I'm currently going through this exact same nightmare! My hyphenated name is 18 characters and I've been stuck with paper everything for my maternity leave. Reading through all these responses is giving me hope though. I'm definitely going to try calling at 8:05 AM sharp tomorrow with all my paperwork ready. Quick question for those who successfully got online access - were you able to upload documents through the online portal after getting access, or do you still have to mail everything? I have some medical forms I need to submit and I'm really hoping I won't have to keep dealing with the postal service delays!

Ugh, I feel your pain with the hyphenated name issue! I'm in the exact same boat - filed on paper because my 15-character hyphenated name was "too long" for their ancient system. What finally worked for me was a combination approach: I called the disability line at 1-800-480-3287 right at 8:05 AM (thanks to everyone who suggested that timing!) and when I got through, I specifically asked for the DE1326C form that allows them to set up online access for paper filers. The rep was actually familiar with this form and was able to process it over the phone instead of mailing it to me. Within 48 hours I had online access and could see all my payment history. Still had to mail my PFL transition paperwork, but at least I can track everything online now instead of waiting for those slow paper notices. Definitely worth the early morning wake-up call!

I'm a working mom who went through this exact same struggle when my daughter was born 18 months ago. The financial pressure with a newborn is SO real - between formula, diapers, and all the unexpected costs, it feels overwhelming. I was also tempted to do some gig work during my PFL because the 60% wage replacement just wasn't enough. But after talking to other parents who got burned by EDD overpayments, I'm so glad I didn't risk it. One friend ended up owing back over $3,500 because she didn't report her Etsy sales during bonding leave - the stress and financial burden lasted for over a year. Instead, I focused on finding every assistance program possible. WIC was a game-changer - the application took less than 2 weeks and covered so much of our formula and food costs. I also found a local diaper bank through our county's 211 helpline that provided free diapers monthly. Many grocery stores also have baby clubs with coupons - Safeway's Just for U program saved me probably $100+ over those 8 weeks. I know it's hard to ask for help, but these programs exist exactly for situations like yours. Those bonding weeks are irreplaceable and honestly went by in a blur. Once I returned to work, I was able to pick up freelance projects without any worries about my benefits. The peace of mind was worth so much more than any gig income would have been. You've got this mama! 💪

I'm a dad currently on week 3 of my PFL bonding leave and I was having these exact same thoughts about picking up some DoorDash shifts! Reading through everyone's experiences here has been incredibly eye-opening - especially the stories from the former EDD specialist about automated systems that cross-reference 1099 income with benefit periods. That's honestly terrifying and something I never would have considered. The part that really got my attention was hearing how penalties can double what you owe back. Even if I only made $500 driving for DoorDash, that could turn into owing $1000+ back to EDD - completely not worth it for our family's financial situation. I'm definitely going to look into WIC and local assistance programs instead. My wife and I have been too proud to ask for help, but after reading about baby formula banks and hospital assistance programs, I realize there are so many legitimate resources we haven't explored. The tip about switching to store-brand formula could also save us significant money each week. Thanks to everyone for sharing their stories and advice - this thread probably saved me from making a very expensive mistake. These 8 weeks really are precious and I'd rather focus on bonding with my little guy than worry about potential benefit issues later! 🙏

This is exactly why I always recommend documenting EVERYTHING when dealing with EDD! For anyone else reading this who might face a similar situation, here are some key takeaways from this thread: 1. Keep detailed records of your original intent to split claims (emails to employer, calendar entries, family visit plans, etc.) 2. Screenshot your EDD account regularly - claims can disappear without warning 3. When filing for partial benefits, be extremely explicit about it being "X weeks of Y total weeks entitled" 4. If you get an overpayment notice, act quickly - don't let it sit while you figure out what to do 5. The Claimyr service seems to be a game-changer for actually reaching EDD reps @Lim Wong - smart move being transparent on your new claim. That approach should prevent any fraud flags from popping up. Hopefully this whole mess gets resolved quickly for you!

