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Just wanted to add another perspective as someone who navigated this situation recently. I was in almost the exact same boat - expecting my first child with only 10 months at my company when baby arrived. After reading through all the great advice here, I ended up having a very honest conversation with my manager about my situation. I explained that I understood I wasn't eligible for job protection under FMLA/CFRA, but that I wanted to take some PFL time for bonding and asked what the company's approach would be. Turns out my employer had an informal policy of treating paternity leave requests favorably even for newer employees, especially when handled transparently. I took 6 weeks total - 2 weeks right after birth, then 4 more weeks spread out over the next few months when work was slower. The key was being upfront about my situation and flexible with timing. I also made sure to document everything and had multiple conversations with both my direct manager and HR before the baby arrived. Every situation is different, but sometimes having that direct conversation can reveal options you didn't know existed. Just make sure you're prepared for any answer and have backup plans.
This is really encouraging to hear! Your approach of being transparent and flexible sounds like exactly what I should do. I love that you found a middle ground with the 6 weeks split up over time - that seems like a win-win where you got meaningful bonding time while showing your employer you were willing to work with their needs. The point about having backup plans is important too. I think I'll prepare a few different scenarios (2 weeks, 4 weeks, split timing, etc.) before I sit down with my manager and HR. Having that documented conversation trail you mentioned also sounds crucial for protecting myself. Thanks for sharing your real-world experience - it gives me hope that there might be more flexibility than the black-and-white legal requirements suggest!
As someone who went through this exact situation two years ago, I want to emphasize something that might get overlooked - make sure you understand how PFL payments actually work before you rely on them financially. The 60-70% wage replacement sounds decent on paper, but there are some catches: 1) There's a weekly benefit cap (around $1,620/week max in 2025) 2) The percentage is based on your highest quarter of earnings in your "base period" which might be lower than your current salary 3) There's a 7-day waiting period before benefits start 4) You won't get your first payment for 2-3 weeks after filing I made the mistake of assuming I'd get exactly 65% of my current paycheck and nearly got into financial trouble. Double-check the EDD website's benefit calculator or call them to get an estimate of your actual weekly benefit amount before making any major financial commitments. Also, start setting aside some emergency savings now if you can - even with PFL benefits, those first few weeks without any income can be tight, especially with new baby expenses piling up!
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I went through this exact same confusion last year with my first baby! Your HR is definitely mixing up job protection (FMLA/CFRA) with benefit eligibility (EDD PFL). Since you're already receiving state disability, you've been paying into SDI and absolutely qualify for the 8 weeks of baby bonding PFL - that's completely separate from what your employer offers. Here's what worked for me: I applied for PFL online about 10 days before my disability was set to end. The application was much simpler than the initial disability claim - since you're already in the system, most of your info carries over. You'll mainly just need to specify that it's for baby bonding and provide your baby's birth certificate. The tricky part is the job situation. My employer also couldn't guarantee my position, but when I explained that I was taking state benefits I'd already paid into (not asking for company leave), they were more understanding. Some companies will work with you on unpaid personal leave after PFL ends if you're upfront about your plans. It's worth having that honest conversation - the worst they can say is no, but you might be surprised at their flexibility, especially if you're a valued employee. Don't let the job protection issue stop you from claiming benefits you've earned! Congratulations on your new baby!
This is exactly the kind of detailed, step-by-step guidance I was hoping for! Thank you for breaking down the application process - it's so reassuring to hear that the PFL application is simpler than the initial disability claim since I'm already in the system. I was dreading having to go through all that paperwork again! The timing advice about applying 10 days before disability ends is really helpful too. I'm planning to have that honest conversation with my HR department this week about potential flexibility, and you're right that framing it as "state benefits I've already paid into" rather than "company leave" might make them more receptive. Even if they can't guarantee my exact position, maybe they'd be open to some kind of arrangement. It's so frustrating how many new parents probably miss out on these benefits because of confusing information from employers. I almost didn't apply because of what my HR initially told me! Thanks for the encouragement and congratulations - this whole thread has been a lifesaver for navigating this complicated system.
I'm so glad I found this thread! I'm currently 5 weeks into my maternity leave and was told the same thing by my HR - that I don't qualify for bonding leave because I haven't been there a full year. Reading all these responses has been eye-opening! I had no idea there was such a clear distinction between job protection through FMLA and the actual EDD benefit payments. I've been paying into SDI for about 10 months now, so it sounds like I definitely qualify for the PFL bonding benefits. I'm going to start my application next week since my disability claim should end in about 2 weeks. My biggest concern now is the job situation - my company has been pretty rigid about their policies, but maybe if I frame it the way some of you suggested (as state benefits I've earned rather than company leave), they might be more understanding. Has anyone had experience with smaller companies being flexible about this? Mine only has about 15 employees, so they're not subject to FMLA requirements, but I'm hoping that also means they might be more willing to work with me on a case-by-case basis. Either way, I'm definitely not going to let confusion about job protection stop me from getting the benefits I've been paying for!
