As someone who's completely new to this community and California's benefit systems, this entire thread has been absolutely life-changing to read! I had no clue that postpartum depression could qualify for disability benefits or that you could actually switch between SDI and PFL programs when unexpected mental health challenges arise. What really moves me is how Admin_Masters had the incredible courage to share such a vulnerable personal struggle during what must have been an overwhelmingly difficult time. The way everyone in this community responded with detailed practical guidance AND genuine emotional support shows exactly why peer support is so crucial when navigating these complex systems. I'm particularly struck by learning that California treats mental health conditions like PPD as legitimate medical disabilities deserving of the same support as physical conditions. The fact that you can pause PFL to address urgent mental health needs through SDI and then resume your remaining bonding time later shows there's real flexibility in the system, even when it's not immediately obvious how to access it. Reading through all the responses - from the step-by-step form instructions to the personal recovery stories to the professional healthcare insights - has been like getting a comprehensive education that I never would have found through official channels. This thread has become an invaluable resource that will help so many new parents facing similar unexpected challenges. Thank you to everyone who shared their experiences so openly. Admin_Masters, your follow-up with the successful resolution process is incredibly valuable and will definitely help other families navigate this complex situation. Your strength in turning such a personal struggle into a resource for others is truly inspiring. Wishing you continued healing! 💕

As someone who's brand new to this community and California's benefit systems, I'm absolutely amazed by this entire thread! I had no idea that postpartum depression could qualify for disability benefits or that there was such complexity involved in navigating between SDI and PFL programs. What really strikes me is how Admin_Masters had the courage to share such a vulnerable situation, and how that openness brought out incredible support and knowledge from this community. The step-by-step guidance everyone provided - from the DE2501 forms to the EDD communication process - is exactly the kind of real-world information that's impossible to find in official documentation. It's particularly reassuring to learn that California recognizes mental health conditions like PPD as legitimate medical disabilities. The fact that you can pause PFL to address urgent mental health needs through SDI and then resume your remaining bonding time later shows there's real flexibility in the system, even when it's not immediately obvious. Thank you to everyone who shared their experiences so openly - this thread has become such a valuable resource for new parents facing unexpected challenges. Admin_Masters, your follow-up with the successful resolution will definitely help others navigate similar situations. Wishing you continued healing in your recovery journey! 💙

Hey Malik! Congrats on your upcoming baby! 🍼 I went through this same situation as a 1099 contractor last year and wanted to share a few additional tips that really helped us: **Pre-baby checklist**: Start gathering documents NOW - not just tax forms, but also quarterly estimated tax payment records showing your husband's SDI contributions. EDD sometimes wants to see proof he was actually paying in consistently. **Client transition strategy**: Beyond just giving advance notice, consider creating simple handoff documents for each major client - contact info for backup resources, project status summaries, etc. This made my clients feel much more comfortable and actually strengthened relationships. **EDD portal setup**: Have your husband create his EDD online account before the baby arrives. The website can be glitchy when you're sleep-deprived and stressed, so getting familiar with it beforehand is super helpful. **Payment timing**: First payments usually take 2-3 weeks after filing, so budget accordingly. We were glad we planned for that gap financially. Your husband should definitely qualify for the full 8 weeks of PFL since he's been paying in for 2 years. The intermittent approach works great for maintaining client relationships - just make sure each chunk is at least a full week and all documentation is crystal clear about work vs. non-work periods. You're smart to plan ahead! Feel free to ask if you have specific questions about the application process.

As a fellow self-employed parent who just navigated this process, I wanted to add one more important detail that might help your planning: the benefit amount calculation uses your husband's "base period" earnings, which is typically the first 4 of the last 5 completed calendar quarters before filing. So if your baby arrives in March 2025 and he files then, they'll likely look at his earnings from Q3 2023 through Q2 2024. This is different from what some people mentioned about "18 months" - it's actually more specific than that. If he had a particularly strong quarter during that timeframe, it could really help his benefit calculation. Also wanted to mention that California recently expanded some protections for people taking family leave. While he can't work during his claimed PFL weeks, there are stronger job protection provisions now that might give him more confidence about taking the time he needs. One practical tip: consider having him batch all his 2024 invoicing and client communications before the baby arrives, so there's a clear "cutoff" point that makes the "no work during PFL" requirement easier to document if EDD ever audits. The process really is manageable once you understand the rules - sounds like you're already way ahead of the game with your planning! Your husband definitely deserves those bonding weeks after contributing to the system for 2 years.

