I'm currently 6 months pregnant and just got laid off 2 weeks ago, so this thread is exactly what I needed to find! Reading through everyone's experiences has been such a huge relief - I had no idea I could still qualify for disability and PFL benefits while unemployed as long as I paid into SDI during my base period. The detailed advice everyone has shared is incredible. The 49-day filing deadline information is so crucial to know ahead of time, and all the specific tips about documentation, timing between disability and PFL claims, and even the exact wording to use for late filing explanations - this is pure gold! Dylan, your question has probably helped so many moms in similar situations who didn't even know where to start. I'm definitely going to follow everyone's advice and get all my paperwork organized now so I can file immediately after delivery instead of scrambling like you had to do. To everyone who took the time to share their real experiences and practical tips - thank you! You've turned what seemed like an overwhelming bureaucratic nightmare into something actually manageable. This community support is absolutely amazing and shows how we can really help each other navigate these challenging situations. Wishing Dylan and all the other new moms the best of luck with your applications! 💕

I'm currently 35 weeks pregnant and was just laid off last month, so this entire thread has been a lifesaver! I had absolutely no idea that I could still qualify for disability and PFL benefits while unemployed - I thought those were only for people who were actively working when they gave birth. All the specific advice here is incredible. The information about the 49-day filing deadline, the importance of specifying c-section vs vaginal delivery for recovery time, and even the exact wording suggestions for late filing explanations - this is exactly what I needed to know! I'm definitely going to follow everyone's recommendations and get everything prepared now instead of waiting until after delivery. Having my OB fill out the medical portions ahead of time and getting all my documents organized seems like it will save so much stress later. Dylan, thank you for asking this question! You've probably helped countless other expectant moms who were in the dark about their options. I hope your application process goes smoothly. To everyone who shared their real experiences and practical tips - you've transformed what felt like an impossible bureaucratic maze into something actually manageable. It's amazing how this community comes together to support each other through these challenging situations. 💕

This thread has been incredibly helpful! I'm a new parent (baby arrived last month) and I was completely overwhelmed trying to figure out the PFL system. Based on everyone's advice, I ended up taking 3 weeks initially, then I'm planning to take my remaining 5 weeks in two chunks - 3 weeks in the spring and 2 weeks in the summer when my partner has more availability to help. One thing I learned that might help others: when you're planning intermittent leave, it's worth having a conversation with your payroll department too, not just HR. They need to coordinate with EDD on the wage verification, and mine mentioned that having the dates planned out in advance makes their job much easier. Also, for anyone worried about the paperwork - yes, there are additional forms for each period, but it's not nearly as complicated as the initial claim. The "Notice and Request for Additional Period" form is pretty straightforward once you've been through the process once. Thanks to everyone who shared their experiences - it made navigating this whole system so much less stressful!

As someone who just went through this process last year, I can confirm that intermittent PFL for baby bonding is absolutely allowed! I took mine in three chunks: 3 weeks right after birth, 2 weeks when my partner went back to work, and then my final 3 weeks during the holidays when childcare was harder to arrange. A few practical tips that saved me headaches: - Submit your paperwork at least 3 weeks before you need each period to start (processing takes time!) - Keep a calendar specifically for tracking your PFL usage - it helps when filling out forms - If your employer uses a third-party leave administrator (like UNUM or MetLife), make sure they understand California's intermittent PFL rules too The 12-month window to use all 8 weeks gives you SO much flexibility. Just remember that your employer's policy might be more restrictive than EDD's, so definitely get that conversation with HR sorted out first. Good luck with your little one!

I went through something similar last year! The key thing to understand is that SDI is designed to replace lost wages, so if you're getting 100% pay from your employer, EDD sees that as "no lost wages to replace." When you call for your appeal, ask specifically about: - Whether your employer is paying you directly OR if they're supplementing SDI benefits - If there's a coordination of benefits form your employer should have filed - Whether you can switch to a partial pay arrangement that would make you eligible Also, check your employee handbook - some companies have policies where they pay the difference between SDI and your full salary, which is different from just paying you 100% outright. That distinction matters to EDD! Keep pushing back on the appeal - I've seen cases where it took 2-3 attempts but people eventually got it sorted out. Don't give up! 💪

Wait, I'm confused about something - if your employer is paying you 100% of your salary while you're on disability, isn't that actually a good thing? Like, you're still getting your full income, right? I'm probably missing something obvious here, but why would you need SDI benefits on top of that? Is it because you've been paying into the SDI system and feel entitled to those benefits, or is there some other reason I'm not understanding? Sorry if this is a dumb question, just trying to wrap my head around the situation! 🤔

Just want to add another helpful resource that I discovered recently - the EDD actually has a YouTube channel with tutorial videos! I found a video that walks through finding and filling out PFL forms step-by-step. It's super helpful if you're a visual learner like me. You can find it by searching "EDD California official" on YouTube. The video quality isn't amazing but the information is solid and it's straight from the source. Also, if you have a local One-Stop Career Center in your area, many of them have staff who can help you navigate the EDD website and fill out forms - it's a free service that not everyone knows about!

Thanks everyone for all these amazing tips! As someone who's been putting off starting my PFL application because the EDD website seemed so intimidating, this thread has been a lifesaver. I'm definitely going to try the step-by-step method that Brandon shared first, and if that doesn't work, I'll check out the site map and Quick Links suggestions. The tip about accessing the site during off-peak hours is genius - I always wondered why it was so slow! Really appreciate this community coming together to help each other navigate this confusing system. You've all made what seemed like an impossible task feel totally manageable! 🙌

I just went through this exact same situation a few weeks ago and can definitely relate to the frustration! That EDD email is so poorly worded - I had to read it several times to understand what they were actually asking for. Here's what worked for me: I sent them a clear, detailed email response that said "My employer provides integrated parental leave pay that works together with my PFL benefits. This means EDD pays me approximately 60-70% of my regular wages through the PFL program, and my company pays the additional amount needed to bring me up to my full salary during my bonding leave." I made sure to include: - The exact dates of my integrated payments (like 2/1/2025 - 3/15/2025) - My hourly rate and normal work schedule (40 hrs/week, Mon-Fri) - A clear statement that these are NOT vacation, sick days, or PTO but specifically integrated parental leave benefits - The gross amounts from my pay stubs during leave The most important thing is emphasizing that your company's pay is supplementing your PFL benefits, not replacing them. EDD just needs to verify there's no double payment happening. They processed my response in 5 business days and approved everything without reducing my benefits at all! Don't send all your 2023 pay stubs - that will just create confusion. A specific email response with those details should resolve it quickly. You've got this!

I'm currently dealing with this exact same situation and this thread has been an absolute godsend! Just got that same confusing EDD email about my integrated pay while I'm on bonding leave and was completely stressed about how to respond properly. After reading through everyone's experiences here, I feel so much more confident about what to do. It's incredible how consistent all the advice is - clearly explain that your company pay is "working WITH PFL benefits" not replacing them, and include all the specific details they're asking for. I'm going to follow the proven template that so many people have shared: "My employer provides integrated parental leave pay that supplements my PFL benefits. EDD pays approximately 60-70% of my regular wages, and my company pays the remaining difference to reach my full salary during leave." Then I'll include the exact dates of integrated payments, my hourly rate, normal schedule, and make it crystal clear these are parental leave benefits (not vacation/sick/PTO). The success stories here are so encouraging - everyone who explained it properly got approved within 3-7 days without any benefit reductions! Thank you all for creating such an amazing resource. This community makes navigating EDD's confusing requests so much less overwhelming!