I'm so sorry you're dealing with this incredibly stressful situation with a new baby! Reading through all these responses has been really eye-opening - it's clear that what happened to you is unfortunately not uncommon, but there are definitely pathways forward. Based on everyone's experiences here, it sounds like you have a solid plan forming. I wanted to add that when I was navigating a similar employment issue (not pregnancy-related but still complex), I found it really helpful to create a simple spreadsheet tracking all my applications, phone calls, and deadlines. It helped me stay organized when everything felt chaotic. Also, since you mentioned anxiety about finances, you might want to look into whether your state has any emergency assistance programs for new parents - some have one-time grants or emergency funds specifically for families with newborns facing job loss. The fact that you're being so proactive and asking the right questions shows you're going to successfully navigate this. This thread has become such an amazing resource, and I'm confident the detailed action plan you've developed based on everyone's advice is going to serve you well. Wishing you and your little one all the best!

I'm so sorry you're dealing with this situation - losing your job while on maternity leave is incredibly stressful! This thread has become such an amazing resource with so much helpful information. I went through something similar last year and wanted to add a few things that helped me. First, when you apply for unemployment, be prepared that they might ask you to verify your ability to work despite having a newborn - I had to explain my childcare arrangements during my phone interview. Second, if you do end up pursuing the legal angle, keep in mind that some attorneys specialize specifically in pregnancy discrimination cases and might be more familiar with the nuances of CFRA/PDL violations. Third, don't forget to apply for any state benefits you might be eligible for - things like reduced-cost childcare, utility assistance, or even temporary food assistance can really help during the transition period. The fact that you're asking these questions now and planning ahead shows you're going to successfully navigate this challenge. Having a new baby is hard enough without job uncertainty, but based on everything shared here, you definitely have solid options for moving forward. Hang in there!

I'm going through the exact same thing right now - applied for PFL almost 4 weeks ago and my claim still isn't showing up online. It's so stressful when you're counting on that money! I've tried calling but like everyone else said, it's impossible to get through. I'm thinking of trying that assembly member tip someone mentioned. Has anyone actually had success with contacting their local representative's office? Also wondering if anyone knows if there's a specific timeframe they're supposed to process these applications by law?

I'm dealing with a similar situation - it's been almost 5 weeks since I submitted my PFL application and absolutely nothing is showing up in my online account. The anxiety is real when you're depending on those benefits to cover basic expenses! 😰 I've tried the calling marathon like everyone else with zero success. The automated system just loops you around in circles. I'm definitely going to try that assembly member suggestion - seems like that might be our best bet right now. One thing I noticed is that when I log into my EDD account, there's literally no trace that I even submitted an application. It's like it disappeared into the void. Has anyone else experienced this complete lack of any record? Starting to wonder if something went wrong during submission but there's no way to verify without talking to an actual human being. This whole system is such a nightmare when you actually need help. Praying we all get our situations resolved soon! 🙏

Just wanted to add my perspective as someone who recently went through this exact situation! I was working full-time at a bank (35 hrs/week) plus part-time at a tutoring center (20 hrs/week) when my baby was born in September. EDD absolutely used both incomes in calculating my benefits - ended up getting $1,165/week which was about 63% of my combined weekly earnings. One thing I haven't seen mentioned yet is that you should also check if either of your jobs offers any supplemental paid family leave benefits on top of the state PFL. My bank actually had a policy that topped up my EDD benefits to 100% of my salary for the first 4 weeks, which was an amazing surprise! Not all employers offer this, but it's worth asking HR at both jobs. Also, regarding the paperwork coordination - I found it really helpful to create a shared Google doc with both employers' HR contacts, important dates, and form submission status. I gave both HR departments access to it so they could see the timeline and mark when they completed their tasks. This prevented any confusion about who needed to do what by when. The whole process from application to first payment took about 3 weeks for me once both employers submitted their DE2515 forms. One last tip: sign up for EDD's text notifications so you get updates on your claim status without having to constantly check the portal. Good luck with everything and congrats on the upcoming arrival!