Wow, reading through this entire thread has been incredibly helpful! I'm dealing with a similar split baby bonding situation right now (my claim has been "pending" for 2 months with no updates) and I was dreading having to navigate this alone. The Claimyr service recommendation is gold - I had no idea something like that existed. One question for anyone who's been through this: when you repay the overpayment, do they give you a confirmation number or receipt? I want to make sure I have documentation that the repayment was processed before filing my new claim, just in case their systems don't sync up properly. Also, has anyone had success getting expedited processing on their second claim by explaining it's related to a resolved overpayment issue? Thanks to everyone who shared their experiences - this community is a lifesaver! 🙏

This thread is absolutely incredible - so much practical advice that you just can't find anywhere else! As someone who's 8 months pregnant and working for a company that's been "restructuring" for the past few months, I'm bookmarking this entire conversation. The timeline breakdown that @Derek shared about filing UI on the Sunday after your last PFL payment is exactly the kind of specific detail that makes the difference between a smooth transition and a bureaucratic nightmare. And @Andre's point about setting aside 20-25% for taxes on PFL benefits - that's something I never would have considered! @Miguel - you really handled this situation like a pro. The fact that you recognized the urgency and filed while still employed shows great instincts. I hope your claim gets approved quickly and you get to enjoy that bonding time with your little one without the stress of the layoff hanging over everything. For anyone else reading this thread - save it! This is basically a masterclass in navigating California's maternity/family leave benefits during employment transitions. The collective wisdom here is worth its weight in gold.

This entire thread has been so educational! I'm currently 6 weeks postpartum and back at work, but my company just announced "organizational changes" coming in Q2. Reading through everyone's experiences here has made me realize I need to start preparing now in case layoffs hit my department. The key takeaway seems to be: file for PFL baby bonding BEFORE any layoff happens, even if you suspect it's coming. I had no idea about the employment requirement for PFL eligibility - I always thought it was just about having paid into SDI. Thank you @StarSailor for clarifying that you need to be employed OR actively job searching while on PFL. @Miguel - you definitely made the smart move filing when you did. The fact that you still have several months left in your 12-month window for baby bonding gives you such a good safety net. I'm going to start gathering all my documentation (birth certificate, pay stubs showing SDI contributions, etc.) just in case I need to file quickly. One question for the group - if you're still breastfeeding, does that impact your ability to meet the "available for work" requirement during PFL baby bonding? I know it's supposed to be bonding time but the availability requirement seems like it could create complications for nursing mothers.

Congratulations on your pregnancy! 🎉 As a self-employed esthetician who went through this exact situation 18 months ago, I can't stress enough how glad I am that I stayed self-employed! Since you've been paying SDI for 3 years, you're already golden - don't let anyone convince you otherwise. Here's the reality check nobody talks about: switching to W-2 while pregnant is risky business. Even with legal protections, I've seen too many women get their hours cut or face subtle discrimination once they start showing. Meanwhile, your current clients probably already love you and will be genuinely excited about your pregnancy! My biggest piece of advice? Start a "pregnancy benefits" folder RIGHT NOW with all your tax docs, 1099s, and SDI payment records. When I filed my claim, having everything organized made the process so much smoother. Also, the income calculation actually worked in my favor because they use your highest-earning quarter - I had one amazing month doing bridal parties that boosted my benefit rate significantly! The flexibility alone is worth staying self-employed. I could work around morning sickness, take breaks when I needed them, and gradually reduce my client load without asking permission from anyone. Plus, when you're ready to come back after baby, your established client base will still be there waiting for you. You've already built something successful - trust that! The benefits you're entitled to as a self-employed person who's been paying into the system are probably better than starting over somewhere new. You've got this mama! 💪

Congratulations on your pregnancy! 🎉 As a labor and employment attorney who specializes in California benefits law, I wanted to add some important legal context to this discussion. Since you've been paying SDI for 3 years as a self-employed person, you are absolutely entitled to both pregnancy disability benefits and Paid Family Leave for bonding time. Here's what's crucial to understand legally: switching to W-2 employment while pregnant could actually expose you to significant risks. While pregnancy discrimination is illegal, it's unfortunately still common, especially for new employees who haven't established job security. Employers can find subtle ways to reduce hours, change responsibilities, or create hostile work environments. From a legal standpoint, your current situation is actually ideal: - Established SDI contribution history (no waiting periods) - Protection from employment discrimination (you're your own boss) - Documented income history for benefit calculations - Legal right to control your work schedule and environment The benefits calculation will use your highest-earning quarter from your base period, which often works favorably for self-employed individuals with variable income. Make sure to keep meticulous records of all your earnings and SDI contributions. One important note: start documenting any pregnancy-related symptoms that affect your ability to work (fatigue, back pain from standing, etc.). Your healthcare provider will need this information to certify your disability claim, and good documentation can help you qualify for earlier benefits if needed. You're in a strong legal and financial position - don't let anxiety about paperwork push you into a potentially risky employment situation!