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If I could give 10 stars I would
If I could give 10 stars I would If I could give 10 stars I would Such an amazing service so needed during the times when EDD almost never picks up Claimyr gets me on the phone with EDD every time without fail faster. A much needed service without Claimyr I would have never received the payment I needed to support me during my postpartum recovery. Thank you so much Claimyr!
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Really made a difference, save me time and energy from going to a local office for making the call.
Worth not wasting your time calling for hours.
Was a bit nervous or untrusting at first, but my calls went thru. First time the wait was a bit long but their customer chat line on their page was helpful and put me at ease that I would receive my call. Today my call dropped because of EDD and Claimyr heard my concern on the same chat and another call was made within the hour.
An incredibly helpful service
An incredibly helpful service! Got me connected to a CA EDD agent without major hassle (outside of EDD's agents dropping calls – which Claimyr has free protection for). If you need to file a new claim and can't do it online, pay the $ to Claimyr to get the process started. Absolutely worth it!
Consistent,frustration free, quality Service.
Used this service a couple times now. Before I'd call 200 times in less than a weak frustrated as can be. But using claimyr with a couple hours of waiting i was on the line with an representative or on hold. Dropped a couple times but each reconnected not long after and was mission accomplished, thanks to Claimyr.
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I tried for weeks to get thru to EDD PFL program with no luck. I gave this a try thinking it may be a scam. OMG! It worked and They got thru within an hour and my claim is going to finally get paid!! I upgraded to the $60 call. Best $60 spent!
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I'm also new to this community but wanted to share my experience since it sounds so similar to what you went through! I just had my baby 8 weeks ago and faced the exact same confusion from my HR department. My employer kept insisting I wasn't eligible for any paid leave because I'd only been there 11 months, but they were completely mixing up FMLA job protection with California PFL benefits. I've been paying SDI taxes for years across different jobs, so I was absolutely eligible for the wage replacement portion. What really helped me was calling EDD directly to confirm my eligibility before even discussing it further with my employer. The EDD representative was super clear that PFL eligibility is based on your SDI contribution history during the base period, not your current employer tenure. Having that official confirmation gave me the confidence to push back when my HR person kept saying I was wrong. I ended up getting approved for both my pregnancy disability leave and the 8 weeks of baby bonding time. The payments have been coming through without any issues, even though my job protection situation is still a bit uncertain since I don't qualify for FMLA. It's so frustrating that new parents have to become experts on these programs just to access benefits we've already paid for! But I'm glad you were able to get it sorted out. Enjoy every moment of that bonding time - it goes by so incredibly fast!
Congratulations on your baby! I'm so glad you were able to get your PFL claim filed and that this community helped clarify the confusion your employer was having. Your situation is unfortunately incredibly common - I see this same mix-up between FMLA job protection and PFL wage replacement literally every week in various parenting groups I'm part of. It's honestly shocking how many HR departments don't understand that these are completely separate programs administered by different agencies. The fact that you've been paying SDI taxes for 3 years means you're definitely entitled to those PFL benefits, regardless of your current employer tenure. I hope your claim processes quickly and smoothly! One small tip for anyone else reading this thread: if you're having trouble getting through to EDD by phone to verify eligibility, their online chat feature during business hours can sometimes be faster than calling. I used it when I had questions about my claim timing and got helpful responses without the long hold times. Wishing you all the best during your bonding time with your little one! 💕
Thank you so much Jasmine! That's a great tip about the online chat feature - I had no idea that was an option. The hold times for EDD phone calls seem to be a common complaint, so having an alternative way to get quick answers could be really helpful for other parents dealing with similar situations. It really is shocking how widespread this confusion is between FMLA and PFL. Reading through this entire thread, it seems like almost every single person has had to deal with HR departments that don't understand these are separate programs. Makes me wonder if California should require some kind of employer education about state disability benefits! I'm feeling so much more confident now about my situation, and I hope other expecting parents who find this thread will feel the same way. It's amazing how much peace of mind comes from understanding your rights and having the official documentation to back it up. Thanks for the well wishes! 💕
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Congratulations on your new daughter! Yes, fathers absolutely qualify for California PFL baby bonding benefits. You can take up to 8 weeks within the first year of your child's birth at 60-70% of your wages. Since you mentioned being confused by the EDD website, here's a simple step-by-step: 1) File online through SDI Online (not UI Online), 2) Use form DE2508 and select "bonding with a new child" as your reason, 3) You can split the 8 weeks however you want - many dads take 2-3 weeks initially then save the rest for when mom returns to work. Given your small company size, I'd definitely recommend talking to your boss first about timing and coverage. The process is much more straightforward than the website makes it seem, and having that financial support really makes it possible to be present for those precious early weeks without stressing about money. Best of luck with your claim!