I'm dealing with a very similar situation - filed my PFL claim about 3.5 weeks ago to care for my partner after surgery, and it's been stuck on "pending processing" ever since. It's so frustrating when you're already juggling caregiving responsibilities and then have to stress about whether your claim will ever move forward! I've tried calling at least 12 times but keep hitting busy signals or getting disconnected after waiting on hold for what feels like forever. Reading through all these experiences has been both helpful and honestly pretty disheartening - it's clear this is a widespread issue with the system. I'm definitely going to try that 8am calling strategy that everyone keeps mentioning, and I'm taking notes on all the other tips shared here. It's just ridiculous that we need to strategize and fight just to access benefits we've been paying into all along. Thanks to everyone for sharing their stories and advice - at least we know we're not dealing with this broken system alone! 🤞

I'm in a very similar situation - just submitted my PFL claim 2 weeks ago for caring for my mom who's recovering from hip replacement surgery. Already feeling anxious after reading all these stories! It's crazy how many people are experiencing the exact same issues - busy signals, endless holds, zero communication. Really makes you wonder how this system is supposed to help families during already stressful times. I'm definitely bookmarking all the advice shared here, especially that 8am calling strategy. It's frustrating that we need a whole playbook just to access benefits we've been paying into, but I'm grateful for everyone sharing their experiences. Fingers crossed we all see some progress soon! 🤞

I'm so sorry you're going through this - it's such a shock when you discover these coverage gaps! I'm a newcomer here but have been following this thread and I'm amazed by all the helpful resources everyone has shared. As someone who works in benefits administration (not in education, but I see similar issues in other sectors), I wanted to add one more angle that might be worth exploring: check if you have any whole life insurance policies through your district or previous employers that might have accelerated death benefit riders. Sometimes these can be accessed for serious medical conditions even if they're not terminal. It's not common knowledge but could provide some financial relief. Also, since you mentioned you're dealing with a health condition, don't forget to look into whether you qualify for any medical expense deductions on your taxes - it won't help immediately but could provide some relief next filing season. The amount of support and practical advice in this community is incredible. Wishing you strength as you work through all these options! 💙

I'm so sorry you're dealing with this - what a frustrating situation to find yourself in! I'm also in education (working as a substitute teacher) and honestly had no idea about these SDI eligibility gaps until I saw your post. It's really eye-opening and honestly a bit scary to think about. I don't have personal experience with this exact situation, but I wanted to jump in because this thread has been incredibly educational for me too. The amount of resources and support everyone has shared is just amazing - from CTA Foundation grants to local Bay Area resources to appeals processes I never knew existed. One small thing I'd add (and forgive me if someone already mentioned this) - if you end up having to take unpaid time off work, make sure to ask your district about continuing your health insurance through COBRA or district continuation coverage. The premiums can be expensive, but at least you'd maintain coverage while you're figuring everything else out. Also, as you're working through all these amazing suggestions everyone has shared, don't forget to take care of yourself through this stressful process. Navigating benefits and bureaucracy while dealing with health issues is exhausting, and you're handling a lot right now. This community support has been incredible to witness. Wishing you all the best as you work through these options! 💙

This entire thread has been so incredibly helpful! I'm a new dad planning to split my 8-week PFL leave and was honestly pretty stressed about the whole process until I found all your detailed experiences here. I'm planning to take 3 weeks initially when our baby arrives next month, then save the remaining 5 weeks for later in the year when my wife goes back to work. Based on everything I've read here, my game plan is: 1. Keep track of my original claim number from the first application 2. Submit a new DE 2501F application about 3 weeks before my second portion starts 3. Make sure HR verifies my return-to-work period between leaves 4. Use that Claimyr service if I need to actually talk to someone at EDD One question I haven't seen addressed - does anyone know if there are any restrictions on how you can split the 8 weeks? Like, could I theoretically do something like 3 weeks, then 2 weeks, then 3 weeks (three separate portions) as long as it's all within the 12-month window? Or is it limited to just two portions? Thanks everyone for sharing your real experiences - this community knowledge is so much more valuable than trying to decode the official EDD website!

As someone who just went through this process successfully, I can confirm what others have said - you keep the same claim number but file a new DE 2501F application for your second portion. I split my leave (4 weeks initially, then 4 weeks later) and it worked out great. Here's what made the difference for me: - Filed my second application 3 weeks before my planned return to leave - Made sure my employer completed their section showing I returned to work between portions - Called EDD using the online portal's callback feature (way better than waiting on hold) - Had all my original claim documentation ready when filling out the second form The online system worked fine for me - no need to mail anything. Just make sure you reference your original claim number and dates clearly. The whole second application took about 2 weeks to process. One thing that surprised me: there's literally no minimum time you need to be back at work between portions. I only worked 5 days between my first and second leave and it was totally fine. Don't stress too much about the process - it's more straightforward than all the conflicting info online makes it seem. Good luck with your split leave!