I'm dealing with something similar and it's beyond frustrating! My claim has been stuck in limbo for about 3 weeks now. One thing that helped me get some clarity was calling the EDD disability insurance line (1-800-480-3287) instead of the main PFL number - they share the same system but sometimes have shorter wait times. Also, try logging out completely and clearing your browser cache before logging back in - sounds basic but my claim actually reappeared after doing this! The disappearing claim thing seems to be a known glitch they're dealing with. Keep screenshots of everything and don't lose hope - I know it's stressful when bills are piling up but you'll get through this! 💪

I'm going through the exact same nightmare right now! My PFL claim vanished about 10 days ago and I've been calling constantly with zero luck. It's such a relief to see I'm not the only one dealing with this - honestly was starting to think I was losing my mind. Reading through all these suggestions is giving me a game plan though. I'm definitely going to try that early morning calling strategy and the DI number instead of the main line. The browser cache clearing tip is something I never would have thought of but makes total sense! Has anyone who got their disappeared claim back found out what actually caused it to vanish in the first place? I'm curious if there's a pattern or if it's just random system glitches. Either way, thanks for posting this OP - misery loves company but more importantly, this thread is full of actionable advice! 🙌

Hey Amara! I went through this exact same thing last year. Here's what worked for me: First, check if you can see your claim in the "SDI Online" portal (that's the State Disability Insurance system that handles PFL). Sometimes the regular EDD site doesn't show PFL claims properly. Also, look for any mail from "State Disability Insurance" - they send updates separately from regular EDD correspondence. If your claim was recently filed, it can take 14+ days just for initial processing. One more tip: if you need to call, try the automated phone system first (1-877-238-4373) - you can sometimes get basic status info without waiting for a human. The system is definitely frustrating but don't give up! Your benefits are worth fighting for. 💪

I actually work with PFL claims regularly and wanted to share some insider knowledge that might help! One thing people don't realize is that PFL claims can show as "inactive" in the system even when they're still valid - this usually happens during processing delays or when there's a documentation review. Here's my recommendation: First, check your benefit year dates (they're usually on your original award letter). If you're still within that timeframe, your claim is technically active even if the portal says otherwise. Second, if you submitted any new medical documentation recently, expect a 2-3 week delay while they review it. The system doesn't always update the status in real-time. Finally, if you're desperate to talk to someone, try calling right at 8:00 AM when they open - you'll have the best chance of getting through. Don't stress too much, Amara - most "inactive" status issues are just system glitches or processing delays, not actual claim terminations! 🙏

I'm so sorry you're dealing with this - missing that 41-day deadline is incredibly frustrating, especially when you're already juggling everything that comes with a new baby! From reading through all the amazing advice in this thread, it's clear you shouldn't give up yet. The "good cause" exception seems to be a real lifeline, and people have shared such helpful specifics about the appeals process. The DE 1000M form that @Rudy Cenizo mentioned, the early morning calling strategy, and documenting everything for your appeal - these are all concrete steps you can take. What really gives me hope for your situation is hearing from folks like @Malik Johnson who went through something similar and successfully got their benefits. Medical reasons, employer miscommunication, lack of proper notice - all of these can potentially qualify as good cause for missing the deadline. I'm fairly new to navigating PFL myself, but this thread has been such an education on how broken the communication around these deadlines really is. You're definitely not alone in this - it seems like way too many people get caught off guard by rules that should be made crystal clear upfront. Keep fighting for what you've paid into and deserve! The persistence and documentation approach that others have outlined here seems to be the key. Wishing you luck with getting through to them and with your appeal! 🤞

I'm so sorry you're going through this! As someone who's new to the PFL system, this thread has been incredibly eye-opening about how many people get caught off guard by the 41-day deadline. It really seems like there's a systemic issue with how this critical information gets communicated to new parents. From all the amazing advice shared here, it sounds like you definitely have options! The "good cause" appeals process seems legitimate, especially for situations involving medical recovery or unclear employer communication. I'm bookmarking all these tips - the DE 1000M form, early morning calling strategy, and thorough documentation approach. What gives me the most hope is seeing how many community members have successfully navigated similar appeals. You paid into this system and deserve these benefits - don't let bureaucratic hurdles discourage you from fighting for what's rightfully yours. The support in this thread really shows how valuable this community is for helping each other through these unnecessarily complex processes. Please keep us updated on your progress - your experience could help so many other parents facing the same situation! 🙏