Thank you for breaking this down into such clear steps! As someone who's been feeling overwhelmed by all the information, having a simple 1-2-3 process is exactly what I needed. I really appreciate you confirming the split approach too - taking 2-3 weeks now and saving the rest for when my wife goes back to work seems like the perfect strategy for our family. Your point about talking to my boss first is well taken, especially at a small company where my absence will definitely be noticed. It's so encouraging to hear from multiple people that the process is more straightforward than the website makes it appear. The reassurance about financial support making it possible to be present without money stress really hits home - that's exactly what we need right now. Thanks for taking the time to lay out such practical, actionable advice!
Congratulations on your new daughter! I just went through this exact process 2 months ago and can confirm that fathers absolutely qualify for PFL baby bonding. You're eligible for up to 8 weeks at 60-70% of your wages within the first year after birth. Here's what worked for me: File through SDI Online (not UI Online) using form DE2508, select "bonding with a new child" as your reason, and have your employer's info ready including their EIN number. Since you're at a small company, definitely talk to your boss first - I created a simple transition plan showing who would cover my key responsibilities, which my employer really appreciated. You can absolutely split the 8 weeks - I took 2 weeks initially to help with the newborn phase, then saved 6 weeks for when my wife returned to work at 3 months. My claim was approved in about 2 weeks and payments started shortly after. The financial support made it possible to actually be present during those precious early weeks without stressing about lost income. Don't overthink the paperwork - it's much simpler than the website makes it seem. Enjoy this amazing time with your little one!
This is such helpful advice from someone who literally just went through the process! I really appreciate you sharing your timeline - 2 weeks for approval and payments starting shortly after gives me realistic expectations. The tip about having the EIN number ready is something I definitely wouldn't have thought of. Your approach of creating a transition plan showing who would cover key responsibilities is exactly what I want to do for my small company - it shows I'm thinking about their needs too. Taking 2 weeks initially and then saving 6 weeks for when your wife returned to work at 3 months sounds like a perfect strategy that I might copy. It's so reassuring to hear from multiple dads that the paperwork is simpler than it looks online. Thanks for the encouragement about not overthinking it - I definitely needed to hear that! This whole thread has been incredibly valuable for a confused new dad.
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Reading through everyone's experiences has been so helpful! As someone who just started this process with my 2-month-old, I wanted to share what I've decided after weighing all the options. I initially wanted to do unemployment first to maximize total time off, but the overpayment stories really scared me. The reality is, with a 2-month-old who's still not sleeping through the night, I'm honestly not in the right headspace to be genuinely "available and actively seeking work" that unemployment requires. I've decided to go with PFL first - all 8 weeks starting next month. Even though it means less total time off compared to doing unemployment first, the peace of mind is worth it. No risk of audits, no stress about job applications I'm not mentally ready for, and I get the higher weekly benefit amount ($980/week vs $450/week unemployment in my case). The plan is to use PFL now for pure bonding time, then reassess in a few months when I'm more recovered and my son is more predictable. If I still need more time off, I can explore unemployment then when I'm truly ready to work if the right opportunity comes up. For anyone else struggling with this decision - trust your gut about whether you're genuinely ready to work right now. The extra few weeks off aren't worth the financial and legal risks if you can't honestly meet unemployment requirements.
This is such a thoughtful decision! You're absolutely right that peace of mind is worth more than a few extra weeks off, especially when you're already dealing with the stress of a new baby and sleep deprivation. I love that you did the math on the weekly benefit amounts too - $980/week vs $450/week is a huge difference! Even with fewer total weeks, you might end up with similar total benefits anyway. Your point about not being in the right headspace is so important and honest. At 2 months postpartum with night wakings, expecting yourself to be competitive in job interviews or genuinely enthusiastic about work opportunities just isn't realistic. You're being smart by recognizing your current limitations instead of trying to force it. The plan to reassess in a few months makes perfect sense. By then your son will hopefully be sleeping better, you'll be more recovered, and if you do decide to pursue unemployment later, you'll be able to honestly say you're ready and available for work. Thanks for sharing your decision-making process - it's really helpful for those of us still figuring this out!
Thank you all for sharing your experiences - this thread has been incredibly valuable! As a new parent myself, I'm facing this exact same dilemma and the insights here are helping me think through my options more clearly. One thing I'm realizing from reading everyone's stories is that there's no one-size-fits-all answer. It really depends on your individual situation - your childcare options, mental readiness to job search, financial needs, and risk tolerance for potential EDD issues. For those who successfully did unemployment first, it sounds like having reliable childcare and being genuinely ready to work were absolutely crucial. But the overpayment horror stories are definitely concerning and show that EDD takes the "available for work" requirement seriously. I'm leaning toward the PFL-first approach myself after reading about the audit risks. Even though it means less total time off, the higher weekly benefit amount and guaranteed approval without worrying about availability requirements seems like the safer bet right now. One question for the group - has anyone had experience with how employers react when you tell them you want to use PFL before starting a new position? I'm wondering if using PFL after getting a job offer but before starting might be a good middle ground strategy.
