Can fathers qualify for EDD PFL baby bonding pay? New dad confused about eligibility

Yes! Fathers absolutely qualify for PFL baby bonding. California PFL is gender-neutral - both moms AND dads can claim up to 8 weeks of baby bonding benefits within the first year of birth. You'll receive about 60-70% of your weekly wages (depends on your income level). Since your baby was just born, you're definitely within the eligibility period. You'll need to file a DE2508 form with EDD to claim your benefits. The only requirement is that you've contributed to SDI through payroll deductions. The claim process is pretty straightforward - just make sure you have the birth certificate and your employment info ready.

congrats on ur baby girl!! my husband just finished his baby bonding leave last month. he got approved for 6 weeks but employer only let him take 4. make sure ur boss is ok with u being gone!!! some small companies will make it hard on u

As the previous poster mentioned, yes fathers qualify for PFL baby bonding. To add some practical details: you should file your claim online through SDI Online (not regular UI Online). You can split your 8 weeks however you want within the first year, but each separate period must be at least 2 weeks unless your employer agrees to shorter periods. Your benefit calculation is based on your highest quarter of earnings in your base period (roughly 5-18 months before your claim). The weekly benefit amount ranges from $50 to $1,620 in 2025. One important thing to know: while your job isn't legally protected under PFL alone, you may have protection under CFRA (California Family Rights Act) if you've worked there at least a year and 1,250 hours. Even small employers with 5+ employees are covered by CFRA.

BEWARE!!! The EDD system is a nightmare to deal with right now!! My claim for baby bonding took SIXWEEKS to process and I only got it approved because I finally reached an actual agent. I tried calling 37 TIMES over 3 days before getting through!!!! My advice - don't count on getting paid quickly. The system is completely BROKEN.

my wife did the baby bonding but i didnt know i could too lol wish i knew this 7 months ago! ours is already crawling now, guess i missed out. do they backdate claims?

Make sure you don't confuse Paid Family Leave (PFL) with State Disability Insurance (SDI). New moms usually get SDI for recovery from childbirth THEN transition to PFL for baby bonding. As a dad, you'll only be eligible for the PFL portion. Also important - PFL is considered taxable income by the federal government but not by California. Some people get surprised by this at tax time.

Another thing no one tells new parents - even if you qualify for job protection under CFRA, your employer doesn't have to continue your health insurance during baby bonding leave! They DO have to continue it for moms on pregnancy disability leave, but not for the baby bonding portion. My husband's company made him pay the full premium (their portion + his) during his leave. Check with your HR!

Thanks for all the amazing advice everyone! I'm filling out my claim online right now. One last question - does anyone know if I need to have my baby's social security number to complete the application? We just got her birth certificate but haven't received her SSN yet.

Congratulations on your new daughter! Just wanted to add a quick tip since you mentioned being exhausted - you don't have to take all your PFL time immediately. Many new dads find it helpful to take a week or two right after birth to help with the initial adjustment, then save the remaining weeks for when mom goes back to work or when you really need the extra bonding time. The flexibility is one of the great things about California's PFL program. Also, don't stress too much about the paperwork - it's much easier than it looks once you start filling it out. Good luck with your claim and enjoy this special time with your little one!

Congratulations on your new daughter! Just to add to all the great advice here - I went through this process about 6 months ago and wanted to share a few practical tips. First, file your claim as soon as possible even if you're not taking leave immediately, as there can be processing delays. Second, keep detailed records of all communications with EDD - screenshot confirmations, save emails, etc. Third, if you do run into issues, try calling EDD first thing in the morning (8am) when call volumes are typically lower. The system has definitely improved since the pandemic chaos, but it's still not perfect. Also, don't forget to notify your employer in writing about your intended leave dates - even though your company is small, having documentation protects both you and them. The baby bonding benefit is such a wonderful program for new dads, and I'm glad California recognizes how important father-child bonding is in those early months!

Congratulations on your new daughter! As a new dad who just went through this process myself, I can confirm that fathers absolutely qualify for PFL baby bonding. One thing I learned that might help you - when you file your claim, make sure to select "bonding with a new child" as your reason, not "caring for a family member." I initially selected the wrong category and it delayed my approval by a week. Also, since you mentioned your company is small, you might want to have a conversation with your boss about your plans before filing the claim. Even though California law protects your right to take the leave, maintaining a good relationship with a small employer is important. I found that being upfront about my timeline and offering to help train someone to cover my responsibilities during my absence made the whole process smoother. The 60-70% wage replacement really helps financially during those early weeks when expenses seem to multiply overnight! Best of luck with your claim and enjoy those precious early moments with your little one.

