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! ❤️