Confused about FMLA vs PFL baby bonding - maximizing maternity leave with Feb 2025 SDI start

So here's how it works in California (I just went through this with my second child): 1. FMLA and CFRA typically run CONCURRENTLY with your disability leave (SDI) and baby bonding (PFL). They don't add extra weeks - they protect your job while you take time off. 2. For your case: You'll start SDI 4 weeks before birth, then continue SDI for 6-8 weeks after birth (depending on delivery type - 6 for vaginal, 8 for c-section). 3. After your disability period ends, you can take your 8 weeks of PFL for baby bonding. So total protected time would be approximately: 4 weeks pre-birth + 6-8 weeks post-birth disability + 8 weeks baby bonding = 18-20 weeks total.

fmla is just the protection it doesnt give u any extra time off. its all happening at the same time as ur getting paid from edd. u get 12 weeks from fmla and those cover ur 4 weeks before birth plus some of the weeks after. good luck with everything! 👶

NO ONE TELLS YOU HOW COMPLICATED THIS SYSTEM IS!!! When I had my baby in 2024, I spent HOURS on hold with EDD trying to get answers about this exact thing. The online info is so confusing and contradictory. FMLA/CFRA just protects your job, it doesn't give you more paid time. BUT!!! Check if your employer offers any additional paid parental leave on top of state benefits. Some companies do and they don't always advertise it well. Mine had 4 extra weeks they never mentioned until I specifically asked!

Let me clarify a few things to avoid confusion: 1. FMLA/CFRA = 12 weeks of JOB PROTECTION (unpaid by default) 2. Pregnancy Disability Leave (PDL) = 4 weeks pre-birth + 6-8 weeks post-birth (paid through SDI at ~60-70% of wages) 3. Baby Bonding (PFL) = 8 weeks (paid at same rate as SDI) Your timeline will be: - Start SDI on 2/10/25 (as planned) - Deliver around 3/10/25 - Continue SDI until ~4/21/25 (assuming vaginal delivery) - Transition to PFL for 8 weeks until ~6/16/25 Your FMLA/CFRA will run concurrently with these leaves, protecting your job for 12 of the ~18 weeks. California CFRA can then cover the remaining weeks (as it allows baby bonding). The most important thing is filing your DE2501 (disability) form on time, then filing your DE2508 (PFL) form BEFORE your disability claim ends to ensure a smooth transition.

I want to point out something important - while FMLA/CFRA don't add extra weeks *paid* time, they might give you more total time off if you can afford some unpaid time. You get 12 weeks of job protection under FMLA/CFRA, but California's SDI + PFL only pays for about 14-16 weeks total (4 pre-birth + 6-8 post-birth + 8 PFL). So if you use all your SDI + PFL and still have some CFRA protection left, you could potentially take a couple more weeks unpaid and still have your job protected. Some moms in my group did this for an extra 2-4 weeks at the end.

I just went through this whole process and the hardest part was actually getting through to EDD when I had questions! I spent DAYS trying to reach someone about my SDI to PFL transition. I finally used a service called Claimyr (claimyr.com) that connected me to an EDD rep in about 20 minutes instead of waiting on hold for hours. They have a video that shows how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 It helped me resolve my transition issue quickly and I was able to confirm exactly how my benefits would work together. Definitely worth checking out if you get stuck on hold with EDD!

make sure ur doctor fills out ur forms right!! my friend had her disability delayed cuz her doc put the wrong date on the form and it took foreverrr to fix. also remember u can submit the disability application (DE2501) 9 days before ur leave starts.

My company kept telling me FMLA was separate from baby bonding but it turns out they meant their own company parental leave policy was separate!!! So embarassing when I finally figured it out. Check if your company has their own paid leave policy!!

One more important thing: after you use your 4 weeks pre-birth + 6-8 weeks post-birth disability, you don't HAVE to start PFL immediately. You can actually delay your baby bonding time if needed. Some parents save part or all of their PFL for later in the first year (you must use it within 12 months of birth). This could be useful if your partner takes some bonding time first, or if you want to extend your total time away from work by using paid vacation between disability and PFL. Just note that while CFRA protections can cover this gap between leaves, FMLA might be used up by then depending on your total time away.

And don't forget to check if your employer requires you to use your accrued PTO/vacation alongside these leaves! Some employers make you use up your vacation time during FMLA/CFRA periods before going unpaid. Others let you choose. Knowing this policy could affect how you plan your overall leave strategy.

This is such a helpful thread! I'm not pregnant yet but planning to start trying next year, and reading through everyone's experiences is making me realize I need to start researching this stuff way earlier than I thought. Question for those who've been through it - when did you start having these conversations with HR? Should I be asking about company policies now, or wait until I'm actually pregnant? I don't want to tip my hand too early but also want to be prepared! Also, does anyone know if the 8 weeks of PFL baby bonding can be split up? Like could I take 4 weeks right after my disability ends, go back to work for a bit, then take the other 4 weeks later in the year?

Just wanted to add something I learned the hard way - make sure you understand how your company calculates your SDI/PFL benefit amount! The state uses your highest quarter of earnings in the base period (which is usually 5-17 months before your claim starts), but some people don't realize this and get surprised by a lower benefit amount than expected. Also, if you've had any job changes or salary increases in the past year, it might be worth checking your earnings record with EDD to make sure everything is reported correctly. I had a small gap in my earnings record that would have reduced my benefits, but I was able to get it corrected before filing my claim. The whole system is definitely confusing but you're asking all the right questions early! That puts you way ahead of where I was. Good luck with everything - you've got this! 💪