Can I get EDD PFL while caring for disabled son if I don't qualify for FMLA?

Yes, you can absolutely apply for PFL to care for your disabled son even if you don't qualify for FMLA! California PFL doesn't have the same hour requirements as FMLA. As long as you've paid into SDI through your paycheck deductions, you're eligible for up to 8 weeks of Paid Family Leave to care for a family member with a serious health condition. You'll need your son's doctor to fill out the medical certification portion of the DE2501F form. Your 2020 pandemic unemployment appeal shouldn't affect this since they're completely separate programs. Just make sure you have medical documentation of your son's need for care.

my sister went thru this last year with her daughter. u definitely CAN get PFL for a disabled child!! don't even think about unemployment, thats for when ur out of work completely. PFL is exactly what u need

I work part time also and was able to get PFL for my mom's cancer treatments. As long as you've paid SDI taxes, you qualify! The 2020 appeal won't matter for this.

Just to clarify some important points: California PFL and FMLA are completely separate programs with different eligibility requirements. PFL provides wage replacement but not job protection. However, California also has CFRA (California Family Rights Act) which can provide job protection similar to FMLA, with slightly different eligibility requirements. For PFL: 1. You need to have contributed to SDI via payroll deductions 2. You need medical certification that your son requires care 3. You can get up to 8 weeks of benefits at 60-70% of your wages For your pending unemployment appeal from 2020 - that should not directly impact a PFL claim since they're different programs administered by different departments within EDD. But do make sure you're not simultaneously claiming unemployment and PFL as that could create issues.

The EDD system is COMPLETELY BROKEN!!! I filed for PFL to care for my sick mother last year and they denied me THREE TIMES before finally approving it!!! They kept saying the medical certification was incomplete even though her doctor filled EVERYTHING out. Then they didn't even backpay me for the first 3 weeks! YOU NEED TO BE PREPARED TO FIGHT THEM!!! And good luck ever getting someone on the phone!!!

You should definitely apply for PFL, not unemployment! Unemployment is for when you're able to work but don't have a job. PFL is specifically designed for situations like yours where you need to take time off to care for a family member with a serious health condition. Regarding your previous appeal - those are handled by a completely separate division within EDD, so it shouldn't directly impact your PFL claim. However, if your appeal involves any fraud allegations (even mistaken ones), you might want to get that resolved first or at least note it in your application. One thing to note: PFL provides wage replacement but not job protection. Since you mentioned you don't qualify for FMLA, you might want to check if you qualify for CFRA (California's version of FMLA) which has slightly different requirements. As of 2025, CFRA applies to employers with 5+ employees, so you might actually be covered!

Just wondering, how old is your son and what kind of disability does he have? My daughter has autism and I've had to navigate this whole system too.

unemployment is for when u loose ur job not when u need time off for family stuff thats what PFL is for dont apply for unemployment

Just to answer your follow-up question about informing your employer: Yes, you should notify your employer before applying for PFL. California recommends giving your employer at least 30 days notice when possible. There's no specific form required for this notification, but it's best to do it in writing and keep a copy for your records. Regarding CFRA job protection with a small employer: As of 2025, CFRA covers employers with 5 or more employees, so if your company has at least 5 employees, you should be covered. CFRA would give you up to 12 weeks of protected leave, meaning they must return you to the same or comparable position when you return. If your company has fewer than 5 employees, you can still get PFL benefits, but you wouldn't have the legal job protection under CFRA. In that case, you might want to try negotiating a written agreement with your employer about your return.

I'm so glad to see you're getting such helpful responses here! I went through something very similar last year when my mom needed extended care after surgery. The biggest thing that helped me was keeping detailed records of everything - copies of all medical documentation, written communication with my employer, and screenshots of my online PFL application. One tip that saved me a lot of headaches: when you get the medical certification form (DE2501F) filled out by your son's doctor, ask them to be very specific about why your presence is required during his therapy sessions. The more detailed the medical justification, the smoother your approval process will be. Also, make sure to apply online through the EDD website rather than mailing forms if possible - it's much faster and you get confirmation that everything was received. You're doing the right thing by exploring PFL instead of unemployment. Your son is lucky to have such a dedicated parent advocating for his needs. This therapy program sounds like it could make a real difference for him!