Confused about EDD PFL requirements for fathers - job protection vs. eligibility?

California PFL is totally separate from job protection. Two different things that people mix up all the time! PFL through EDD is just about wage replacement (getting paid while you're off). You qualify if you've paid into SDI through payroll deductions, typically over the past 5-18 months. No minimum hours requirement. You get 8 weeks of partial pay for baby bonding. Job protection comes from FMLA/CFRA, which DO require 1+ year at your employer and 1250+ hours. If you don't qualify for those, your job isn't legally protected during PFL. You don't need employer approval for PFL benefits - it's your right if you've paid into SDI. But your employer doesn't have to hold your position if you're not FMLA/CFRA eligible.

dude the whole system is SO confusing i went thru this last year with my daughter. basically EDD doesnt care about how long youve worked somewhere, just that youve been paying SDI taxes. but ya your job isnt protected unless you qualify for FMLA/CFRA which is the year thing

Let me add some important nuance here: 1) California PFL provides 8 weeks of paid baby bonding at approximately 60-70% of your wages (up to a maximum) 2) You qualify for PFL if you've contributed to SDI via payroll deductions 3) Your employer CANNOT deny your PFL claim - it's between you and EDD 4) BUT your employer CAN deny you time off or replace you if you don't qualify for job protection 5) Some employers have their OWN parental leave policies that might give you protection even if you don't qualify for FMLA/CFRA I recommend checking your employee handbook for paternity leave policies and having a frank conversation with HR about your situation. Get everything in writing!

Question - does anyone know how long EDD takes to process PFL claims for baby bonding? My brother applied last month and is still waiting to hear anything!

**WARNING TO ALL NEW DADS** - make sure you understand exactly what you're eligible for BEFORE taking time off!!!! I got SCREWED last year because I thought PFL meant my job was protected. Came back after 8 weeks and they had "restructured" my position out of existence. TOTALLY LEGAL because I'd only been there 9 months. The EDD benefits paid about 65% of my salary but I ended up UNEMPLOYED with a newborn. California's system is BROKEN - they give benefits with one hand while letting employers fire you with the other!

OP, there's one more thing to consider - check if your employer is covered by the California Family Rights Act (CFRA). If they have 5+ employees, they're covered by CFRA, which provides 12 weeks of job-protected leave for baby bonding. The requirements are similar to FMLA (1 year at company, 1250+ hours worked). Some smaller employers are covered by CFRA but not FMLA, so it's worth checking both. Also, some cities like San Francisco have additional family leave ordinances that might help you.

when i had my kid last year i just told my boss i was taking 8 weeks and he was fine with it even tho i wasnt eligible for fmla yet. depends on your relationship with management and how much they value you i guess. have you talked to your boss about it yet?

I'm a HR specialist who deals with leave administration. Here's what you need to know: 1. EDD PFL eligibility is based on your contributions to SDI, not your length of employment or hours worked. If you see SDI deductions on your paystub, you likely qualify. 2. You apply directly to EDD for PFL benefits. Your employer doesn't approve/deny these benefits. 3. Job protection is completely separate. Without FMLA/CFRA eligibility (1 year, 1250 hours), your employer isn't legally required to hold your position. 4. However, many employers have separate paternity leave policies that might provide job protection even without FMLA/CFRA eligibility. 5. Replacing an employee on bonding leave (even a non-FMLA eligible one) can sometimes create legal risks for employers, so many will hold your position regardless. My advice: Review your company handbook, speak with HR about their paternity leave practices (not just policies), and get any agreements in writing.

One thing that hasn't been mentioned yet - if you're planning to take PFL for baby bonding, you should also consider the timing strategically. PFL baby bonding leave must be taken within the first year after your child's birth, but it doesn't have to be taken immediately. Since you're concerned about job security, you might want to consider taking a shorter initial leave (maybe 2-4 weeks) right after birth, then saving the remaining weeks for later in the year when you've hit that 12-month employment mark and would qualify for CFRA job protection. Also, don't forget that if your partner is also eligible for PFL, you can coordinate your leaves. California allows both parents to take their full 8 weeks each - they don't have to share a combined amount like some other states. Good luck with your new addition!

Just wanted to add another perspective as someone who navigated this situation recently. I was in almost the exact same boat - expecting my first child with only 10 months at my company when baby arrived. After reading through all the great advice here, I ended up having a very honest conversation with my manager about my situation. I explained that I understood I wasn't eligible for job protection under FMLA/CFRA, but that I wanted to take some PFL time for bonding and asked what the company's approach would be. Turns out my employer had an informal policy of treating paternity leave requests favorably even for newer employees, especially when handled transparently. I took 6 weeks total - 2 weeks right after birth, then 4 more weeks spread out over the next few months when work was slower. The key was being upfront about my situation and flexible with timing. I also made sure to document everything and had multiple conversations with both my direct manager and HR before the baby arrived. Every situation is different, but sometimes having that direct conversation can reveal options you didn't know existed. Just make sure you're prepared for any answer and have backup plans.

As someone who went through this exact situation two years ago, I want to emphasize something that might get overlooked - make sure you understand how PFL payments actually work before you rely on them financially. The 60-70% wage replacement sounds decent on paper, but there are some catches: 1) There's a weekly benefit cap (around $1,620/week max in 2025) 2) The percentage is based on your highest quarter of earnings in your "base period" which might be lower than your current salary 3) There's a 7-day waiting period before benefits start 4) You won't get your first payment for 2-3 weeks after filing I made the mistake of assuming I'd get exactly 65% of my current paycheck and nearly got into financial trouble. Double-check the EDD website's benefit calculator or call them to get an estimate of your actual weekly benefit amount before making any major financial commitments. Also, start setting aside some emergency savings now if you can - even with PFL benefits, those first few weeks without any income can be tight, especially with new baby expenses piling up!