Can I combine California PFL baby bonding with employer-provided leave or do I have to choose?

Yes! You can absolutely use both California PFL and your employer's parental leave. They're two separate benefits and you're entitled to both. The key is coordinating them properly. Most people use them in this order: 1. Pregnancy Disability Leave (if applicable) + SDI benefits 2. California PFL for baby bonding (8 weeks) 3. Employer-provided parental leave (your 6 weeks) Some employers require you to use their benefit concurrently with state benefits, while others allow consecutive use. You need to specifically ask your HR if they allow you to "supplement" or "stack" the benefits.

i had my baby last yr and used both!!! my work gave me 4 wks and then i got the CA bonding time after. but my friend at another company had to take them at the same time bc of her work policy. so it really depends on ur employer rules

The correct answer depends entirely on your employer's specific policy. California PFL provides approximately 60-70% of your wages up to a maximum benefit amount when you take time off to bond with a new child. This is a state benefit that you're entitled to regardless of what your employer offers. Your employer's policy will determine whether: 1. You can take their 6 weeks AFTER your state PFL (consecutive/stacked) 2. You must take their 6 weeks AT THE SAME TIME as your state PFL (concurrent/supplemental) In the concurrent scenario, your employer might pay the difference between the state benefit and your full salary. In the consecutive scenario, you could potentially get 14 weeks total (8 weeks state + 6 weeks employer). Ask your HR department specifically: "Is your parental leave policy concurrent with or consecutive to California PFL benefits?

Don't forget that CA PFL is NOT job protected! You need CFRA for that! So many ppl don't know this and get confused.

I HATE how confusing they make this!!! When I had my baby last year, I spent HOURS on hold with EDD trying to figure out how to coordinate everything. I kept getting disconnected or getting different answers each time I called. So frustrating!!! Eventually I found this service called Claimyr (claimyr.com) that got me connected to an EDD rep in like 10 minutes instead of waiting for hours. They have a video demo: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5. It saved my sanity during maternity leave planning. The EDD rep was able to explain exactly how to file everything to maximize my benefits.

Here's my experience with combining benefits in 2024: 1. I took 4 weeks of pregnancy disability before birth (got SDI payments) 2. After birth, I remained on disability for 6 more weeks for vaginal delivery recovery (8 weeks for c-section is standard) 3. THEN I took 8 weeks of California PFL for baby bonding 4. FINALLY I took my employer's 10 weeks of parental leave Total time off: 18 weeks (would be 20 if I had a c-section)! But again, it depends on your employer's policies. Mine specifically stated that their parental leave could be taken after state benefits. Get your hands on your company's written policy.

wait i thought california pfl was 6 weeks not 8??

Another thing to consider - if u have a partner, they can also get 8 wks PFL for bonding too! My husband and I staggered our leaves so baby had parent home longer

One more important point: When you apply for PFL through EDD, you'll need to use the DE2508 form. Make sure to indicate the correct start date based on when your employer leave ends (if taking consecutively) or when your baby is born/adopted (if taking concurrently). Your doctor will need to verify the birth date. Also, remember you don't have to take all 8 weeks at once - you can split it up within the first year of your baby's life.

This is such a helpful thread! I'm in a similar situation - expecting my first baby in April 2025. One thing I learned from my sister who went through this last year is to start the paperwork early. She said the EDD processing times can be unpredictable, and you want everything approved before your leave starts. Also, make sure to keep copies of everything you submit because she had to resubmit documents that somehow got "lost" in their system. The coordination between employer leave and state benefits is definitely confusing, but it sounds like it's worth the effort to get both if your company allows it!

This thread is incredible! I'm expecting in July 2025 and have been so overwhelmed trying to figure out the leave situation. Reading everyone's experiences has been way more helpful than the confusing government websites and vague HR responses I've been getting. A few things that really stood out to me: - The importance of getting your employer's exact policy language in writing (not just verbal explanations from HR) - Starting the paperwork early since EDD processing can be unpredictable - Creating a timeline document to present to HR showing exactly how you want to coordinate benefits - The distinction between PFL (wage replacement) and CFRA (job protection) - I had no idea these were separate! One question I haven't seen addressed: Has anyone dealt with coordinating these benefits while working for a smaller employer (under 50 employees)? I'm wondering if the rules are different or if there are fewer protections available. My company has about 30 employees and offers some parental leave, but I'm not sure if all the same state protections apply. Also, for those who used services like Claimyr to get through to EDD faster - was it worth the cost? I'm dreading spending hours on hold, especially while dealing with a newborn! Thanks to everyone for sharing such detailed experiences. This community is amazing! 🤰

This thread has been such a goldmine of information! I'm expecting in June 2025 and was completely overwhelmed trying to understand how all these benefits work together. Reading everyone's experiences has given me so much more confidence about approaching my HR department. The advice about creating a timeline document and asking specifically about "concurrent vs consecutive" benefits is brilliant. I had been planning to just ask "can I use both?" which probably would have gotten me a confused look from HR! One thing I'm curious about - for those who successfully stacked benefits, did you find that having a partner who was also planning to take PFL affected how your employer viewed your request? My husband works for a different company but we're both planning to take California PFL for bonding time, and I'm wondering if mentioning that helps or hurts when negotiating with my employer about stacking their benefits too. Also, the tip about Claimyr for getting through to EDD faster is something I'm definitely bookmarking. The thought of spending hours on hold while managing a newborn sounds like a nightmare! Thanks to everyone for being so generous with sharing your real-world experiences. This community is providing way better guidance than any official website I've found! 🙏