Can my wife get UI benefits if she quits after EDD maternity leave ends?

I was in the exact same situation last year! Unfortunately, voluntarily quitting almost always disqualifies you from UI benefits unless you have what EDD considers 'good cause.' Childcare costs alone usually don't qualify as good cause - I tried that route and got denied. EDD views it as a personal decision rather than something the employer caused. I ended up returning part-time for 3 months while job hunting, which was rough but at least provided some income. Definitely call EDD directly to confirm your specific situation before she makes any decisions though - try using Claimyr.com to get through faster (it's the only way I actually got to speak to a rep without waiting for hours). They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5

Just to clarify something important - it sounds like your wife is currently on disability for pregnancy/birth and will then transition to Paid Family Leave (PFL) for baby bonding. These are different programs than maternity leave (which isn't technically a thing in California). When PFL ends, if she voluntarily quits, she would generally not qualify for UI as the previous commenter mentioned. However, there are some exceptions where you can still qualify for UI after voluntarily quitting: 1. Unsafe working conditions 2. Significant reduction in hours/pay 3. Harassment or discrimination 4. Relocating with spouse 5. Caring for ill family member (this is different from caring for a healthy baby) Personal preference or childcare costs typically don't qualify. She could attempt to negotiate with her employer for modified work arrangements before making a decision.

If your wife decides not to return, she should consider using any vacation/PTO she has accrued before formally resigning. This will give her a little more income. Also, has she explored the possibility of requesting a flexible schedule or part-time hours with her employer? Sometimes companies will accommodate new parents rather than lose them entirely. Regarding unemployment eligibility, the other posters are generally correct. Quitting voluntarily without good cause (as defined by EDD) typically disqualifies you from UI benefits. However, if her employer significantly changed her job duties, reduced her hours/pay, or created hostile conditions, she might have a case.

have u thught about asking for remote work options? my company let me work from home 3 days a week after baby. worth asking before quitting

I think everyone's missing something here - if your wife hasn't returned to work yet, she might be able to extend her leave. Has she used all 8 weeks of PFL? Also, if she has any health issues related to birth or postpartum depression, she might qualify for additional disability time. My doctor wrote me a note for an extra 6 weeks of disability after my PFL ran out because I was struggling with postpartum anxiety. Worth exploring before jumping to quitting!

I went through this EXACT dilemma last year and it's SO FRUSTRATING there's no good solution! The whole system assumes parents (let's be real, usually moms) should just magically be ready to abandon their babies at exactly 8 weeks, or somehow find affordable childcare that doesn't exist!!! I ended up quitting and was denied UI. Had to live on savings for 4 months until I found a remote job. The kicker? My old company had to hire TWO people to replace me and is now offering partial remote work. Too late for me though. 🙃

One thing no one has mentioned - if your wife's employer offers a leave of absence beyond what's legally required, that might be worth exploring too. Some companies have unpaid personal leave policies that could extend her time off without severing employment. It wouldn't provide income, but it would keep her job waiting longer while you both figure things out. Worth checking her employee handbook or with HR.