Quick question for the OP - how long ago did you submit your claim? Might help to know so we can give you a better idea of what to expect.

Hey! I'm dealing with a similar situation right now. One thing that helped me was setting up text alerts through the EDD website if you haven't already - they'll send you updates when there's any change to your claim status. Also, if you have a doctor involved in your claim, sometimes they can provide updates on whether EDD has requested additional medical documentation. I know the waiting is stressful, but hang in there! The system is slow but it does work eventually. Keep all your confirmation numbers and reference materials handy for when you do get through to someone.

Just wanted to add my experience from last month - my weekly benefit amount stayed exactly the same when I transitioned from SDI to PFL ($847/week for both). However, I did notice that the PFL payments seemed to process a day or two slower than my SDI payments used to. Not a huge deal, but something to keep in mind for budgeting. One tip: I started my PFL application about 10 days before my SDI was set to end, and the transition was seamless. The EDD rep I spoke with recommended applying 2 weeks early if possible to avoid any gaps. Also, make sure you have your SDI claim number handy when filing for PFL - it speeds up the process!

Currently going through this transition myself and can confirm what everyone's saying - the weekly amount stays the same! I'm getting $743/week on both SDI and PFL. One thing I wish someone had warned me about though: make sure you download/screenshot your SDI payment history before your claim ends because once you transition to PFL, you lose access to that detailed SDI portal. I was trying to reference my payment dates for tax purposes and couldn't get back into the old system. The PFL side really doesn't give you much to work with in terms of tracking. Also, when you apply for PFL, they'll ask for your expected return to work date. Don't stress too much about getting this exactly right - you can always extend or shorten your leave as needed, but having a reasonable estimate helps them process everything faster.

Hey Alice! I just went through this whole process 6 months ago with twins and preeclampsia. The stress is real but you're asking all the right questions! Here's my biggest piece of advice: Download the EDD mobile app AND bookmark the desktop site. Sometimes one works when the other doesn't. I literally had to switch between them multiple times during my application process. Also, once you get your claim number, write it down in like 5 different places. You'll need it for EVERYTHING and if you lose it, getting through to customer service to retrieve it is nearly impossible. One thing I don't see mentioned yet - if you work from home or have a desk job, EDD might question why you can't work with high-risk pregnancy. My doctor had to write a super detailed letter explaining how even sitting at a computer for 8 hours could worsen my blood pressure. Just something to keep in mind when you talk to your OB about the certification! The whole thing is scary at first but honestly once the payments start coming in regularly, it's such a relief. You're going to be fine - just stay on top of the paperwork and don't be afraid to call your doctor's office to follow up! 🤗

Hi Alice! I'm currently going through a similar situation - 20 weeks with gestational diabetes and my doctor just mentioned I might need early leave too. Reading through all these responses is honestly both helpful and terrifying! 😅 One thing I wanted to add that I learned from my HR department: if you're planning to use any vacation time or sick leave to supplement your SDI benefits, make sure to coordinate that with your employer BEFORE you file your SDI claim. Some companies require you to use up accrued time first, while others let you save it for after your disability benefits end. Also, I've been keeping a pregnancy journal with all my symptoms and doctor visits documented - my sister (who's a lawyer) suggested this could be helpful if there are any questions about medical necessity later on. Might be worth starting one now if you haven't already! The amount of information to track is overwhelming but everyone here seems to have made it through okay. Sending you positive vibes for a smooth process and healthy pregnancy! 💕

This thread has been such a goldmine of information! I'm currently 6 months pregnant with my first and honestly hadn't even thought about the possibility of wanting to change jobs after maternity leave. Reading everyone's experiences is making me realize how much my priorities might shift once the baby arrives. The biggest takeaway for me is understanding that the state benefits (SDI and PFL) are truly ours - we literally paid into this insurance system through our paychecks, so of course we shouldn't have to pay it back based on future job decisions! It seems so obvious now, but I definitely would have panicked about owing money back if I were in @cb53ba43b0d6's situation. I'm definitely going to dig into my employee handbook this weekend to understand what supplemental benefits my company provides and any potential return-to-work requirements. Better to know now while I can think clearly rather than trying to figure it out postpartum! Thanks to everyone who shared their real experiences - this kind of practical advice from people who've actually been through it is so much more valuable than trying to navigate government websites or get through to EDD. You've all probably saved multiple people from unnecessary stress and worry!

This entire thread has been incredibly reassuring to read! I'm currently on week 7 of my PFL bonding leave and have been wrestling with a very similar decision. My pre-baby job requires a lot of travel and long hours, and I've been offered a remote position with much better work-life balance. I was terrified that leaving would somehow jeopardize my benefits or require repayment. The insurance analogy really clicked for me - we pay SDI premiums every paycheck specifically for these situations! It makes perfect sense that the benefits are ours regardless of future employment decisions. @cb53ba43b0d6 your situation sounds like a no-brainer honestly - cutting your commute from 45 minutes to 10 minutes with a new baby would be life-changing! Plus better hours on top of that? That's exactly the kind of opportunity that makes having a baby feel less overwhelming. I'm definitely going to review my employee handbook this weekend to check for any supplemental benefit requirements, but knowing that the bulk of what I received (the state portion) is mine to keep makes this decision so much less stressful. Thank you everyone for sharing your real experiences - this community is amazing for getting practical advice you literally can't find anywhere else!

This thread is amazing! I'm currently 16 weeks pregnant and had been dreading the financial stress of maternity leave. I honestly had no idea that employer supplemental pay was even legal - I thought any additional income would automatically reduce EDD benefits. Reading through everyone's experiences has given me so much hope and practical information. The timeline approach, getting everything in writing, and making sure payments are coded correctly - these are all things I never would have thought to ask about. My company is pretty progressive with benefits but I don't think anyone has ever asked about this. We're about 75 employees and I know at least 3 other women have taken maternity leave in the past few years, so I'm surprised this hasn't come up before. Makes me wonder if they just didn't know it was possible either! I'm planning to approach our HR director next week with the information from this thread. The business case points about employee retention and recruitment are so helpful - especially since we've been struggling to compete with larger companies for talent. Quick question for anyone still following this thread - when you created your timeline document, did you include specific dollar amounts for what the supplemental pay would be? Or did you keep it more general with just percentages? I want to make it as easy as possible for them to understand the financial impact. Thank you all for sharing your experiences so openly. This community is incredible! 💕

This thread has been absolutely invaluable! I'm currently 14 weeks pregnant and was honestly feeling pretty overwhelmed about the financial side of maternity leave. Like many of you, I had just accepted that I'd be living on 60-70% of my income for several months. I work for a tech startup (about 80 employees) that's been growing quickly, and while they offer decent benefits, I don't think maternity leave supplemental pay has ever been on their radar. After reading all your experiences and advice, I'm feeling much more confident about approaching this conversation. The point about framing it as enhancing competitive benefits really resonates with me - our company is always talking about how we need to compete with bigger tech companies for talent, and this seems like exactly the kind of benefit that could make a real difference in recruitment and retention. I'm planning to use the timeline approach several of you mentioned, along with the specific dollar amounts suggestion. I think having concrete numbers will help them understand both the actual cost and the value proposition. One thing I'm curious about - for those of you at smaller companies who successfully implemented this, did you face any challenges with the company's existing payroll or benefits systems? I'm wondering if I should proactively suggest they connect with our payroll provider (we use Gusto) to make sure there aren't any technical hurdles. Thank you all for sharing such detailed experiences and practical advice. This community has given me the tools and confidence to advocate for myself in a way I never would have thought possible! 🌟