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 is such valuable information! As someone expecting my first baby in June 2025, I've been so confused about all the different leave options. Reading through everyone's experiences really helps clarify things. I think the key takeaway is that I need to get my employer's exact policy in writing - whether they allow stacking or require concurrent use of benefits. I'm also going to start gathering all the forms and documentation early like Omar mentioned. Has anyone had experience with employers who initially said "no" to stacking benefits but then changed their position when shown the actual policy language? I'm worried my HR department might not fully understand their own policies based on some of the stories here.

I'm going through this exact same situation right now! I'm due in February 2025 and just had my meeting with HR last week. What really helped me was creating a simple timeline document showing exactly how I wanted to use the benefits - like "Weeks 1-8: California PFL at 60% pay, Weeks 9-14: Company parental leave at 100% pay." When I presented it that way, HR could see exactly what I was asking for and it wasn't just a vague "can I use both?" question. Also, I found out our company has a third-party administrator for leave management (not just HR) who actually knew way more about coordinating state and company benefits. You might want to ask if your company uses an outside firm for leave administration - they tend to be more knowledgeable about these combinations since they handle them all the time. One last tip: I printed out the California EDD website page that explains PFL benefits and brought it to the meeting. Having the official state information helped clarify exactly what I was entitled to under state law versus what the company was offering on top of that.

This thread has been incredibly helpful! I'm expecting in May 2025 and have been dreading the conversation with HR because I keep hearing horror stories about people getting wrong information. Reading everyone's experiences gives me so much more confidence going into that meeting. A few questions for those who successfully combined benefits: 1. Did you have to formally apply for CFRA job protection separately, or did your employer automatically process that when you requested the leave? 2. For those who took consecutive leaves (state then employer), was there any gap in pay between when one benefit ended and the other started? 3. Has anyone dealt with a situation where their employer's leave policy changed between when you got pregnant and when you actually needed to take leave? I'm also wondering if it's worth consulting with an employment attorney before having the HR conversation, just to make sure I know my rights. Some of the stories about HR giving wrong information are making me nervous that I might miss out on benefits I'm entitled to. Thanks again everyone - this community is amazing for navigating these confusing systems!

This is such a comprehensive discussion! As someone who works in benefits administration, I want to add a few practical tips that might help: 1. **Get everything in writing** - Don't rely on verbal conversations with HR. Send follow-up emails summarizing what was discussed: "Per our conversation today, you confirmed that I can take 8 weeks of CA PFL followed by 6 weeks of company leave for a total of 14 weeks." 2. **Know your state benefit calculation** - CA PFL pays about 60-70% of your wages up to a weekly maximum (around $1,620/week in 2025). Calculate this beforehand so you know what to expect. 3. **Timing matters for applications** - You can apply for PFL up to 41 days before your planned start date, but not earlier. Don't wait until the last minute though! 4. **Consider tax implications** - State benefits are taxable, and your employer benefits might be too. Plan accordingly for tax season. The confusion around these benefits is unfortunately very common, but you're absolutely entitled to both if your employer allows consecutive use. Don't let anyone tell you otherwise! And remember, even if your company requires concurrent use, you're still better off financially than taking unpaid leave. Good luck to all the expecting parents here! 🍼

This thread has been incredibly eye-opening! I'm expecting in January 2025 and honestly had no idea about most of this stuff. My company's HR just handed me a packet of forms without any explanation, so reading everyone's real experiences is way more valuable than those confusing government websites. A couple things I'm still unclear on after reading through everything: 1. If I take disability leave first (for recovery), then PFL for bonding, then employer leave - do I need to apply for each one separately with different forms and timing? 2. For those who had C-sections, was the 8-week disability period automatic or did you have to fight for it? My doctor mentioned it might only be 6 weeks depending on complications. 3. Has anyone dealt with a situation where your baby came early or late? I'm wondering how that affects all the carefully planned timing of these benefits. The advice about documenting everything in writing and asking for specific policy language is something I'm definitely going to do. It sounds like being well-prepared and knowing the right questions to ask makes all the difference in getting the benefits you're entitled to. Thanks everyone for sharing your experiences - this community is amazing! 🤱

This has been such an informative thread! I'm expecting my second baby in April 2025, and even though I went through this process before in 2022, the information here is helping me realize I might not have maximized my benefits the first time around. One thing I wanted to add that I learned the hard way: if you're planning to breastfeed, factor in pumping time and potential lactation accommodations when you return to work. This can affect how you structure your leave timing. I ended up taking my employer leave in smaller chunks spread out over several months rather than all at once, which helped with the transition back to work. Also, for those asking about early/late babies - definitely have a "Plan B" timeline ready! My first baby came 3 weeks early, and it threw off all my carefully planned benefit timing. Having backup paperwork ready and knowing who to contact at EDD for timeline changes would have saved me a lot of stress during those first chaotic weeks with a newborn. The advice about getting everything in writing cannot be overstated. I still have the email chain from my first leave saved because it ended up being crucial when there was confusion about my return date. Keep advocating for yourselves - you've earned these benefits! 💪

