This thread has been absolutely amazing! I'm expecting my first baby in September 2025 and was totally lost on how to navigate all these different leave options. Reading everyone's detailed experiences gives me so much confidence going into this process. A few things that really stood out to me from all the advice here: - The critical importance of getting your employer's exact written policy (not just verbal explanations from HR) - Creating a specific timeline document to show HR exactly how you want to coordinate benefits - The distinction between PFL (wage replacement) and CFRA (job protection) - I had no idea these were separate things! - Starting paperwork early but being mindful of the 41-day application window for PFL One question I haven't seen specifically addressed: Has anyone dealt with coordinating these benefits while planning to take unpaid leave beyond what's covered by state and employer benefits? For example, if I wanted to take 6 months total but only have 14 weeks of paid coverage between CA PFL and employer leave? Also, I'm curious about the practical side of managing multiple benefit applications simultaneously. Do you typically work with the same HR person throughout the entire process, or do different types of leave get handled by different departments? Thanks to everyone for sharing such detailed real-world experiences. This community has been more helpful than hours of trying to navigate government websites! 🙏

This has been such an incredibly helpful thread! I'm expecting in October 2025 and was completely overwhelmed trying to understand how all these benefits work together. Everyone's experiences here are so much more valuable than the confusing government websites. I wanted to add something I learned from a friend who went through this process last year - she recommended reaching out to your company's benefits administrator (if they have one) in addition to HR. At her company, the benefits team was way more knowledgeable about coordinating state and employer leave than the general HR representatives. Also, I've been keeping a spreadsheet to track all the different deadlines and requirements as I research: - CFRA eligibility requirements and timing - CA PFL application window (41 days before start date) - Employer leave policy details and required documentation - Financial calculations for budgeting during reduced pay periods The advice about getting everything in writing cannot be overstated! I'm planning to schedule my HR meeting after the holidays and will definitely use the timeline document approach that several people mentioned. Having a visual showing exactly what you want seems so much more effective than trying to explain it verbally. For those asking about financial planning during extended leave - I started a separate savings account specifically for maternity leave expenses as soon as I found out I was pregnant. Even setting aside $100-200 per month helps build a cushion for the reduced income periods. Thanks everyone for creating such a supportive community! 🤱

I'm dealing with the exact same frustrating situation right now! My PFL baby bonding claim has been stuck for over 2 weeks and I'm getting nowhere with the regular phone lines. After reading through all these incredibly helpful responses, I'm planning to try the Tuesday 8:00 AM strategy using 1-877-238-4373 with the 1-1-2 sequence. The insider tips about listening for background noise during that 3-4 second delay and using specific language like "PFL baby bonding claim stuck due to employer date issue" are game-changers I never would have known about. It's both heartbreaking and reassuring to see so many other new parents struggling with this broken system when we should be focused on bonding with our babies instead of fighting bureaucracy. Thank you everyone for sharing what actually worked - this community support gives me hope that persistence will eventually pay off! Going to charge my phone, write down my questions, and commit to however many redials it takes this Tuesday morning. 🤞

I'm a new parent who just successfully got through to EDD PFL after weeks of trying! I used the Tuesday 8:00 AM strategy with 1-877-238-4373 and the 1-1-2 sequence that everyone's been recommending. It took 67 redials but I finally got through after listening for that background noise cue during the delay - that insider tip was absolutely crucial! My claim was stuck because my employer submitted the wrong transition date from pregnancy disability to baby bonding, just like so many others here. The rep was incredibly helpful and fixed it immediately - I should see payments within 5-7 business days. To anyone still struggling: download an auto-redial app, have your claim ID and baby's birth date ready, charge your phone fully, and DO NOT give up once you hear hold music no matter how long it takes. This thread gave me the exact roadmap I needed when I was desperate and overwhelmed. Thank you to everyone who shared what worked - your advice literally saved my family's financial situation! 🙏✨

Anyone else feel like they need a law degree just to navigate this stuff? 🙃 Maybe we should start a support group: 'EDD Survivors Anonymous

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! 💪

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'm so sorry you're dealing with this awful situation! What your employer did is absolutely illegal - they can't just declare you "resigned" when you never actually quit. That's wrongful termination and likely pregnancy discrimination. But YES, you can definitely still file for PFL! Your eligibility is based on your base period wages (from when you qualified for SDI), not your current employment status. Since you already received SDI benefits, you've proven you have the qualifying wage history for PFL. You've been paying into this system through your paychecks - those 8 weeks of baby bonding benefits are yours regardless of what happened with your job. File your DE 2501F form immediately! Don't let their illegal actions cost you benefits you've already paid for. With 70+ employees, your company should have provided CFRA job protection, so definitely document everything about that phone call and consider filing a complaint with DFEH. As a new parent who went through similar employer retaliation, I know how overwhelming this feels. But you have rights and this community is here to support you. Focus on your baby and claim what's rightfully yours! 💕

I'm so sorry you're going through this nightmare! What your employer did is completely illegal - they absolutely cannot just "accept a resignation" that you never gave. That's textbook wrongful termination and pregnancy discrimination. YES, you can definitely still file for PFL! As someone who went through almost the exact same situation, I want to reassure you that your PFL eligibility is locked in based on your base period wages from when you qualified for SDI. Your current employment status has ZERO impact on your benefits. You've been paying into this system through every paycheck - those 8 weeks of baby bonding benefits belong to YOU. File your DE 2501F form RIGHT NOW - don't let another day pass! I made the mistake of hesitating when my employer pulled similar tactics, and I wish I had acted faster. With 70+ employees, your company is absolutely required to provide CFRA job protection for bonding leave. Document every single detail about that phone call where they "accepted your resignation" - date, time, exact words used, everything. Then file a complaint with DFEH immediately. I also strongly recommend consulting with an employment attorney - many handle pregnancy discrimination cases on contingency. Don't let them intimidate you out of benefits you've already paid for! I ended up getting a settlement from my employer after fighting back. You deserve both your PFL money AND accountability for their illegal actions. This community has your back - now go claim what's rightfully yours! 💪