Just want to echo what everyone else has said - yes, EDD will definitely use wages from both jobs when calculating your PFL benefits! I went through this exact situation last year working full-time at a hospital (36 hrs/week) and part-time doing medical coding from home (15-20 hrs/week). My weekly benefit ended up being around $1,050, which was about 65% of my combined income from both positions. One thing I'd add that hasn't been mentioned - make sure you understand how your base period is calculated. Since you're planning for March 2025, EDD will likely look at your earnings from around Q2 2023 through Q1 2024. If you had any significant changes in hours or pay rates at either job during that timeframe, it could affect your benefit amount differently than you might expect based on your current earnings. Also, I found it super helpful to keep a simple spreadsheet tracking which forms each employer needed to submit and their deadlines. The hospital HR was on top of things, but my coding company needed several reminders to get their DE2515 submitted on time. Starting those conversations now (even though you're still months out) will definitely save you stress later. Good luck and congrats on the upcoming addition to your family!

I'm a new mom who went through this exact situation 8 months ago and I'm so glad you asked this question! The timing confusion is real and it almost cost me thousands in benefits I was entitled to. Here's what I learned: You MUST file your SDI claim within 49 days of your doctor certifying your pregnancy disability (usually around 36 weeks pregnant), even if your employer is paying you 100% salary. This deadline is based on your disability start date, NOT when your company benefits end. I made the mistake of thinking my company's "100% pay" policy meant I didn't need state benefits at all. Turns out my employer was actually coordinating with state benefits behind the scenes - they were supplementing the SDI payments to bring me up to full salary. If I had waited until my company leave ended, I would have missed the filing window completely and lost out on about $5,000 in benefits. My advice: File your DE2501 form as soon as your doctor provides that pregnancy disability certification, regardless of what your HR says about company policy. You can always sort out the payment coordination later, but that 49-day deadline is non-negotiable. Also ask your HR directly: "Do I need to file for state benefits while receiving company pay?" and get their answer in writing. Don't let generous employer benefits trick you into missing state benefits you've been paying into through your paycheck deductions. File early and ask questions later - your future self will thank you! 💕

I'm currently 28 weeks pregnant and reading through all these responses has been such a wake-up call! My company also offers full pay during maternity leave and I was definitely planning to wait until those benefits ended before thinking about state benefits. Thank you to everyone who shared their experiences - I had no idea about the 49-day deadline from disability certification date! I'm scheduling a meeting with HR this week to clarify exactly how our company's policy works with state benefits. Based on what I'm reading here, it sounds like the safest approach is to file the SDI claim as soon as my doctor certifies my disability around 36 weeks, even if I'm getting 100% pay from my employer. One follow-up question - for those whose companies did coordinate benefits behind the scenes, did you notice any difference in your paystubs or was it completely transparent? I'm trying to understand what to expect when I start receiving both employer and potentially state payments. Thanks again for all the helpful advice! 🙏

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! 💪

I'm so sorry you're dealing with this absolutely horrible situation! What your employer did is completely illegal and unethical - they cannot just "accept a resignation" that you never actually gave. That's textbook wrongful termination and pregnancy discrimination. But here's the great news: YES, you can absolutely still file for PFL! Your eligibility for Paid Family Leave is based entirely on your base period wages (typically 5-18 months before your claim), NOT your current employment status. Since you successfully received SDI benefits, you've already proven you have all the qualifying wage history needed for PFL. You've been paying into this system through every single paycheck - those 8 weeks of baby bonding benefits are rightfully YOURS regardless of what your employer did. File your DE 2501F form immediately - today if possible! Don't let their illegal actions cost you even one day of benefits you've already paid for. Their bogus "resignation" stunt has absolutely zero impact on your PFL eligibility. Also, with 70+ employees, your company is definitely required to provide CFRA job protection for baby bonding leave. What they did violates multiple California laws. Please document everything about that phone call - date, time, exact words used, everything you remember. Then seriously consider filing complaints with both DFEH and consulting with an employment attorney (many handle pregnancy discrimination cases on contingency). Don't let them intimidate you out of benefits you've earned and deserve! Focus on your precious baby and claim what's rightfully yours. This community is rooting for you! 💪