Can my husband transition from UI to PFL for newborn then back to UI? (Seasonal construction worker)

PFL (Paid Family Leave) is what he'll need for baby bonding - SDI is for your pregnancy/recovery, not for dads. He can definitely transition from UI to PFL when the baby arrives, but there are some important things to know: 1. He must STOP certifying for UI before starting PFL 2. He'll need to submit the DE2508F form for PFL baby bonding 3. He'll need to provide proof of relationship to the child 4. After his 8 weeks of PFL are done, he CAN return to UI if he's still in his benefit year The transition isn't automatic though - he'll need to reopen his UI claim after PFL ends. Many seasonal workers do this exact setup, so it's definitely allowed!

my cousin did this exact thing last yr bc he works construction!!!!! he got UI in december then when baby came in January he switched to the daddy leave thing (not sure what its called lol) and then went back on UI after his 8 wks were up. EDD doesn't care as long as ur not collecting both at the same time. its totally legal dont worry!!!

The system is DELIBERATELY confusing to prevent people from getting the benefits they deserve! I did exactly what your husband wants to do and EDD messed up my claim THREE TIMES!! First they took 5 weeks to process my PFL after UI. Then they underpaid me based on the wrong quarter's earnings. Then when I tried to go back to UI they said I "abandoned my claim" even though I TOLD THEM I was going on PFL!!! Documet EVERYTHING. Record EVERY call. Save EVERY email. The EDD system is broken and they will use any excuse not to pay you!!!

Ur husband should just wait til after the baby is born probaly. I tried doing UI then PFL then back to UI and the paperwork was sucha mess that I ended up with a 3 week gap with NO money coming in at all while they "processed" everything. Not worth the hassle for just a week of UI before baby imo

I work with seasonal construction workers on their benefits, and this situation comes up frequently. Here's what your husband should know: 1. There is NO WAITING PERIOD between UI and PFL - he can stop UI on a Friday and start PFL on a Saturday if timed right 2. For transitioning back to UI after PFL, he'll need to reopen his claim, which can take 7-10 days to process 3. It's critical that he inform EDD when he stops UI to start PFL, or they might think he's still certifying for UI 4. He'll need to provide his EDD Customer Account Number from his UI claim on his PFL application to help with processing This is absolutely allowed and common for seasonal workers with new babies. I recommend filing the PFL claim online as soon as you have the birth certificate or hospital documentation.

I'm going through this exact situation! My husband is a plumber who gets seasonal UI every winter and we had our baby in February. The transition from UI to PFL wasn't too bad (took about 10 days to process). But getting back on UI after PFL was a NIGHTMARE. We called EDD literally 37 times trying to get through to someone to help us reopen his claim. Finally we found Claimyr (claimyr.com) which got us through to an EDD agent in about 25 minutes instead of spending all day redialing. They have a demo video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5. Totally worth it because we were about to miss a mortgage payment waiting for his UI to restart.

I think an important detail nobody mentioned - your husband needs to actually be AVAILABLE for work to collect UI. So once baby is born and he wants to take time to bond, he shouldn't be on UI because he's not available to accept work. That's why switching to PFL is the right move. Also, make sure he applies for PFL within 41 days of the baby's birth or he could lose benefits. And one more thing - his employer needs to know he's taking baby bonding leave. He should officially request CFRA (California Family Rights Act) leave from his employer to protect his job while he's on PFL. Just my 2 cents from going through this last year!

To answer your follow-up question - CFRA and FMLA are similar but have some differences. If his company has at least 5 employees, he's covered by CFRA in California (which provides 12 weeks of job protection). FMLA is federal and only applies to companies with 50+ employees. You don't really "apply" for these - he just needs to notify his employer in writing that he's taking baby bonding leave under CFRA/FMLA. This protects his job while he's receiving PFL benefits (which only provides the money, not job protection). And yes, once baby arrives, he should immediately stop certifying for UI and apply for PFL. There won't be a waiting period UNLESS there's a processing delay, which can happen. That's why I recommend applying online the same day or day after birth if possible.

One other thing nobody mentioned - if he goes back on UI after PFL, they're going to ask him WHY he isn't working. If he says "seasonal layoff" they might deny him because they'll say "but you were just on leave, not laid off." I had to get my boss to write a letter confirming I was still seasonally laid off even though I took baby bonding leave in the middle. SUCH A HEADACHE! The whole system is designed to deny you benefits!!!!

Just wanted to add. My hubby took the PFL for our baby back in 2023 and said it was the best decision ever. Hes also seasonal landscaper and deals with UI every year. Just do the PFL its way better pay then UI anyway lol