Can I skip EDD PFL if my employer lets me WFH before/after birth with full pay?

You've got a great employer! To clarify, California has two separate programs: 1) Pregnancy Disability Leave (PDL) through State Disability Insurance before birth, and 2) Paid Family Leave (PFL) for baby bonding after birth. You can absolutely receive your full employer pay AND collect state benefits if you're eligible. The catch is that you need a doctor to certify you're disabled from pregnancy (typically 4 weeks before due date). Your employer can't legally deny you from filing these claims. PFL would replace about 60-70% of your wages up to a maximum weekly benefit. If your employer is paying you 100%, you're financially better off with their offer, but you still have legal rights to these leaves regardless.

just take the deal ur boss is offering!! my company made me use all my sick time and vacation before any paid leave kicked in. then i only got 60% of my pay from edd. sounds like ur getting 100% without paperwork hassle!

I went through this last year with my second baby. Here's the deal - your situation is COMPLETELY different from typical maternity leave. You need to understand the difference between being allowed to work from home (WFH) vs. actually being on medical leave/baby bonding leave. If you're WORKING from home (even at reduced capacity), that's not the same as being on leave. When you're on actual disability leave, you're medically certified as unable to work AT ALL. Same with PFL - it's for when you're not working to bond with baby. You CAN'T legally collect disability or PFL benefits if you're still performing work duties! That would be fraud. If your arrangement is that you're doing some work from home while being paid, that's an accommodation, NOT leave. You should clarify with your employer: Are they expecting you to work during this time? Or is it paid leave where you don't work at all?

The other posters are right but there's some confusion here. Let me break it down simply: 1) If you're WORKING from home (performing job duties) and getting paid, that's not leave - it's a work accommodation. You cannot collect state benefits while working. 2) If you're NOT working at all but your employer is continuing your salary, that's called "paid leave" and you CAN file for state benefits unless your company has a policy requiring "benefit integration" (where your state benefits reduce what they pay you). 3) You are legally entitled to: - 4 weeks disability before birth (more with complications) - 6-8 weeks disability after birth (depending on delivery type) - 8 weeks PFL for baby bonding You should have a clear conversation with HR (not just your manager) about their expectations and policies. Get it in writing! Many companies aren't familiar with CA laws and managers sometimes make unofficial arrangements that aren't aligned with company policy.

u shud totally apply 4 benefits anyway! my friend did both - got paid from work AND got state money. her boss never knew lol. extra $$$ for baby stuff!

Has anyone here tried using Claimyr to reach EDD? When I was pregnant last year, I had questions about exactly this situation with my employer, and I couldn't get through to anyone at EDD for weeks. A friend recommended Claimyr (claimyr.com) and I got connected to an EDD agent in like 10 minutes. They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5. The agent was able to explain exactly how my employer's pay would interact with state benefits, which made me feel way more confident when talking to my boss.

BEWARE OF EMPLOYER TRAPS!! My company told me almost the EXACT same thing - work from home, full pay, etc. Then when I actually had my baby, suddenly they were "tracking my hours" and saying I wasn't meeting expectations while caring for a newborn! They ended up reducing my pay because I wasn't working "full time" from home. Make sure EVERYTHING is clearly documented about expectations during this time!!! I wish I had gotten state benefits instead of relying on my employer's "generous" offer.

One more important consideration: Taking official pregnancy disability and PFL gives you job protection under CFRA/FMLA (if your company has 5+ employees). With the informal arrangement your boss is offering, you wouldn't have the same legal protections if the company decided to replace you or eliminate your position. I've seen this happen - company offers an informal arrangement, then restructures while someone is out with a new baby, and the person has limited legal recourse because they weren't officially on protected leave. Consider filing for the official leaves even if you're getting paid by your employer, just for the legal protection. You can still choose to do some work if you want (after PDL ends), but you'd have documentation of your protected status.

i had my baby in dec n i just wanna say - there is NO WAY ur gonna be able to work with a newborn!! like seriously even checking emails was impossible for me. if they expect u to actually work while u have a tiny baby they r delusional lol

I went through something similar with my first baby! Here's what I learned the hard way - you need to separate the emotional/relationship aspect from the legal/financial aspect. Your boss sounds well-intentioned, but small companies often don't understand CA leave laws. Key questions to ask yourself: 1. Will you actually be WORKING or just available/on-call? There's a huge difference legally. 2. What happens if you have complications and need more time off? 3. Is this arrangement documented anywhere official? My advice: Thank your boss for the generous offer, but also educate yourself on your legal rights. You can say something like "I really appreciate this offer! Let me just make sure I understand all my options under CA law so I can plan properly." Most reasonable employers will respect that you're being thorough. Also consider that even if their offer is financially equivalent to state benefits, the official leaves give you job protection and clear legal frameworks. Sometimes the "safe" choice is worth more than a few extra dollars. Feel free to accept their offer if it works better for your family, but make sure you're making an informed decision rather than just going with what seems easiest in the moment!