This thread has been incredibly helpful! I'm a new parent (baby arrived last month) and I was completely overwhelmed trying to figure out the PFL system. Based on everyone's advice, I ended up taking 3 weeks initially, then I'm planning to take my remaining 5 weeks in two chunks - 3 weeks in the spring and 2 weeks in the summer when my partner has more availability to help. One thing I learned that might help others: when you're planning intermittent leave, it's worth having a conversation with your payroll department too, not just HR. They need to coordinate with EDD on the wage verification, and mine mentioned that having the dates planned out in advance makes their job much easier. Also, for anyone worried about the paperwork - yes, there are additional forms for each period, but it's not nearly as complicated as the initial claim. The "Notice and Request for Additional Period" form is pretty straightforward once you've been through the process once. Thanks to everyone who shared their experiences - it made navigating this whole system so much less stressful!

As someone who just went through this process last year, I can confirm that intermittent PFL for baby bonding is absolutely allowed! I took mine in three chunks: 3 weeks right after birth, 2 weeks when my partner went back to work, and then my final 3 weeks during the holidays when childcare was harder to arrange. A few practical tips that saved me headaches: - Submit your paperwork at least 3 weeks before you need each period to start (processing takes time!) - Keep a calendar specifically for tracking your PFL usage - it helps when filling out forms - If your employer uses a third-party leave administrator (like UNUM or MetLife), make sure they understand California's intermittent PFL rules too The 12-month window to use all 8 weeks gives you SO much flexibility. Just remember that your employer's policy might be more restrictive than EDD's, so definitely get that conversation with HR sorted out first. Good luck with your little one!

I'm so sorry to hear about your uncle's heart condition, Malik. This has been such an enlightening thread to read through - it's frustrating how the system defines "family" but inspiring to see all the creative solutions people have shared. I wanted to add something from a different angle: have you considered looking into whether your company offers any kind of volunteer time off (VTO) or community service leave? Some employers have policies that allow paid time off for caregiving that falls outside traditional family definitions, especially if you can frame it as humanitarian assistance. It's a long shot, but worth asking about alongside all the other options. Also, since you mentioned your Spanish is decent, you might want to connect with local expat Facebook groups in Buenos Aires before you go. They often have incredibly helpful advice about navigating healthcare, finding temporary accommodations near hospitals, and even connecting with other English speakers who've been through similar situations. Reading through all these suggestions, you've got such a solid foundation for your HR conversation. The fact that you're approaching this with multiple backup plans and have researched everything so thoroughly shows how much you care about both your uncle and maintaining your professional responsibilities. Wishing your uncle a successful surgery and hoping you can piece together a solution that works. This community has really shown how much we can support each other through tough times! 🙏

I'm so sorry to hear about your uncle's heart condition, Malik. What an incredibly stressful situation to be dealing with, especially finding out that PFL won't cover uncles after initially thinking you had that safety net. Reading through this entire thread has been amazing though - this community has really come together to help you brainstorm solutions I never would have thought of. The combination approach everyone's suggesting (remote work + PTO + employer flexibility programs) seems like it could actually work really well, especially since Buenos Aires has good infrastructure for remote work. I wanted to add one more thought: when you talk to HR tomorrow, consider asking if they have any "exceptional circumstances" policies that might not be in the standard employee handbook. Sometimes companies have discretionary programs for exactly these kinds of situations where an employee has a genuine family emergency but it doesn't fit the typical policy boxes. Also, the point about getting everything in writing is so important. Whatever arrangement you work out, make sure all the details about hours, expectations, duration, etc. are documented properly to protect both you and your employer. Your uncle is incredibly fortunate to have someone who cares enough to research every possible angle and fight for a way to be there for him. The fact that you're willing to navigate all this complexity shows what kind of person you are. I really hope his surgery goes smoothly and that you can put together a financial plan that makes this work. Please keep us updated on how the HR meeting goes!