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!

Hey Alberto! I can totally relate to your confusion - I just got my first determination letter a couple weeks ago and had the exact same reaction! 😅 From what I learned (mostly from this awesome community), a determination is basically EDD's official decision on your claim. It sounds scary but it's actually just their way of saying they've processed something - could be approval, benefit calculation, or just clearing up paperwork. The letter they send is always super vague (seriously, why can't they just write in plain English?!), but everyone here is right about checking your online account first. I found way more details there under "Claim Status" than what was in that confusing letter. If you still need more info after checking online, that 8 AM calling trick really does work - I got through on my second try! Don't stress too much though - from what I've learned here, getting a determination usually means good news, not bad. This community has been a lifesaver for navigating all the EDD craziness. Good luck and definitely keep us posted! 🤞

Hey Alberto! I totally get why you're confused - I was in the exact same boat when I got my first determination letter from EDD a few weeks ago! A determination is basically EDD's official decision about your claim, but their letters are always so vague it's ridiculous. It could mean they've approved your benefits, calculated your weekly amount, or just resolved some routine verification issue. The good news is that getting a determination usually means they're actively working on your case, which is actually progress! I'd definitely recommend logging into your EDD online account first - look for sections like "Messages" or "Claim Details" where they usually put way more specific info than what they send in the mail. If you're still confused after checking online, try calling them right at 8:00 AM when they first open - that timing really does make a difference for getting through. Don't stress too much though - this is totally normal and everyone finds their system confusing at first. You're definitely not alone in this! Let us know what you find out! 🙂

This thread has been absolutely amazing to read through! I'm currently 5 months pregnant and was feeling pretty anxious about how to structure my PFL to best balance work responsibilities with bonding time. Everyone's detailed experiences with intermittent leave have opened up possibilities I didn't even know existed! What really stands out to me from all these stories is how critical the documentation and communication aspects are. The advice about getting specific notes in your EDD file, taking screenshots of balances, and being ultra-precise with certification dates seems like it could make or break the whole process. I'm definitely going to start a tracking spreadsheet now, even though I'm still months away from actually using PFL. One thing I'm curious about - has anyone tried discussing their intermittent PFL plans during their initial claim filing, or is it better to wait until you're ready to return to work part-time? I'm wondering if mentioning this upfront might help avoid some of the system confusion issues that @Sayid Hassan experienced. Also really hoping @Cole Roush, @Luca Esposito, and others who are currently testing out these strategies keep updating us! As someone still in planning mode, hearing about real certification experiences will be incredibly valuable. This community is such an amazing resource - thank you all for being so generous with sharing your knowledge! 🙏💙

This thread has been incredibly helpful! I'm currently navigating intermittent PFL myself and wanted to share a few additional tips based on my recent experience: 1. **Call timing matters** - I found calling EDD right at 8am when they open gives you the best chance of reaching someone knowledgeable about intermittent leave policies. 2. **Email confirmations** - After speaking with an EDD rep about your intermittent plan, consider sending a follow-up email to yourself documenting the conversation details (date, time, rep name, what was discussed). This creates a paper trail. 3. **Employer coordination** - Make sure your HR/payroll department understands that you're on "intermittent PFL" not "returned to work full-time." Some payroll systems automatically mark you as fully returned when you start working any days, which can cause confusion. 4. **Benefits timing** - Remember that your 12-month window to use PFL benefits starts from when you first filed your claim, not when you return to work. So factor that into your intermittent scheduling. The consistent advice throughout this thread about being super detailed with dates and keeping thorough documentation really can't be overstated. It seems like the parents who had smooth experiences all followed these practices religiously. @Cole Roush @Luca Esposito - still hoping to hear your updates on how the certification process went! Your experiences will help so many of us. 💙