I'm currently going through this exact same situation! Just received that same confusing email from EDD yesterday while I'm on bonding leave and was completely overwhelmed trying to figure out how to respond. This thread has been absolutely incredible - reading everyone's experiences has completely changed my stress level from panic to confidence. It's amazing how consistent all the advice is: be super specific about what "integrated" means, emphasize that company pay is "working WITH PFL benefits" not replacing them, and include all the detailed information (dates, hourly rate, schedule, etc.). I'm definitely going to follow the proven template that so many people have shared: clearly explain that EDD pays 60-70% of my wages and my company covers the difference to reach my full salary, plus make it crystal clear these are parental leave benefits not vacation/sick days. The success stories here are so encouraging - seems like everyone who explained it properly got approved within 3-7 days without any benefit reductions. Thank you all for sharing your experiences and creating such a helpful resource for navigating EDD's confusing requests! This community is truly a lifesaver.

I'm dealing with this exact same situation right now! Just got that confusing EDD email this morning while I'm on my bonding leave and was totally panicking about how to respond correctly. This entire thread has been such a lifesaver - reading everyone's detailed experiences has completely calmed my nerves. It's incredible how consistent all the advice is about emphasizing that company pay is "working WITH PFL benefits" rather than replacing them, and including all those specific details like exact dates, hourly rate, and normal schedule. I'm definitely 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." The success stories here are so encouraging - it sounds like when you explain it properly with all the specifics, EDD processes it within 3-7 days without any benefit reductions. Thank you everyone for sharing your experiences and creating such an amazing resource for navigating EDD's confusing system! This community makes dealing with these stressful situations so much more manageable.

As someone who's currently on pregnancy SDI and will be transitioning to PFL in a couple months, this thread has been absolutely invaluable! I was already getting anxious about all the different dates and forms involved, but reading everyone's clear explanations has really put my mind at ease. The consensus is so clear - use your actual last physical work day (11/11/25 in your case) regardless of all the other benefit dates and payroll complications. I love how someone described it as a "factual question, not a strategic one" - that really clarifies why it's much simpler than it initially seems! Your proactive approach with the payroll overlap and transparency with EDD through that explanatory note is exactly the kind of guidance I needed to see. It's so reassuring to know that being upfront actually helps speed up processing rather than causing delays. The processing timelines everyone shared (6-10 days) are much faster than I was expecting too. This whole thread is going to be my reference guide when I file my own PFL claim later this year! Congratulations on your new baby and thank you for starting such a helpful discussion for all of us navigating California's benefit system!

As someone who's brand new to navigating California's benefits system, this entire thread has been such a lifesaver! I'm currently early in my pregnancy and trying to understand how all these different leave types work together, so seeing this real-world example has been incredibly educational. The unanimous advice about using your actual last physical work day (11/11/25) makes perfect sense now that everyone has explained it. I was initially thinking this would involve some complex calculation with all the different benefit periods, but you're absolutely right that it's just asking for a straightforward fact. What really impressed me is how thoughtfully you handled the payroll overlap situation. Delaying your PFL start to 2/1/26 and adding that explanatory note shows exactly the kind of proactive transparency that seems to make these transitions go smoothly. It's so reassuring to learn that EDD's systems are actually designed to handle these pregnancy-to-bonding switches frequently. The processing timelines people shared (6-10 days) are much faster than I was expecting based on some of the government benefit horror stories you hear! This thread is definitely going in my bookmarks for when I need to file my own claims later this year. Thank you for asking this question and creating such a helpful resource for those of us who are new to this system. Congratulations on your new baby and I hope you get to enjoy every moment of that bonding time once your benefits come through!

