I'm in a very similar situation and this thread has been so helpful! I filed my disability claim in late January and just received my DE 429D notice yesterday. Reading everyone's experiences here is giving me so much hope that payment is actually coming soon. The financial stress has been unreal - I've been stretching every dollar and borrowing from family just to cover basic expenses. It's frustrating that EDD doesn't provide clear timelines anywhere, so having this community share real experiences is invaluable. Based on what everyone is saying, it sounds like most people get paid within 5-10 business days after receiving the computation notice. I'm going to try the early morning calling strategy (8:05 AM) and the "2-1-1" phone method that several people mentioned. Also setting up those bank text alerts right now! @Oliver, hang in there - from all these responses it really does sound like you're in the final stretch. We're all rooting for you to see that payment hit your account very soon! This whole process is so stressful but knowing we're not alone in this experience helps so much.

I went through this exact same situation just a few months ago and I totally understand your anxiety! Getting the DE 429D notice is actually a really positive sign - it means EDD has processed your claim and calculated your benefits. In my case, I received my first payment exactly 9 business days after getting that computation notice. The waiting is absolutely brutal, especially when bills are piling up. A few things that helped me get through those final days: I set up text alerts from my bank so I'd know immediately when the deposit hit, and I called EDD at exactly 8:00 AM when they opened (much better chance of getting through than later in the day). Based on your timeline, you should definitely see payment within the next week or two. When it does come, it'll be a lump sum covering all eligible weeks from January 5th (minus the 7-day waiting period), which should help you catch up on those bills. In the meantime, consider looking into local emergency assistance programs - many counties offer temporary help for people waiting on benefits. Hang in there - you're so close to the finish line! That computation notice really is the light at the end of the tunnel.

I'm a military spouse who went through this exact situation when we PCS'd from Naval Air Station Lemoore to Joint Base San Antonio in 2024! I was working as a registered nurse for only about 8 weeks when my husband got orders, so I completely understand your stress about the timing. Here's what really helped me succeed with my claim: 1. **Don't overlook ANY previous earnings** - I went back through 2023 and found wages from clinical rotations, a part-time CNA job I had during nursing school, and even some per diem shifts at a local clinic. When I used the alternate base period, all these small amounts combined to easily meet the monetary requirements. 2. **Timing is everything** - Since you mentioned moving in late June and starting work in March 2025, waiting until July 1st to file (like Sunny Wang suggested) is brilliant advice. Your March-June nursing wages will then count in the alternate base period. 3. **Be specific about military connection** - When filing, look for the exact option that says something like "Leaving due to military spouse relocation" rather than generic quit options. This triggers the right protections. 4. **Prepare for the phone interview** - They will ask detailed questions about whether the move is mandatory vs. voluntary. Have your husband's orders ready and be clear that military orders are not optional. The process took about 4-5 weeks for me from filing to first payment. Texas had great nursing opportunities near the military installations, and I'm sure Arizona will too. The military spouse provision exists specifically for situations like yours - you've got this! 🌟

I'm a military spouse who just went through this process a few months ago when we PCS'd from March ARB to Fort Liberty! I was working as a medical lab technician for only 5 weeks when we got orders, so I totally get your panic about the short work history. Here's what I wish someone had told me upfront: the alternate base period was absolutely crucial for me. I had worked as a phlebotomist, lab assistant, and even did some medical transcription work while finishing my MLT program in 2024. Those scattered earnings from multiple part-time jobs actually added up to way more than I expected when calculated together. One tip I haven't seen mentioned yet - when you gather your documentation, also grab any 1099s if you did any freelance or contract work while in school. I had completely forgotten about some per diem lab work I did through a staffing agency, and those wages helped push me over the monetary threshold. Also, North Carolina ended up having amazing opportunities for healthcare workers near military bases, so I'm confident Arizona will be the same for nursing! The military spouse employment networks are really strong out there. You're going to land on your feet, and this unemployment bridge will help you get there. The system really does work when you know how to navigate it properly! 💪

I'm really sorry for your loss and what you're going through with EDD right now. This thread has been incredibly eye-opening about how poorly the PFL caregiving system works compared to other benefits. I'm actually going through something similar - my mom is currently in hospice care in Oregon and I'm terrified about having to deal with this exact same situation with out-of-state doctors if I need to take PFL caregiving leave. Reading everyone's experiences here, it sounds like the system is fundamentally broken for caregiving claims. The fact that there's zero online visibility for appeals is absolutely unacceptable in 2025. Like others have mentioned, if you can get baby bonding approved quickly with online tracking, why can't they provide the same basic functionality for people caring for dying family members? It honestly feels discriminatory. Thank you to everyone who shared their experiences and practical advice - I'm bookmarking this thread and taking notes on the documentation requirements and phone strategies. The suggestion about getting your state representative involved after extended delays is something I hadn't considered but makes total sense. Yuki, I hope your appeal gets resolved soon and you get the benefits you deserve. You did everything right by being there for your father, and EDD's bureaucratic failures shouldn't add to your grief.

