really looks out for each other with real, actionable guidance. To the original poster - it sounds like you have such a solid plan now based on all this great advice. Three weeks notice is definitely sufficient, and prioritizing your health is absolutely the right choice. Wishing you a smooth recovery! 💕 Thank you to everyone who shared their experiences - this information will be so helpful for other moms navigating these situations.

Hi! I'm new to this community but wanted to share some encouragement after reading through this incredibly helpful thread. As someone who recently went through a maternity leave extension for postpartum complications (severe fatigue and postpartum anxiety), I can tell you that everyone's advice here is absolutely spot-on. The key points that made all the difference for me were: 1. Notify your employer immediately - don't wait for EDD approval 2. Email both your manager AND HR with professional, brief language 3. Document everything and request written confirmation 4. Frame it as "medically necessary" rather than getting into details Your timing with 3 weeks notice is actually really good! I only gave 10 days notice and it still worked out fine because I handled the communication professionally. One thing that really helped me was preparing mentally for the fact that my manager might not be thrilled about the news, but that their reaction doesn't change the fact that you're handling this properly and legally. You're following all the right steps. Postpartum anemia and depression are serious medical conditions that absolutely warrant extended recovery time. You're being responsible by taking care of your health now so you can be the best mom and employee possible when you do return. This community is such a valuable resource - I wish I had found it earlier! You've got this! 💙

Hi there! I'm new to this community but wanted to add my perspective as someone who works in HR and has helped employees navigate these exact situations. The advice you've received here is excellent - you absolutely need to notify your employer separately from the EDD process. From an HR standpoint, here's what we need to know: 1. That you'll need extended leave beyond your original return date 2. The approximate duration (through June in your case) 3. That it's medically necessary due to postpartum complications You don't need to provide detailed medical information - just enough to establish that this is a legitimate medical need. Your 3-week advance notice is actually very good timing from a business planning perspective. One thing I'd emphasize that others have touched on: make sure you understand your company's specific leave policies. Some employers have more generous leave provisions beyond what's legally required, which could work in your favor. Also, if you've already exhausted FMLA/CFRA protection, your employer may still be required to provide reasonable accommodations under the ADA if your postpartum conditions qualify as disabilities. This is definitely worth discussing with HR. Document everything, stay professional, and remember - you're handling this exactly the right way by giving proper notice and following procedures. Your health comes first! 💙