I'm so sorry you're dealing with this bureaucratic nightmare while trying to recover from your emergency c-section! 😔 Reading through everyone's experiences here has been eye-opening - it's clear that employer date errors are unfortunately very common but also have high success rates on appeal. I wanted to add one tip that helped me when I was dealing with a different EDD issue last year: if you have a smartphone, use the voice memo app to record yourself stating the date, time, reference number, and summary of each call right after you hang up. When you're sleep-deprived and dealing with a newborn, it's so easy to forget important details from these conversations, and having audio notes saved me multiple times when following up. Also, don't feel bad about calling frequently for updates! I used to feel guilty about "bothering" them, but then I realized - this is YOUR money that you've paid into the system, and YOUR legal right to these benefits. You're not being pushy, you're advocating for yourself and your family during a vulnerable time. Your documentation sounds really solid, and with your HR director already agreeing to submit a correction, I think you have an excellent chance of getting this resolved. The 4-6 week timeline that others have shared is manageable, especially knowing you'll get full backpay. Hang in there mama - your recovery and bonding time is precious and worth fighting for! 💪💕

I'm so sorry you're going through this nightmare while trying to heal from your c-section! 💔 I just went through almost the exact same thing - my employer also put the wrong last day worked and my PFL got denied initially. My appeal took 5.5 weeks but I got approved with full backpay! Here's what I learned: **File immediately** - you only have 30 days from the denial date **Call for expedited processing** - specifically mention "recovering from emergency c-section with newborn" when requesting priority review **Keep it simple** - one page appeal letter with bullet points explaining the employer error **Multiple proof sources** - I included pay stubs, timecard screenshots, AND a signed letter from my manager admitting their mistake The waiting was absolutely brutal, but it was 100% worth it. Don't let their bureaucratic mess force you back to work before you're healed! You've paid into this system and deserve every day of recovery time. One thing that helped financially while waiting - I applied for WIC benefits and joined local Buy Nothing groups for baby supplies. Other moms were incredibly generous and understanding. Your case sounds very straightforward with clear documentation. Employer date errors have really high success rates on appeal from what I've seen. Stay strong mama - you've got this! 💪

Congratulations on your new daughter! As a new dad myself who just completed the PFL baby bonding process a few months ago, I can definitely confirm that fathers are 100% eligible for up to 8 weeks of baby bonding leave. The process was actually much easier than I expected after reading horror stories online. A couple of practical tips that helped me: 1) When you file online through SDI Online, have your employer's Federal EIN number ready (not just their name and address), 2) If you're planning to split your leave, file for your first period but mention in the comments that you may file additional claims later - this helps EDD understand your situation upfront, and 3) Consider downloading the EDD mobile app for tracking your claim status. My claim was approved in about 10 days, and I received my first payment 2 weeks after that. The 65% wage replacement (in my case) made it totally feasible financially. Also, don't underestimate how much your partner will appreciate having you home during those first few weeks - the support makes such a huge difference for everyone's adjustment to parenthood. Best of luck with your claim and enjoy every moment with your little one!

Congratulations on your new daughter! Yes, fathers absolutely qualify for California PFL baby bonding benefits. You can take up to 8 weeks within the first year of your child's birth at 60-70% of your wages. Since you mentioned being confused by the EDD website, here's a simple step-by-step: 1) File online through SDI Online (not UI Online), 2) Use form DE2508 and select "bonding with a new child" as your reason, 3) You can split the 8 weeks however you want - many dads take 2-3 weeks initially then save the rest for when mom returns to work. Given your small company size, I'd definitely recommend talking to your boss first about timing and coverage. The process is much more straightforward than the website makes it seem, and having that financial support really makes it possible to be present for those precious early weeks without stressing about money. Best of luck with your claim!

@OP regarding your 2023 benefits - you might want to consider filing an amended return (Form 1040-X) for that tax year. The IRS does get reports of your benefit payments from EDD, so there's a good chance they'll eventually notice the discrepancy. Filing an amendment yourself is better than waiting for them to contact you, as it shows good faith and might reduce any potential penalties.

I'm dealing with this same situation right now! Just wanted to add that if anyone is having trouble accessing their EDD online account (mine was locked for some reason), you can also request the 1099-G by mail by calling the number mentioned earlier or through their online form. It takes a few weeks to arrive though, so definitely try the online account first. Also, for anyone who had both SDI (pregnancy disability) and PFL benefits like me, they'll both be on the same 1099-G form but broken down separately. Super helpful thread - saved me a lot of stress!