Can I use remaining PFL benefits 1-2 days per week after returning to work?
Hi everyone! I recently went back to work after using only 4 weeks of my PFL baby bonding time. Now I'm wondering if it's possible to use my remaining PFL benefits (4 weeks) on a part-time basis - like taking 1-2 days off per week for several weeks instead of all at once. This would be SO helpful for easing back into work while still having quality time with my little one. Has anyone done this successfully? Do I need to file a whole new claim or just modify my existing one? My HR department wasn't very helpful and just directed me back to EDD. Thanks in advance for any advice!
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Scarlett Forster
Yes, you can definitely use your PFL intermittently! I did this last year. You don't need to file a new claim if your original one is still active (within 12 months of your first day of benefits). You just need to indicate the specific days you're taking off on your certification forms. Make sure you're very precise about which exact dates you didn't work when you certify every two weeks. The tricky part is that EDD's system doesn't always process intermittent leave smoothly, so keep detailed records of everything.
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Cole Roush
•That's such a relief to hear! Thank you! Do I need to let them know ahead of time which days I'll be taking, or just report it on the certification? And does my employer need to fill out any additional forms for the intermittent schedule?
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Arnav Bengali
i did this after maternity leave!!!! took wednesdays + fridays off for like 2 months & it was amazing. just put the dates on ur certification when they come up. super easy
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Cole Roush
•That sounds perfect! Did you have to notify your employer in advance about which specific days you were planning to take? I'm trying to figure out the logistics with my manager.
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Sayid Hassan
Be VERY careful with this! I tried doing intermittent PFL and ended up with a NIGHTMARE situation. The EDD system kept marking me as "returned to work full time" and cancelling my remaining benefits. Had to call them 27 TIMES before someone fixed it properly. They kept saying their computer system "isn't designed well" for intermittent leave. Make sure you document EVERYTHING and call them immediately if your certification shows any problems!! The online system is practically DESIGNED to create problems with part-time PFL!!
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Cole Roush
•Oh no, that sounds stressful! Thanks for the warning. Did you eventually get it sorted out? I wonder if I should just take the remaining weeks all at once to avoid the headache...
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Rachel Tao
I had similar issues trying to reach EDD about my intermittent leave schedule. After getting disconnected about 8 times, I finally used Claimyr to connect with an EDD agent (claimyr.com). They have this video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5. The agent explained that for intermittent PFL you need to clearly report which specific days you're using benefits during each certification period, and they confirmed my remaining balance. Saved me hours of redial frustration.
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Derek Olson
•Does this actually work? I've been trying to call EDD all week about my baby bonding leave and can't get through!
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Rachel Tao
•Yes, it worked for me! I was skeptical too but after 3 days of trying to reach someone myself, I was desperate. Got connected in about 20 minutes and the agent was able to explain all the intermittent PFL rules clearly.
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Danielle Mays
To answer your original question more specifically: Yes, you can use your remaining 4 weeks of PFL benefits intermittently. Here's what you need to know: 1. Your total benefit amount doesn't change, but instead of 4 consecutive weeks, you'd use partial weeks over a longer period 2. When certifying, you'll report only the specific days you took off for bonding 3. Your weekly benefit amount will be prorated based on the number of days used 4. You must use all benefits within 12 months of your initial claim filing date 5. Your employer must be notified according to your company's leave policy (usually 30 days notice for scheduled leaves) 6. No new claim is needed - just continue certifying your current claim Make sure to keep detailed records of all your communications with EDD and your employer. While intermittent PFL is absolutely allowed under California law, the implementation can sometimes be challenging.
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Cole Roush
•Thank you SO much for this detailed explanation! This is exactly what I needed to know. One last question - do weekends count against my total time if I'm only working Monday-Friday? Or do the days only count if they're regular workdays?
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Danielle Mays
•Great question! PFL only counts your normal workdays against your benefit total. If you normally don't work weekends, taking Saturday and Sunday off doesn't use any of your PFL benefits. Your benefit allotment is actually 40 work days (8 weeks × 5 workdays), not strictly 8 calendar weeks.
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Roger Romero
i think ur overthinking this tbh. my sister did this and just filled out the forms when they came. as long as ur honest about which days u worked vs which days u took for bonding they figure it out. the money is less each week obviously since ur working partial weeks but its not that complicated
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Cole Roush
•Thanks for the reassurance! Did your sister have to provide any doctor's notes or get extra verification from her employer for the part-time schedule?
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Roger Romero
•nope! for bonding leave u already verified the birth when u first applied. u just tell them which days ur using PFL for when u certify every 2 weeks. no extra paperwork
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Sayid Hassan
Just to add my experience since I eventually did get it resolved... I found out that the KEY is to get an EDD rep who ACTUALLY UNDERSTANDS intermittent PFL. Most of them don't seem properly trained on it! When you call, if they sound uncertain AT ALL, hang up and try again. The competent agent finally put a note in my file that I was on intermittent leave and should NOT be auto-closed when I report partial work hours. This made all the difference.
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Cole Roush
•That's really helpful advice, thank you! I'll definitely make sure to find someone who understands my situation fully. I think I'll try to set this up next week and use your suggestion about getting clear notes in my file.
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Derek Olson
My cousin who works in HR said something about this being called "intermittent PFL" and said theres special codes employers use for it on their end. Maybe ask your HR for the "intermittent PFL" forms specifically? Thats all I know sorry
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Danielle Mays
•Your cousin is partially right. While there is such a thing as intermittent PFL (that's the correct term), there aren't actually special forms for it. The same DE 2508 form is used, but the certification process is where you indicate which specific days were used for bonding. Employers do sometimes use different payroll codes internally to track intermittent leave, but that's company-specific, not an EDD requirement.
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Cole Roush
Thank you all so much for the helpful responses! Based on everyone's advice, I'm going to go ahead with the intermittent schedule - taking Mondays and Fridays off for the next few months. I'll make sure to: 1. Keep super detailed records of which days I take off 2. Be very specific when filling out my certifications 3. Get written confirmation from my employer about the schedule 4. Call EDD ahead of time to notify them of my plan I'll update this thread once I've gone through a certification cycle to let everyone know how it went. Really appreciate all the help!
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