Navigating pregnancy disability to baby bonding - can I maximize my EDD benefits?

The order should be: pregnancy disability (SDI) through your recovery period, then PFL for baby bonding, then your company's STD if they allow it. Pregnancy disability typically covers 4 weeks before birth and 6-8 weeks after birth (8 if c-section). You don't need to switch to PFL immediately - you have 12 months from birth to use those 8 weeks of baby bonding. Since you'll have new FMLA hours in January, you could potentially extend your total leave time.

congrats on the baby! i did this last year and its SO confusing lol. you can stay on disability until ur doctor releases you (usually 6wks for regular delivery or 8wks for c-section) then do the PFL after. but double check with hr about ur companys rules for the STD bc mine had weird rules about not being able to use it if i already used state benefits

You definitely want to sequence these benefits properly. Here's the exact order: 1. SDI Pregnancy Disability (4 weeks pre-birth + 6-8 weeks post-birth depending on delivery type) 2. Paid Family Leave (Baby Bonding) - 8 weeks 3. Company Short-Term Disability (if eligible after using state benefits) The key thing is your doctor must complete a "Release from Pregnancy Disability" form before you can transition to PFL. Don't apply for PFL until that form is completed or you'll create a mess with your claim. Also, when your FMLA resets in January, talk to HR about how that affects your job protection, as that's separate from the actual wage replacement benefits.

My wife just went thru this... don't make the mistake we did!!! Make SURE you have your doctor fill out that release form from pregnancy disability before you try to start PFL. We didn't know about this and ended up with a 3 week gap with no income while we were trying to fix things. Such a headache with a newborn!

I tried calling EDD for weeks with questions about transitioning from pregnancy disability to baby bonding and could NEVER get through. Kept getting disconnected or waiting for 2+ hours. Ended up using Claimyr (claimyr.com) to connect with an agent right away. They have this video showing how it works: https://youtu.be/1X-mEsLtbmQ?si=1hcSq3KFtCr4oAmd. Completely worth it for me because I was having issues with my transition between programs and needed to speak to someone directly. Just sharing since the phone situation is ridiculous.

Be careful about the timing of everything. I had my baby in December 2024 and it worked perfectly for maximizing benefits. My timeline was: - Started pregnancy disability in late November - Had baby mid-December - Stayed on pregnancy disability through early February (8 weeks post-C-section) - Started PFL in February after my doctor released me - Used my company's new FMLA hours that reset in January for job protection - Used company STD plan as supplemental coverage that worked alongside state benefits The trick was working with both my doctor and HR to make sure everything transitioned smoothly. Also, make sure you understand if your company's STD can be used concurrently or has to be sequential with state benefits.

My sister just had a baby and said the WORST part was trying to get her doctor to submit all the RIGHT forms at the RIGHT time. They kept submitting stuff wrong and it delayed everything. Stay on top of your doctor's office!!

One more important detail: For PFL (baby bonding), you need to file your claim within 41 days of when you want benefits to begin. So once your doctor completes the pregnancy disability release, don't delay in submitting your PFL claim. There's no automatic transition - they're technically separate benefits that you have to apply for individually. As for your company's STD, that's completely separate from the state programs. Some company plans will not pay if you're receiving state benefits (they consider it duplicative), while others will supplement to bring you closer to your full salary. You really need to review your specific plan details.

Since your baby is due in December and your FMLA resets in January, you're in a great position to maximize your protected leave. Remember that FMLA/CFRA is about job protection, while SDI/PFL is about wage replacement. They run concurrently when both are available, but since yours resets in January, you'll essentially get extra protected time. Just make sure you: 1. Have clear documentation from your doctor for the disability release 2. Apply for PFL promptly after being released from disability 3. Keep HR informed of all transitions 4. Understand exactly how your company STD works with state benefits And if you need to speak with EDD directly (which I highly recommend before your delivery), try calling right when they open at 8:00 AM for the best chance of getting through.