Can EDD PFL benefits affect future unemployment claim amounts if I get fired after caregiving leave?

Good question. PFL and UI are separate benefit programs, so the PFL benefits you received won't directly reduce your UI benefit amount. However, they do both count against your base period earnings differently. For unemployment, they'll look at your earnings in the base period (typically 12-18 months before filing), not including the PFL payments. The good news is PFL doesn't count as wages, so it won't affect your weekly UI amount calculation. What I would be more concerned about is if they're trying to terminate you shortly after returning from PFL leave. That could potentially be retaliation, which is illegal. California has some job protection for caregiving leave, though it depends on several factors including company size and how long you've worked there. Start documenting EVERYTHING about your return to work experience - the delayed equipment, rescheduled meetings, etc. This will be important if you need to file a complaint later.

OMG I went thru the EXACT same thing last yr when I took care of my dad!!!! Came back and suddenly my performance was "concerning" even tho I had perfect reviews before leave. They totally pushed me out within a month. DOCUMENT EVERYTHING!! Take screenshots of emails promising equipment, save all convos with HR. If they fire u file for unemployment ASAP don't wait!!

Your situation raises several important points about PFL and unemployment insurance: 1. The benefit systems are completely separate. PFL is part of State Disability Insurance (SDI), while Unemployment Insurance (UI) is its own program. 2. The benefits you received for caregiving PFL will NOT count against or reduce any UI benefits you might qualify for later. 3. However, to qualify for UI, you must be able to work, available for work, and actively seeking work. If you're terminated, you should be eligible as long as it wasn't for misconduct. 4. The bigger concern is potential CFRA/FMLA violation if they're terminating you shortly after return from protected leave. Most employees are entitled to return to the same or comparable position. I recommend keeping detailed documentation of any changes to your job duties, access, or treatment since returning. If they do terminate you, make sure to ask for the specific reason in writing.

im pretty sure they can't fire u right after leave thats illegal!! my cousin works in HR and she said companies get in big trouble for that. call a lawyer maybe??

This exact situation happened to me after my wife's cancer treatment. Took PFL caregiving leave, came back to work, and within 3 weeks I was let go for "restructuring." I tried calling EDD about 50 times to file for unemployment and kept getting disconnected or waiting on hold for hours. Finally used Claimyr (claimyr.com) to connect with an EDD agent within 15 mins. They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 The EDD rep confirmed my PFL benefits had absolutely no impact on my unemployment eligibility or amount. They're completely separate benefit systems. I got my full UI amount based on my work history. Just make sure you're totally clear about the circumstances of your separation when you file.

Since you're getting bad vibes about potentially being let go, start preparing now: 1. Update your resume immediately 2. Start job searching discreetly 3. Calculate what your UI benefits might be (roughly 60-70% of your weekly wage up to the maximum) 4. Gather documentation about your leave and return One thing to note - if you voluntarily quit instead of being terminated, it could affect your UI eligibility unless you can prove constructive discharge (where they made working conditions so intolerable that resigning was your only reasonable option). So if possible, it's usually better to wait until they terminate you if you believe that's coming.

OP something smiliar happened to me and I talked to a lawyer who said that if they terminate smeone shortly after protected leave, the burden of proof shifts to the EMPLOYER to show it wasn't retaliatory. So make them fire you (don't quit!) and then you might have both a unemployment claim AND a potential wrongful termination claim. Two seprate things to pursue. And yes, as others said, PFL and UI are totally seperate pools of money. One dosen't affect the other. I got 6 wks PFL for my son's surgery last year then got laid off due to "budget cuts" 2 weeks after returning and got my full uneployment amount. EDD wasnt even confused when i applied for UI so soon after PFL.

Are they treating u differently than before u left??? My boss started criticizing my work that he used to praise and scheduled me for shifts he KNEW I couldn't work after I came back from leave. Obvious setup to get me to quit or mess up!!

To summarize what everyone has correctly noted: 1. PFL and UI benefits are completely separate systems with separate funding and eligibility requirements. 2. PFL falls under State Disability Insurance (SDI) which you pay into via payroll deductions. 3. UI is a separate program with its own funding mechanism and eligibility criteria. 4. Receiving PFL will not reduce your maximum UI benefit amount or weekly benefit amount if you later qualify for unemployment. 5. The only "connection" is that both look at your base period earnings, but in different ways. For UI, they examine your highest quarter of earnings in the base period to determine your weekly benefit amount. As others have mentioned, the timing of potential termination shortly after PFL leave raises serious legal questions about retaliation that you may want to explore with an employment attorney.

I'm really sorry you're going through this stress on top of everything with your husband's health situation. The good news is that everyone here is absolutely right - PFL and UI are completely separate benefit systems, so your caregiving benefits won't affect any future unemployment claim at all. What you're describing with the delayed equipment, rescheduled meetings, and system access issues sounds very concerning, especially so soon after returning from protected leave. I'd also be worried about them hiring someone new for your department while you were out - that's a pretty big red flag. Since you mentioned you've been there 5 years and they have 80 employees, you should definitely be covered under both CFRA and FMLA protections. Keep documenting everything with dates and times. If they do terminate you, file for unemployment immediately and don't let them pressure you into saying you quit or resigned. Make sure they clearly state they're terminating you. Also, have you considered reaching out to the California Department of Fair Employment and Housing (DFEH) if things continue to deteriorate? They handle retaliation complaints related to family leave. Hope things work out for you and your husband continues to recover well!