Can I get PFL as a female parent after using caregiving benefits for my wife's pregnancy?

Yes, you absolutely can get baby bonding leave after your caregiving PFL! EDD doesn't use gender-specific terms for baby bonding anymore - it's just for "new parents" regardless of gender. So after your 2 weeks of caregiving PFL (using form DE-2501FP with doctor certification), you can apply for up to 8 weeks of baby bonding PFL as a non-birth parent (using form DE-2501F). For payment timeline: expect about 2-3 weeks from when you file each claim. The key is making sure you file your baby bonding claim BEFORE your caregiving claim ends to avoid any gap in payments. For documentation, you'll need your wife's pregnancy verification and birth certificate once baby arrives. I went through this last year as a non-birth mom and got my full benefits!

congrats on the baby! just fyi the edd website is super confusing on this stuff, their forms still say father/mother in some places but what matters is if ur legally recognized as a parent. my friend (also 2-mom family) got denied initially bc she filed wrong form but got approved when she refiled. good luck!!

As someone who specializes in PFL claims, I can confirm you're eligible for both benefits. Here's the exact process: 1. For the caregiver portion: Your wife's doctor needs to complete the medical certification on the DE-2501FP form stating she needs your care for recovery from childbirth. 2. For baby bonding: File form DE-2501F after the baby is born. You'll need to provide documentation proving your parental relationship (birth certificate with your name, or declaration of domestic partnership plus birth certificate). Total eligible time: 2 weeks care + 8 weeks bonding = 10 weeks total. Payment timing is typically 7-10 business days after approval, but the initial approval can take 2-3 weeks. The system is getting better but expect some delays in early 2025. One important tip: When transitioning from caregiver to bonding, file the bonding claim 5-7 days before your caregiver benefits end to minimize gaps in payment.

my sister in law went thru this exact situation last yr and the most annoying part was waiting for payment. they told her 10-14 days but took almost 4 weeks for the first payment!!! so just make sure u have some savings to tide u over. also the weekly benefit amount was different between the caregiving and bonding part which confused her.

The terminology the EDD uses is so outdated and frustrating. When I applied for baby bonding (I'm also in a same-sex marriage), they kept referring to me as the "father" in all their communications even though I clearly indicated I'm female on all forms. But to answer your question - YES you get the full 8 weeks of bonding time regardless of gender, and it's separate from the caregiving time. One thing nobody mentioned: if your employer has over 20 employees, make sure you also file for CFRA (CA Family Rights Act) protection to guarantee your job is protected during your leave. PFL only provides the money, not job protection.

Replying to your question about filing strategies - there's definitely an advantage to doing BOTH the caregiving and bonding claims if you can. That gives you 10 weeks total instead of just 8 weeks of bonding. The caregiving portion requires a doctor's certification that your wife needs care, while the bonding portion just requires proof of birth and your parental relationship. As for timing, for my first claim (caregiving) I was paid within 12 days of approval. The transition to bonding took about 10 days where I didn't receive payment, then bonding payments started. If you file the second claim while still receiving the first benefit, the gap should be minimal.

To answer your follow-up question - yes, both parents can take bonding leave simultaneously! Each eligible parent gets their own 8 weeks of PFL bonding benefits, and you can overlap if you choose to. There's no requirement to take them sequentially. Many families choose to have some overlap in the beginning when having an extra set of hands is most helpful, and then stagger the remaining time to extend the total period a parent is home with the baby. Just remember that you both need to file separate claims. Your wife would transition from her pregnancy disability (if she takes that) to her bonding time, while you would transition from caregiving to your bonding time.

Just wanted to add one more tip from my experience - make sure you keep copies of EVERYTHING you submit to EDD. I had to resubmit my wife's medical certification twice because they claimed they never received it the first time. Also, if you're planning to breastfeed/pump, you might want to look into whether your employer has lactation accommodation requirements under CA law - it's separate from PFL but good to know about for when you return to work. The whole process can feel overwhelming but you've got this! Congratulations on your upcoming addition to the family! 💕