Can I cancel PFL claim if I have to return to work? New mom job security issue

ugh this happened to my sister!!! her company did the SAME thing last year. she only worked there 10 months before having her baby. so messed up that they waited until AFTER her disability ended to tell her this!!

You need to understand your rights here. Under CFRA (California Family Rights Act), you're right that you need 12 months with your employer to qualify for job protection during baby bonding leave. However, with PFL, you're still eligible for the wage replacement benefits through EDD regardless of your job protection status. To answer your specific question - yes, you can stop a PFL claim if you return to work. You must report your return to work date to EDD immediately. When you certify for benefits, you'll need to report any work and earnings. If you don't properly report your work status, it could be considered fraud and potentially lead to penalties. If you return to work, you can actually save the remaining PFL weeks to use later (within 12 months of the birth). It doesn't have to be taken all at once.

Just to clarify something important here - don't confuse BABY BONDING (PFL) with FMLA/CFRA job protection!!! These are COMPLETELY DIFFERENT things that people mix up all the time! PFL = money from EDD while you're off work FMLA/CFRA = job protection laws You can get PFL money even if you don't qualify for FMLA/CFRA! But your employer doesn't have to hold your job without the FMLA/CFRA qualification (which you don't have at 9 months employment). This is why California's system is SO FRUSTRATING!!!!!

Calling is literally the ONLY way to properly handle this. I know it sucks, but if you don't want to risk an overpayment situation, you need to talk to a real person at EDD. I had to cancel part of my PFL last year when my company restructured, and the online system doesn't handle these situations well. You might end up with an overpayment notice months later if you don't get it documented properly by phone.

To properly handle this situation: 1. Document your return-to-work date 2. Call EDD to report this change (yes, calling is necessary for this specific situation) 3. On your bi-weekly certification, accurately report your work and earnings 4. Keep all documentation of your communication with EDD If you do receive benefits after returning to work, DO NOT cash the check or spend the direct deposit. Contact EDD immediately to arrange repayment. Also, something to consider: You could potentially negotiate with your employer for a shorter leave period to preserve your job while still using some of your PFL benefits. Some employers are willing to be flexible even if they're not legally required to hold your position.

You can receive partial PFL benefits while working part-time, but you must report all earnings during your certification periods. Your weekly benefit amount will be reduced according to your part-time earnings. The formula they use is somewhat complicated, but essentially, if you earn less than your weekly benefit amount, you'll receive a partial payment. If you earn more than your weekly benefit amount in a given week, you won't receive benefits for that week. Just be very careful to report accurately. Many overpayment situations happen because of misreported earnings during partial work periods.

The California system is SUCH A MESS!! I'm in HR and I see this confusion ALL THE TIME with our employees. The state should really combine these programs or at least make them clearer!!! One thing to watch out for - if you cancel your claim entirely and then try to restart it later (like if you wanted to take some leave later in the year), it can be REALLY complicated. Sometimes better to report your work and get $0 for those weeks but keep the claim open. Then you don't have to refile if you need time off again later!

Thank you everyone for all this helpful information! I just got off the phone with my boss and we worked out a compromise - I'll come back part-time (25 hours/week) for the next 4 weeks, then reassess. This way I keep my job and still get to use some of my PFL benefits. I'm going to use that Claimyr service tomorrow to speak with EDD directly about how to properly report my part-time hours and make sure everything is documented correctly. I'll update here once I get it all sorted out in case it helps someone else in the future. I'm still disappointed about not getting my full bonding time with my baby, but at least this is a workable solution.

make sure u get that part time agreement in WRITING!!! my friend had a "verbal agreement" with her boss for part time after baby and then they totally changed the hours on her when she came back!!

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.