Sofia, I'm so glad you found this thread helpful too! Smaller companies can actually be more flexible sometimes because they don't have rigid corporate policies to follow. Since you only have 15 employees, your HR probably has more discretion to make individual accommodations. When you talk to them, definitely emphasize that you're not asking the company to pay you - you're just asking if they can work with you on the timing since you'll be receiving state benefits you've already earned through your paycheck deductions. Some smaller employers are actually more understanding about this stuff because they can see the direct impact on their employees. Worst case scenario, you still get your 8 weeks of PFL payments even if they can't hold your exact position. But I'd bet they'll be more flexible than you think, especially if you've been a good employee! Good luck with your application - you're doing the right thing by not letting the job protection confusion stop you from getting benefits you deserve.
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Just wanted to add another option that worked for me - if you have the EDD mobile app installed, try logging in through there instead of the website. Sometimes the app can bypass whatever glitch is happening with the web portal. I had a similar lockout issue last month and the app let me reset my password when the website wouldn't. Also, make sure you're not using any password managers or autofill - EDD's system is super picky and sometimes manual entry works better. If all else fails, that tech support line someone mentioned sounds like a solid backup plan!
Great tip about the mobile app! I didn't even know EDD had one. Just downloaded it and going to try logging in that way first. Really appreciate all the different options everyone's sharing here - makes me feel less alone in dealing with this mess. The manual password entry tip is smart too, I always rely on autofill so I'll definitely try typing it out myself.
Had this exact issue just two weeks ago! What ended up working for me was clearing ALL my browser data (not just cache - cookies, stored passwords, everything) and then trying the password reset again in an incognito/private window. Apparently EDD's system gets confused if you have any old session data stored. Also, when you get the reset email, don't click the link directly - copy and paste it into a fresh browser window. I know it sounds weird but it worked for me after days of frustration. If that doesn't work, definitely try that technical support number someone mentioned - that's gold info right there!
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Hey, former EDD employee here. Quick tip: when you call, ask them to put a 'name discrepancy' flag on your account. It'll help prevent any automatic system issues while they're fixing it.
Wow, thanks for the insider info! I'll definitely ask about that when I call.
MVP right here 👆 always appreciate when folks share their knowledge!
Had this exact same issue last month! The ID.me verification somehow changed my first name from "Michael" to "Micheal" (with an extra 'e'). I was freaking out because I thought it would mess up my whole claim. Here's what worked for me: 1. First, I tried fixing it through ID.me directly - didn't work, they said it had to be corrected on EDD's end 2. Used the EDD web portal to send a message (like StarSurfer mentioned) - included screenshots of my driver's license 3. Also called them using that early morning trick (call right at 8am when they open) 4. Got it resolved in about 10 business days The key is being persistent but polite. Don't let them brush you off! And definitely ask for that name discrepancy flag that Anastasia mentioned - wish I had known about that earlier. Good luck Oliver, you got this! 💪
Elijah Brown
That's such a smart strategy doing both drop-off AND certified mail! I'm 28 weeks pregnant and already stressing about this whole process. Your doctor's office upgrading their system next month gives me hope that maybe mine will too by the time I need to file. Quick question - when you called the EDD office, did you have to go through that nightmare phone system everyone talks about, or do individual offices have direct numbers? I've been dreading having to call them but it sounds like you actually got through to someone helpful! Wishing you the best with your claim processing and congrats on your upcoming arrival! 💕
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Romeo Quest
•I actually found the direct number for my local office on the EDD website under their office locator - it bypassed the main customer service line completely! Much easier than dealing with that automated maze. The person who answered was really helpful and knew exactly what I was asking about. For your situation at 28 weeks, you still have time to ask your doctor about electronic filing options. Even if they say no initially, it's worth asking again closer to your due date since things seem to be changing. And definitely start making copies of any forms they give you right away - I learned that lesson from reading all these horror stories! Good luck with everything and thanks for the congrats! This whole process is so much more complicated than anyone warns you about when you're pregnant. 😅
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Nia Thompson
I'm a new mom who just went through this exact process a few months ago! I was also panicking about timing and ended up doing a hybrid approach similar to what you're planning. A few additional tips from my experience: - When you make copies, scan everything to your phone/computer too as a digital backup - If you drop off at the EDD office, try to go early in the morning (I went right when they opened at 8am and there was no line) - Ask for a timestamp receipt if possible - some offices will give you one, others won't, but it's worth asking - Double-check that your doctor filled out EVERY section of the DE2501. Missing info is the #1 reason for delays Also, don't stress too much about the 2-week timeline. I submitted mine literally the day before my last day of work and everything worked out fine. The system is definitely frustrating but most claims do get processed eventually. You're being super proactive by handling this at 36 weeks - I waited until 38 weeks like an idiot! Sending you positive vibes for a smooth process and healthy delivery! 🤞
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Angel Campbell
•This is such practical advice, thank you! I love the idea of scanning everything to my phone too - I'm definitely going to do that. Going early in the morning makes total sense to avoid crowds. The point about double-checking that my doctor filled out every section is really important - I'm going to go through the form line by line before I submit it. I've heard too many stories about missing signatures or dates causing major delays. It's so reassuring to hear from someone who just went through this successfully! I feel like I'm overthinking everything but better safe than sorry with something this important. Thanks for the encouragement about the timing too - that takes some pressure off. Hoping everything goes smoothly for both the paperwork and the delivery! 🙏
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