I'm so sorry for your loss and the additional stress you're dealing with during this already difficult time. The complete lack of transparency in EDD's PFL caregiving appeal process is absolutely unacceptable - it's 2025 and they can't even provide a basic "appeal received" status update online? I went through something similar last year when my uncle was in his final stages in Texas. EDD initially denied my caregiving claim because his oncologist wasn't in California, even though I had all the proper documentation. The appeal process was a nightmare - weeks of complete silence with no way to check status online. What finally worked for me was getting my state assemblymember's office involved after about 5 weeks of no communication. Their constituent services team called EDD directly and suddenly my "lost" appeal was magically found and approved within 72 hours. It's ridiculous that it takes political intervention to get basic customer service, but that's the reality with EDD's broken system. Keep detailed records of every call you make and every document you submit. If you haven't heard anything by the 3-week mark, definitely consider reaching out to your local representative's office. They deal with EDD issues all the time and know exactly who to contact. The system is clearly designed to prioritize baby bonding claims over caregiving claims, which is infuriating when you're dealing with end-of-life care for a parent. You shouldn't have to fight this hard while you're grieving.

I'm currently going through this exact situation! My husband got his PFL approval letter on Tuesday and we've been anxiously waiting for that first payment to hit our account. Reading through all these experiences has been incredibly reassuring - it sounds like most people are seeing payments within 3-8 days, which is so much better than the horror stories I found on other websites. The certification requirement totally blindsided us too! I wish EDD made that clearer in their approval materials. We found the certification forms in his online account yesterday (3 days after approval, just like several people mentioned), and we've already set up those bank text alerts and bi-weekly phone reminders. It's amazing how much less stressful this process feels when you have real, recent experiences from other parents instead of trying to decode vague government paperwork. Thank you all for sharing such detailed timelines and practical tips - this community is a lifesaver for new parents trying to navigate these systems! 🙏

I'm going through the exact same thing right now! My wife just got her PFL approval letter yesterday and we were completely confused about the payment timeline too. Reading through all these responses has been incredibly helpful - it sounds like most people see their first payment within 3-8 days after the approval letter, which is way better than I expected. The certification requirement was a total shock to us as well! The EDD paperwork really doesn't make that clear at all. We're going to have her call EDD today to verify everything is set up correctly and check for those certification forms in her online account. I'm also setting up bank text alerts right away based on everyone's suggestions here. It's so reassuring to connect with other families going through this exact process instead of trying to piece together information from confusing government websites. Thank you all for sharing your real experiences and timelines - this community is amazing! I'll definitely update once our payment comes through to help future parents navigate this process. 🙏

I'm a new mom with a 6-week-old and this entire thread has been such a goldmine of information! I'm already feeling that creeping anxiety about my PFL ending soon, so seeing all the creative solutions and advocacy strategies you've all shared is incredibly helpful. One thing I wanted to add that might be useful - I recently discovered that some companies have "emergency backup childcare" benefits through services like Bright Horizons or Care.com that can provide temporary care during your transition period. Even if your regular childcare falls through or you need a few extra days to feel comfortable, these services can be a lifesaver. Some employers cover the cost partially or fully as a work-life balance benefit. Also, for anyone dealing with the financial stress of potentially taking unpaid leave, it might be worth looking into whether your state offers any temporary assistance programs for new families. California has CalWORKs and other programs that sometimes provide short-term support during family transitions. @Katherine, your determination to find more time with your daughter is so admirable, and it sounds like you've already made great progress with your supervisor being open to vacation time and part-time arrangements. That's a huge win! The combination of strategies you're putting together - medical documentation, vacation time, flexible schedule - shows what's possible when you advocate effectively for yourself. This community is such a wonderful reminder that we're all in this together as new parents trying to navigate these impossible choices. Thank you all for sharing your experiences so openly! 💕

I'm a new mom with a 5-week-old and reading through all these responses has been incredibly eye-opening! The anxiety about the 8-week deadline is so real - I'm already starting to feel that knot in my stomach thinking about leaving my little one. One thing I haven't seen mentioned yet is looking into whether your company offers any "phased retirement" or sabbatical programs that might be applicable to new parents, even if they're not specifically designed for parental leave. My sister works at a tech company that has a sabbatical program after 3+ years of employment that she was able to use for extended family leave. Also, some companies participate in "leave sharing" programs where coworkers can donate their unused PTO/sick days to employees in need. It's worth asking HR if anything like this exists, especially since you mentioned your company has 130 employees - that's a decent-sized pool of potential donors. @Katherine, I'm so impressed by how thoroughly you're researching all your options and advocating for yourself! The fact that your supervisor is already open to vacation time and part-time arrangements is such a positive sign. You're clearly approaching this the right way by being proactive and exploring every possible avenue. Thank you to everyone who has shared their experiences in this thread - it's creating such a valuable resource for all of us navigating this challenging transition! 💕