Great question about employer reactions to using PFL after getting a job offer! I actually did this successfully about 6 months ago. When I got a job offer, I was upfront during negotiations that I had remaining PFL benefits I wanted to use before starting. The key is being transparent from the beginning. I explained that I had 4 weeks of state-mandated family leave benefits remaining that I was legally entitled to use within my baby's first year. Most employers understand this, especially in California where these benefits are well-established. The employer was actually pretty accommodating - we agreed on a start date that would be after my PFL period ended. They said they appreciated my honesty upfront rather than springing it on them later. I think framing it as "I have these state benefits I need to use by [date] and want to be fully committed when I start" helped them see it as responsible planning rather than asking for special treatment. The timing worked out great because I got to use my remaining PFL for pure bonding time, then started my new job refreshed and ready to focus. No EDD audit risks, higher weekly pay than unemployment, and a smooth transition to work when I was genuinely ready. Just make sure to mention it early in the process so they can plan accordingly!
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Just wanted to chime in as someone who recently went through this process! I got my PFL award letter about 2 weeks ago after a pretty frustrating journey. A few things that seemed to help: 1) I called right at 8am when they opened - got through on the third try that way, 2) When I finally got someone on the phone, I asked them to verify that my address was correct in their system (turns out it wasn't!), and 3) I also set up text alerts through my online EDD account which gave me updates on status changes. The whole thing took about 5 weeks total from application to receiving the letter, but once I got that address fixed, it came within a few days. Don't give up - it's definitely frustrating but persistence pays off! @Anderson Prospero hang in there, you'll get through this! 💪
This is super helpful, thank you @Natasha Volkova! The address verification tip is gold - I never would have thought to check that. Definitely going to try the 8am calling strategy tomorrow. It's encouraging to hear from someone who actually got through the process successfully, even if it took 5 weeks. Gives me hope that there's light at the end of this tunnel! 🙏
I'm dealing with this exact same situation right now! Been waiting about 6 weeks for my PFL award letter and it's been such a stressful process. Reading through everyone's experiences here is really helpful though - sounds like persistence is key. I'm definitely going to try that 8am calling strategy and double-check my address like @Natasha Volkova suggested. Has anyone had any luck with going to a local EDD office in person, or is everything pretty much phone/online only these days? Thanks for starting this thread @Anderson Prospero - it's nice to know we're not alone in this struggle! 🤝
Chloe Martin
One more tip I haven't seen mentioned yet - when you're filing your PDL claim in advance, make sure to include documentation of any pregnancy-related complications or symptoms that might justify an earlier leave date, even if they seem minor. Things like severe morning sickness, back pain, or high blood pressure can all support your claim and potentially extend your disability period. I had really bad sciatica in my third trimester that I didn't think was "serious enough" to mention, but my doctor said it absolutely should have been documented because it affected my ability to work. Also, keep detailed records of all your communications with EDD - dates you called, reference numbers, names of reps you spoke with. The system can be glitchy and having a paper trail saved me when my claim got "lost" for two weeks. Good luck with everything - you're smart to plan ahead!
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Carmen Lopez
•This is such excellent advice about documenting everything! I've been having some pretty bad round ligament pain and occasional back pain, but like you, I didn't think it was "serious enough" to mention. I'll definitely make sure to discuss these symptoms with my doctor when we're filling out the medical certification forms. The tip about keeping detailed records is also really smart - I've heard so many horror stories about claims getting lost in the system. I'm going to start a dedicated folder now with all my EDD documentation and communication logs. Thanks for sharing your experience with the sciatica situation - it's a good reminder that even seemingly "minor" pregnancy symptoms can actually be legitimate medical reasons for leave!
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Cynthia Love
As someone who just went through this process last year, I want to emphasize something that helped me tremendously - start gathering ALL your paperwork way in advance! Beyond just the medical forms, make sure you have copies of your pay stubs, employment verification, and any other documentation EDD might request. I created a "maternity leave binder" at around 32 weeks with sections for PDL forms, PFL forms, medical records, and correspondence logs. It sounds super Type A, but when you're dealing with sleep deprivation and a newborn, having everything organized in one place is a lifesaver. Also, if you have a partner, make sure they know where everything is and understand the process too - mine had to handle some EDD calls when I was too exhausted to deal with it those first few weeks postpartum. The waiting period thing is frustrating, but don't let it discourage you from filing early - getting that paperwork processed ahead of time really does help with getting your first payment faster once benefits kick in!
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