Can I get PFL benefits if I quit my job for wife's high-risk pregnancy?

dont quit!! call EDD first. my cousin quit 4 her pregnancy and got NOTHING. zero benfits!!

That's what I'm afraid of... but what other options do I have? My boss won't approve leave now when I need it, and my wife literally can't be alone with her condition.

You have several options here that don't involve quitting. First, understand that PFL (Paid Family Leave) and SDI (State Disability Insurance) are separate programs with different eligibility requirements.\n\nFor your situation, you should look into PFL for caregiving. This allows you to take up to 8 weeks to care for a seriously ill family member, which could apply to your wife's pregnancy complications. You don't need employer permission to file for this.\n\nAfter the baby arrives, you can transition to PFL for baby bonding. The key here is not to quit - if you quit, you may jeopardize your eligibility.\n\nI recommend:\n1. Get medical certification from your wife's doctor using the DE 2501 form\n2. File for PFL caregiving benefits immediately\n3. Notify your employer in writing that you're taking leave under CFRA/FMLA if you're eligible\n\nYour employer legally can't prevent you from taking protected leave if you qualify, regardless of staffing issues.

Thank you for this detailed info! I had no idea about the caregiving option under PFL. My wife's doctor would definitely certify her condition. If I file for this, am I required to tell my employer beforehand or can I just submit the claim? They're being really difficult about the whole situation.

You should notify your employer, but you don't need their permission to file for PFL benefits. The notification is a courtesy and also protects your job rights under CFRA/FMLA if you qualify (company with 5+ employees and you've worked there 1+ year).\n\nYour employer can't legally prevent you from taking leave for a qualifying reason, and your wife's medical condition certainly qualifies. The DE 2501 from her doctor is the key documentation you'll need.\n\nI suggest sending a formal email stating when your leave will begin due to your wife's medical emergency, mentioning you're applying for PFL caregiving benefits, and you'll transition to baby bonding leave after delivery.

This is great advice but OP should know that EDD is IMPOSSIBLE to reach by phone!!! I spent WEEKS trying to get through about my PFL claim for my twins. If you need to talk to a real person at EDD, I finally used a service called Claimyr that got me connected to an agent in about 20 minutes instead of spending days redialing that stupid number. They have a video showing how it works at https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 and their website is claimyr.com. Seriously saved my sanity when I had questions about transitioning from disability to baby bonding.

IMPORTANT: DO NOT QUIT!!!! Your employer is BREAKING THE LAW if they're preventing you from taking FMLA/CFRA leave for your wife's serious medical condition!!! I went through something similar last year when my wife had pregnancy complications.\n\nIf your company has 5+ employees and you've worked there 1+ year, you are ENTITLED to protected leave under California law. They CAN'T deny it or tell you to \

this happened to my sister. her job tried to make her wait for leave and she went to HR with the law printed out. they changed their tune real quick lol

I work for a small construction company with only 12 employees and no real HR department. My boss is the owner and he's the one telling me I need to wait. I'm not even sure if FMLA applies to us since we're small. But I'll look into the CFRA thing for sure.

There's some confusion here about FMLA vs. CFRA vs. PFL that I want to clarify for you:\n\n1. CFRA applies to companies with 5+ employees in California, so with 12 employees, your company IS covered. FMLA requires 50+ employees, so that might not apply to you.\n\n2. CFRA/FMLA protect your job but are unpaid. PFL provides wage replacement but doesn't protect your job. You need both ideally.\n\n3. For PFL caregiving benefits, you need your wife's doctor to certify her condition on a DE 2501 form. This is filed with EDD, not your employer.\n\n4. You should provide your employer with as much notice as possible for CFRA leave, but when there's a medical emergency like yours, the normal notice requirements don't apply.\n\nYou don't need your boss's permission to take CFRA leave or file for PFL. If he retaliates against you for exercising your legal right to CFRA leave, that's illegal. Document everything.\n\nYou should be eligible for approximately 8 weeks of PFL for caregiving, followed by another 8 weeks for baby bonding after birth. Don't quit - file for your benefits!

This is SO helpful! I had no idea small companies were covered under CFRA. I'm going to research more tonight and talk to my boss tomorrow with better information. If he still refuses, I'll just have to file anyway and deal with the fallout. My wife's health and being there for the birth of my child are more important than this job.

just want to share my experience with my pregnancy last year... my husband tried to get PFL for when I was on bedrest but we made a mistake and he applied for baby bonding instead of caregiving and got denied. you need to be VERY clear on the application that it's for CAREGIVING not bonding since the baby isn't born yet. when we reapplied with the right option he got approved right away. also after the baby comes he got a separate 8 weeks for bonding too! so potentially 16 weeks total

this is tru!! my friend's husband got both types also. caregiving when she had complications + bonding after birth.

This is great to know! I didn't realize I could potentially get both types of benefits. If I end up qualifying for 16 weeks, that would be amazing and get us through the most critical period.

When I was pregnant last year I got SO SICK at 36 weeks they thought I might have to deliver early. My husband's boss tried the same thing - telling him he couldn't take time off until they found coverage. We called Legal Aid and they told us that even small companies in California have to follow CFRA rules. His boss backed down right away when my husband mentioned

I know this is stressful but PLEEEEASE update us after you talk to your boss! So many employers count on workers not knowing their rights. If more people stood up to them maybe they'd stop trying to deny legitimate leave requests!

Will do! I'm meeting with him tomorrow morning. I've already started filling out the PFL application for caregiving benefits and my wife's doctor is helping with the medical certification. Feeling much more confident now that I understand my options better. Thanks everyone for the support and information!

Best of luck tomorrow! You're doing the right thing by standing up for your family. Just remember - you're not asking for a favor, you're exercising your legal rights. If your boss gives you pushback, stay calm and stick to the facts about CFRA and PFL. Document the conversation in writing afterward too. Your wife and baby are lucky to have someone who's willing to fight for them. Keep us posted on how it goes!