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 discussion has been incredibly helpful! I'm expecting my first baby in February 2025 and was completely lost on how to navigate all these different leave options. After reading through everyone's experiences, I feel much more prepared to have that conversation with HR. A few key takeaways I'm noting for my own preparation: - Ask specifically if company policy allows "stacking" or "supplementing" benefits vs. requiring concurrent use - Request the written employee handbook/policy language (not just verbal explanations) - Create a timeline document showing exactly how I want to coordinate the benefits - Start EDD paperwork early but remember the 41-day rule for PFL applications - Document everything in follow-up emails One question I have: For those who successfully stacked benefits, did you have to negotiate this with HR or was it clearly stated in your company policy? I'm trying to figure out if this is something I need to "sell" them on or if it's typically a standard option that HR should already know about. Also wondering - has anyone had experience with HR initially saying no to stacking but then approving it after you provided more information about state vs. company benefits? I want to be prepared in case I get initial pushback. Thanks to everyone for sharing such detailed real-world experiences. This thread should be required reading for all expectant parents in California!

This thread has been absolutely invaluable! I'm expecting in June 2025 and honestly had no clue where to even start with understanding how all these benefits work together. Reading everyone's real experiences is so much better than trying to decode government websites and confusing HR packets. What's really striking me is how much the success seems to depend on your specific employer's policy language and how well your HR department understands their own rules. It sounds like the key is being really prepared with the right questions and documentation before that first meeting. I'm definitely going to: 1. Get my company's written parental leave policy (not just verbal explanations) 2. Create that timeline document showing exactly how I want to sequence the benefits 3. Ask specifically about "concurrent vs consecutive" use of state and company benefits 4. Start gathering EDD paperwork early but watch that 41-day application window The stories about HR reps giving wrong information initially but then having to correct themselves when shown actual policy language are both encouraging and nerve-wracking! At least it shows that persistence and preparation really pay off. One thing I'm curious about - for those who ended up with really generous total leave time (like 18+ weeks), how did you handle the financial planning? Even with partial wage replacement from state benefits, that's a significant income adjustment to plan for. Any tips on budgeting for extended leave periods? Thank you everyone for being so generous with sharing your experiences! This community is amazing for navigating these complex systems. 🙏

This thread has been so incredibly helpful! I'm expecting in August 2025 and was completely overwhelmed by all the different leave options until I found this discussion. Everyone's real-world experiences are way more valuable than the confusing government websites and vague HR responses. I love how organized some of you have been with your approach - especially the timeline document idea and getting everything in writing. It's clear that being well-prepared makes a huge difference in getting the benefits you're entitled to. One question I haven't seen addressed: Has anyone dealt with a situation where you work remotely for a California-based company but live in a different state? I'm wondering if that affects eligibility for California PFL or if there are any complications with coordinating benefits across state lines. My company is headquartered in CA and I pay into the CA SDI system, but I live in Nevada. Also, for those mentioning the importance of CFRA job protection - does anyone know if there are any gotchas or situations where you might not qualify even if you meet the basic requirements? I want to make sure I understand all the pieces before approaching my HR team. Thanks to everyone for creating such a supportive and informative community! Reading all these experiences gives me so much more confidence going into the leave planning process. 🤰

Great question about remote work, Mei-Ling! I actually went through this exact situation in 2024. I work remotely for a CA company but live in Oregon. The good news is that if you're paying into CA SDI through your paycheck (which you mentioned you are), you should be eligible for CA PFL regardless of where you physically live. The key is that your employer is CA-based and you're contributing to the CA system. However, there can be some complications with paperwork and timing. For example, if you need medical certifications, make sure your out-of-state doctor understands they're filling out CA forms. I had to educate my Oregon OB about the CA PFL requirements since they weren't familiar with the system. Also double-check your employer's leave policy - some companies have different policies for remote workers in different states, especially regarding job protection laws that might vary by your resident state. For CFRA eligibility, the main gotchas are: 1) You must work for an employer with 5+ employees, 2) You must have worked there for 12+ months, and 3) You must have worked 1,250+ hours in the past 12 months. The hours requirement can sometimes trip up part-time or newer employees. I'd recommend contacting EDD directly to confirm your eligibility before starting the application process, just to avoid any surprises. Good luck with your August baby!