This thread has been incredibly educational! I'm 18 weeks pregnant with my first baby and had been really anxious about the financial impact of maternity leave. Like so many others here, I just assumed I'd have to make do with the 60-70% from EDD and that was that. Reading through all these detailed experiences has given me so much confidence to approach my employer about supplemental pay. I work for a medium-sized marketing agency (about 90 employees) that prides itself on having great company culture, but I don't think maternity leave supplementation has ever been discussed. The business case arguments about employee retention and competitive recruitment are so compelling - our industry has really high turnover and we're constantly competing with larger agencies for talent. I think this could be exactly the kind of benefit that would set us apart. I'm planning to use the timeline approach and concrete dollar amounts that several of you have mentioned, plus I'm going to contact our payroll provider (we use Paycom) beforehand to understand their process. The tip about getting everything in writing and asking about coverage for the 7-day waiting period is also going on my checklist. One question for the group - has anyone had success presenting this as a pilot program that could eventually become company policy for all employees? I think that framing might appeal to my company's focus on innovation and employee experience. Thank you all for sharing such practical, actionable advice. This community has turned what felt like an impossible financial situation into something that actually seems achievable! 🌟

I'm so grateful I found this thread! I'm 19 weeks pregnant and was honestly losing sleep over the financial stress of maternity leave. Like many of you, I had just accepted that living on 60% of my income for months was inevitable. I work for a healthcare organization (about 200 employees) and while they're supportive of employees, I never thought to ask about supplemental pay. The irony isn't lost on me that I work in healthcare but didn't know about this option for my own maternity care! After reading all your experiences, I'm realizing I need to advocate for myself here. The timeline document idea is brilliant, and I love the suggestion about contacting our payroll provider (Ceridian) beforehand to understand their process. Having that technical information ready should help address any implementation concerns. What really resonates with me is how many of you framed this as enhancing competitive benefits rather than asking for special treatment. In healthcare, we're constantly competing with hospitals and health systems for qualified staff, and offering 100% salary during maternity leave could be a huge recruitment and retention advantage. I'm going to prepare a business case using the approaches you've all shared - concrete numbers, timeline, technical feasibility, and the competitive advantage angle. The idea of proposing it as a pilot program that could benefit future employees also feels like the right approach for our organization's culture. Thank you all for turning what felt like an insurmountable financial challenge into something that actually seems possible with the right preparation and approach! This community is incredible. 💙

guys, i heard theres a new bill being proposed to overhaul the whole UI system. anyone know more about this? maybe itll fix some of these issues

I'm going through something similar right now! My 2504RE has been pending for about 3 weeks with zero movement. What's really frustrating is that there's no way to check the status or get any kind of timeline. I've been considering trying that claimyr service that @Ravi Kapoor mentioned - seems like actually talking to a human might be the only way to get answers. Has anyone had luck with the EDD chat feature, or is calling really the only option?

I'm going through something similar right now! I got PFL checks while my employer was supposed to cover the difference, and I'm so confused about what to do. Reading through all these responses is really helpful - sounds like the key is definitely getting through to an actual EDD person to document everything properly, not just mailing the checks back. @Micah Franklin - you're definitely not alone in this confusion! The whole system of employer benefits + state benefits is so poorly explained. I hope you get through to someone soon. Let us know what happens! Has anyone tried calling EDD super early in the morning like 7:55am right before they open? I've heard that sometimes works better than calling right at 8am when everyone else is calling too.

I'm dealing with something very similar! Got SDI checks while on employer-paid leave and panicking about the same things. After reading all these responses, I'm definitely going to try the early morning calling strategy AND use certified mail as backup. One thing I learned from my HR department - they said to make sure I document EVERYTHING because sometimes these situations can take months to fully resolve. I'm keeping a spreadsheet with dates, times of calls, reference numbers, etc. Also wanted to mention - if you have a union representative at work, they might be able to help navigate this too. Mine was actually the one who told me about the potential tax form issues @PrinceJoe mentioned. Hang in there! You're being super responsible by handling this proactively instead of just cashing the checks and hoping for the best like some people do.

Just want to echo what others have said about updating your address with EDD! I moved right after my baby was born and almost missed my 1099-G because it went to my old place. The online portal under "Contact Information" is usually the fastest way to update it, but if that's not working (like others mentioned, their site can be glitchy), you can also update it by phone. Also, since you mentioned you're a first-time mom - don't stress too much about the tax part! The amount you'll owe federally isn't usually huge, and like @Nia Wilson mentioned, the Child Tax Credit really helps. Plus there are other new parent deductions you might qualify for. You're being super responsible by thinking about this early instead of scrambling in April like I did! 😊

Quick heads up from someone who just went through this - if you have direct deposit set up with EDD, they sometimes send email notifications when your 1099-G is ready online before the paper copy arrives in the mail. Check your email (including spam folder) around late January! Also, since you mentioned organizing for tax season, I'd recommend creating a folder now for all your 2025 tax documents so you can drop the 1099-G right in there when it arrives. Makes tax time so much less stressful when everything's already organized. And seriously, don't beat yourself up about not knowing this stuff - the EDD materials are not exactly parent-friendly when you're sleep-deprived and trying to figure out benefits while caring for a newborn! 😴

I've been following this thread as someone who went through a very similar situation two years ago, and I want to echo what others have said - you absolutely CAN transition directly from PFL to disability for postpartum depression without returning to work first. The pregnancy-related exception is real and it saved me during one of the most difficult times in my life. A few practical tips from my experience: 1) Start the conversation with your doctor NOW about documenting your symptoms, even while you're still on PFL. This gives them time to observe and note the progression. 2) If possible, get a referral to a perinatal mental health specialist - they're experts at filling out these forms properly. 3) Consider applying online through SDI Online rather than mailing forms - it's faster and you get confirmation of receipt. Most importantly, please be gentle with yourself during this process. PPD is a serious medical condition, not a personal failing, and you deserve all the support available to you. The fact that you're planning ahead and asking these questions shows you're being a responsible parent by taking care of your own health first. ❤️

I'm currently dealing with postpartum anxiety and depression after having my son 3 months ago, and this entire thread has been incredibly reassuring! I used my 6 weeks of pregnancy disability, then transitioned to PFL for baby bonding, but my mental health has actually gotten worse over the past few weeks. Reading everyone's experiences has given me the confidence to talk to my doctor about potentially filing for disability once my PFL ends. The information about the pregnancy-related exception is so important - I had no idea this was even an option and was terrified about having to choose between getting help and losing income. Thank you especially to those who shared specific tips about documentation and diagnostic codes. I'm going to start keeping a symptom journal like @Zoe Stavros suggested and ask my doctor about getting a referral to a perinatal mental health specialist as @Luca Russo mentioned. It's been so isolating dealing with this, and finding a community of people who understand both the emotional and practical challenges has been incredibly valuable. PPD/PPA is so much harder than I ever imagined, but knowing there are resources and support available makes me feel less alone. 💙