Can I take CFRA baby bonding leave after medical disability ends, or did I miss my eligibility window?

You're right to ask this question - the timing is tricky. Under CFRA, the 1,250 hours worked requirement is calculated as of the date your FIRST leave began. Since you were eligible when your pregnancy disability leave started in March 2025, you should still qualify for CFRA baby bonding even though it's starting later. The law specifies the 12-month lookback period is determined from the date your first leave began - not separately for each type of leave when they're connected. Your employer is incorrectly treating your baby bonding as a completely new leave request rather than a continuation of your protected leave rights that began with your disability. You have until your child's first birthday to use your CFRA bonding time, so you're still within that window too.

omg i had almost this exact situation last yr!!! my company tried to pull the same thing when i wanted to take baby bonding after being on disability for like 6 months. they were 100% wrong and i got my full 12 weeks. the 1250hrs is based on when u first went out not when u start the bonding portion. dont let them bully u!!

The previous responses are correct. Looking at California's DFEH (now CRD) guidance on this issue: when you have pregnancy disability leave that flows into baby bonding leave, the eligibility requirements (including the 1,250 hours) are determined at the start of the first leave. Your employer is incorrectly applying FMLA/CFRA standards by treating the baby bonding as a completely separate leave event requiring new eligibility calculations. Important: While you have until your child's first birthday to COMPLETE the bonding leave, you need to request it with reasonable notice. Make your formal request in writing ASAP, specifically citing that you're requesting CFRA baby bonding leave to begin immediately after your pregnancy disability leave ends. Reference that your eligibility was established at the beginning of your leave sequence and that under California law, this continues through your bonding period.

Tried calling EDD directly about a similar issue for WEEKS with no luck - always disconnected or 2+ hour waits. Finally used a service called Claimyr that got me connected to an EDD agent in under 20 minutes. They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5. The agent confirmed exactly what others here are saying - eligibility for connected leaves is determined at the start of the first leave. Worth the call to get it straight from EDD if your HR is giving you trouble. Their website is claimyr.com

YOUR HR DEPARTMENT IS WRONG AND THEY KNOW IT!!! Companies do this ALL THE TIME hoping employees don't know their rights. I work in HR (not in CA anymore but I used to) and I can tell you 100% your eligibility is based on when you FIRST went out. They're trying to save money by denying your legal right to bonding time. File a complaint with the Civil Rights Department if they keep giving you the runaround. They'll change their tune real quick when a state investigator contacts them!!

btw has anyone actaully checked ur policy handbook? some companies have policies that are MORE generous than the law requires. my company has this thing where if u've been there 5+ years u automatically qualify for all leave benefits regardless of hours worked in past year. worth checking since u mentioned being there 7 yrs!

To provide you with the specific regulation: California Code of Regulations, Title 2, Section 11087(e)(1) addresses the calculation of the 12-month period for CFRA eligibility: "The 12-month period during which an employee may take CFRA leave shall be calculated by the employer as...the 12-month period measured forward from the date an employee's first CFRA leave begins." This language confirms that when multiple leaves are connected (like disability leading to baby bonding), the eligibility determination point is fixed at the beginning of the first leave. Print this regulation and bring it to your HR department. Also note that California's Civil Rights Department has a helpline (800-884-1684) where you can get free guidance on your specific situation that you can reference when speaking with your employer.

I had my baby last year and its so confusing the way everything works in California!!! I thought PFL and CFRA were the same thing but they're totally different right? And then theres SDI too? Why do they make this all so complicated for new parents????