Congratulations on becoming a father! What an exciting time for your family. I just wanted to chime in with something that might be helpful - when you do file your PFL claim, consider setting up direct deposit right away if you haven't already. It can significantly speed up your benefit payments compared to waiting for paper checks. Also, since you mentioned being confused by the EDD website, there's actually a really helpful PFL handbook (Publication DE 2511) that breaks everything down in plain English - much clearer than navigating the website itself. You can find it by searching "PFL handbook" on the EDD site. One more thing - don't forget that your PFL benefits are based on your earnings from 5-18 months ago, not your current salary, so the amount might be different than what you expect. It sounds like you're getting great advice here from everyone who's been through the process. Wishing you and your growing family all the best!

Congratulations on your new daughter! As someone who recently navigated the PFL system, I wanted to add a few things that might help. First, make sure you have your employer's information handy when filing - you'll need their business name, address, and contact details. Second, if you're planning to split your 8 weeks (which is totally allowed), be strategic about timing. Many dads find it helpful to take 2-3 weeks initially to help with the newborn adjustment, then save the remaining weeks for when mom returns to work or during those challenging sleep regression phases around 4-6 months. Also, just a heads up - your first payment might take 2-3 weeks after approval, so plan your finances accordingly. The good news is that once you're in the system, subsequent payments for the same claim period are much faster. One last tip: keep copies of everything you submit and take screenshots of your online application confirmation. The EDD system has improved a lot, but having documentation always helps if any issues arise. Best wishes to you and your family during this wonderful time!

Congratulations on your new daughter! I went through this exact same situation about 8 months ago as a new dad at a small company. Yes, you absolutely qualify for PFL baby bonding - it's one of the best-kept secrets for new fathers! A few quick tips from my experience: 1) File your claim through SDI Online (not UI Online) as soon as you know when you want to take leave, 2) You can definitely split your 8 weeks - I took 3 weeks initially and saved 5 weeks for when my wife returned to work, which worked out perfectly, 3) Make sure to select "bonding with new child" not "caring for family member" when filing, and 4) Have that conversation with your employer first since you're at a small company - transparency goes a long way. The process was much smoother than I expected, and getting 60-70% of my wages made it financially feasible to take the time I needed with our little one. Don't stress too much about the paperwork - once you start filling it out, it's pretty straightforward. Enjoy this special time!

Congratulations on your new daughter! Yes, fathers absolutely qualify for PFL baby bonding benefits in California. You can take up to 8 weeks within the first year of your child's birth, and you'll receive 60-70% of your weekly wages (up to the state maximum). Since you've been contributing to SDI through payroll deductions, you should be eligible. File your claim through SDI Online using form DE 2508, and make sure to select "bonding with a new child" as your reason. You can split the 8 weeks however you want - many dads take 2-3 weeks initially then save the rest for later. Given your small company size, I'd recommend having an upfront conversation with your employer about timing and coverage before filing. The process is actually much more straightforward than the website makes it seem. Good luck and enjoy those precious early weeks with your little one!

Congratulations on your new daughter! As a dad who went through this process last year, I can confirm you absolutely qualify for PFL baby bonding leave. One thing that really helped me was creating a simple timeline before filing - write down when you want to take your weeks off and share that with your employer upfront. Since you're at a small company, they'll appreciate the advance notice to plan coverage. Also, don't worry too much if the first attempt at calling EDD doesn't go through - the online system actually works pretty well for straightforward baby bonding claims like yours. You're going to love having that bonding time with your little one - those early weeks are so precious and go by way too fast! The financial support from PFL really makes it possible to be present without stressing about money.

Congratulations on your new daughter! As someone who works in HR at a small company, I wanted to share some additional perspective on the employer side of things. Since your company has 15 employees, you're covered under California's CFRA but not federal FMLA (which requires 50+ employees). This means your job is protected, but as others mentioned, health insurance continuation isn't guaranteed. When you talk to your boss tomorrow, consider proposing a transition plan - maybe offer to train someone on your key responsibilities or create handover documentation. Small companies really appreciate this kind of proactive approach. Also, since you're planning to split your 8 weeks, give them as much advance notice as possible for the later weeks when your wife returns to work. This helps them plan staffing better. The fact that you're thinking about your employer's needs while also taking advantage of this great benefit shows you're handling this the right way. Your daughter is lucky to have a dad who wants to be so involved in her early months!