lol good luck. EDD is where paperwork goes to die. I swear they have a black hole for important documents 🕳️

Have you tried reaching out to your local assembly member's office? They can sometimes help expedite things with EDD. Worth a shot if you're really stuck.

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. 💙

Just checking in - has your husband had any luck submitting the retroactive interruption form? As others have mentioned, it's definitely better to sort this out now rather than waiting until his next leave period is about to begin. One other important thing to note: make sure any dates he puts on the reestablishment form (DE 2501F) for his August leave are EXACT. If he puts August 1-14 but then takes August 3-17 instead, it can cause major issues with processing. The dates on the form need to match the actual leave dates precisely.

That's great news that he got through to EDD! I'm glad they confirmed he can submit the interruption form late. Just wanted to add one more tip from my experience - when he submits the DE 2501F for his August leave, make sure he has his employer's confirmation of the approved dates in writing first. My husband's work initially approved certain dates but then had to shift them due to a project deadline, and we had already submitted the reestablishment form. It created a whole mess with EDD where they said the dates didn't match what his employer reported. We had to get a letter from HR explaining the schedule change and it delayed his benefits by almost 2 weeks. Also, keep track of exactly how many weeks he's used so far (sounds like 2 weeks) so you don't accidentally go over the 8-week limit. EDD won't automatically stop you from filing for more time than you're entitled to, but they'll definitely come after you for overpayment later!

One more thing to consider - you can split up your 8 weeks of PFL baby bonding. You don't have to take it all at once. Some dads take 4 weeks right after birth, then save the other 4 weeks for later in the year. Just make sure you use it all within 12 months of the birth. For each separate period, you'll need to file a new claim form.

Just want to add - make sure you understand the waiting period! There's a 7-day waiting period for PFL claims, meaning your first week is unpaid. So if you're planning to take time off, factor that into your budget. Also, if you're planning to split your leave like @Keisha Jackson mentioned, each separate claim period will have its own 7-day waiting period. I learned this the hard way when I took my PFL in two chunks and didn't realize I'd have two unpaid weeks total.

I'm so glad you found a workable solution with your employer! The part-time arrangement sounds like a great compromise. Just wanted to add a few things that might help: When you talk to EDD through Claimyr, make sure to ask them specifically about the "partial benefits" calculation so you understand exactly how your part-time earnings will affect your weekly PFL payment. They use a formula that can be confusing. Also, since you're only 6 weeks postpartum, don't forget that your body is still recovering! Even though you're going back part-time, be gentle with yourself. The sleep deprivation alone is no joke with a newborn. One last thing - if your employer is being flexible now, they might be open to other accommodations too. Maybe ask about working from home some days or flexible hours if that would help with childcare logistics. Good luck with everything, and definitely update us on how it goes! Your situation will probably help other new parents who find themselves in similar circumstances.

Just wanted to chime in as someone who went through something very similar! I was only 10 months at my company when I had my daughter and faced the same job protection issue. One thing that really helped me was keeping a detailed log of ALL my communications with both HR and EDD - dates, times, who I spoke with, and what was discussed. This saved me when there was confusion later about my return date and benefit payments. Also, since you're doing the part-time return, make sure you understand your company's policy on health insurance during reduced hours. Some companies require you to work a minimum number of hours to maintain full benefits, and with a newborn, you definitely want to keep your health coverage intact! The emotional aspect of this is really tough too. I felt so guilty about not being able to take my full bonding time, but honestly, having the financial security of keeping my job was the right choice for my family. You're making a smart decision by finding this compromise.