Can I still get EDD PFL baby bonding benefits if fired after returning from pregnancy disability?

They ABSOLUTELY can't deny your PFL for baby bonding if you've already paid into the system!!!! I was in almost the EXACT same boat - my company started getting all weird when I was ready to return after my disability. I ended up quitting instead of letting them push me out. I STILL got my full 8 weeks of baby bonding later that year - about 3 months after quitting!!!

my cousin worked at target for like 3 years and they cut her hours after she had her baby and she still got her bonding leave money even tho she wasnt working when she applied. but i think she took it right after her disability, not sure if waiting makes a difference

You absolutely can still receive PFL baby bonding benefits even if you're terminated after returning to work from your pregnancy disability leave. The key qualification for PFL is whether you've paid into SDI during your base period (typically 5-18 months before your claim begins), not whether you're currently employed. Since you worked 2.5 years before your leave began, you've likely contributed enough. When you file for PFL baby bonding, you'll need to establish that you're bonding with your new child, but your current employment status doesn't affect your eligibility. Just remember: 1. You have 12 months from your child's birth to use your 8 weeks of PFL baby bonding 2. You can split your 8 weeks if needed (take some now, some later) 3. Keep all documentation related to your employment history and child's birth Hope this helps clarify things!

i think this depends on if you have health insurance thru work cuz when my sister got fired between her disability and bonding she lost her insurance and had problems. but the actual pfl money still came to her. also they might not fire you! people at my old job were super weird when i was pregnant but then got better when i came back, maybe urs will be the same

I've dealt with this exact situation with several clients. Your PFL eligibility is based on your past contributions to SDI, not your current employment status. However, there are a few things to consider: 1. You don't need to be employed to receive benefits, but you do need to have contributed enough during your base period 2. If you suspect they might terminate you, document EVERYTHING. California has strong protections for new parents 3. Make sure you file all the correct forms (DE2508) when you apply for baby bonding 4. Keep in mind that while you can take baby bonding anytime in the first 12 months, there's slightly more paperwork involved when you're not transitioning directly from PDL If you have trouble getting through to EDD when it's time to file, I recommend using Claimyr (claimyr.com) to connect with an agent quickly. They have a good video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 I've sent many clients there who were stuck in the EDD phone loop for weeks.

Has anyone looked into whether this could qualify for CONSTRUCTIVE DISMISSAL? If they're deliberately making your work environment hostile after pregnancy leave, that could be grounds for legal action. Especially in California, there are strong protections. Not a lawyer, just dealt with something similar at my old company.

Thank you all so much for the helpful responses! I feel much better knowing that my PFL benefits aren't tied to staying employed at this toxic place. I'm going to document everything when I return next week, just in case I need it later. I'm also going to look into my rights regarding possible discrimination since it seems pretty suspicious that they started the paper trail right before my pregnancy leave. Fingers crossed they've changed their attitude, but at least I know my baby bonding benefits are secure either way!

I'm literally going through this right now!! Returned from disability in January, and my boss has been making my life hell. HR keeps "checking in" in a way that feels like they're building a case. I'm planning to take my baby bonding in April and honestly don't know if I'll still have a job by then. Our situations are so similar it's scary. Would you mind if we compare notes via DM?

One thing no one has mentioned - if they DO fire you and you think it's related to your pregnancy/new parent status, file a complaint with DFEH immediately. They can investigate and potentially help you. The deadline for filing is pretty short (1 year I think?) so don't wait. But regarding your original question - yes, you'll still get PFL benefits even if fired. The money comes from the state fund you contributed to, not your employer. Your former employer has no say in whether you receive those benefits. Side note: make sure you understand how the base period calculations work if you're planning to delay your baby bonding. Sometimes waiting too long can affect your weekly benefit amount if your highest earning quarters move out of the calculation window.

Just wanted to add something that might help - if you're worried about timing and waiting until summer for your baby bonding leave, you might want to consider taking at least a portion of it sooner rather than later. Not because of the PFL eligibility (as others have confirmed, you'll still get benefits even if fired), but because if they do terminate you, it might be easier to deal with the EDD application process while you're still employed and have access to your work records, pay stubs, etc. You can always split your 8 weeks - maybe take 2-4 weeks now and save the rest for when your partner's parents visit? That way you get some bonding time with your baby and also have a buffer if the work situation goes south. Plus, having recent PFL experience might make the second application smoother. Just a thought! Either way, your benefits are secure based on your work history and contributions.

Hey there! I went through something really similar last year. My employer started acting weird right before my pregnancy leave too, and I was so worried they'd fire me when I came back. They actually did let me go about 6 weeks after I returned (they claimed "restructuring" but the timing was super suspicious). The good news is I still got ALL my PFL baby bonding benefits! I applied about 2 months after being fired and had zero issues. The EDD doesn't care if you're currently employed - they only care that you paid into SDI during your base period, which you definitely did with 2.5 years of work. One tip though - if you do get fired, make sure you keep copies of all your pay stubs and employment records before you lose access to your employee portal. It made the application process much smoother when I had everything organized. Also, definitely document everything when you go back. Take screenshots of emails, keep notes with dates/times of any weird interactions. California has really strong protections for new parents and that documentation could be valuable later if you need it. You've got this! Your PFL benefits are yours regardless of what happens with that toxic job.