Confused about PFL baby bonding eligibility - can I still get extra weeks after disability?

There's a really important distinction here. Your employer is talking about job protection under FMLA/CFRA (which does require 12 months of employment), but that's completely separate from your eligibility for EDD PFL benefits! If you're currently receiving State Disability Insurance (SDI) for your pregnancy recovery, you absolutely CAN apply for the additional 8 weeks of baby bonding through EDD's Paid Family Leave program. The catch is that your job may not be protected during that time, but you'll still receive the benefit payments.

omg i had the EXACT same issue!! my job told me i wasnt eligible but i still got the money anyway. just apply online through the edd website. its separate from the disability thing

To clarify what others have said: PFL baby bonding eligibility through EDD is based on whether you've paid into SDI through your paychecks, not your length of employment. Since you're already receiving disability benefits, you definitely qualify financially for PFL. You'll need to file a separate claim for baby bonding using form DE2508 (or online through your EDD account) when your disability claim is getting ready to end. It doesn't transition automatically. Just be aware that without FMLA/CFRA job protection (which is what your employer was referring to with the 1-year requirement), they aren't obligated to hold your position. Some companies will still accommodate the additional time off, but others won't. I'd have a clear conversation with your HR about what happens if you take the additional 8 weeks.

i had my baby in January and had same issue!!! you DEF qualify for EDD benefits even if you dont get job protection. BUT you gotta call EDD to make sure it transitions right from disability to baby bonding. I waited 3 weeks with no money because the system messed up my application.

I had this EXACT issue last year but with my second baby. Here's what I did - I got the regular disability (6 weeks for vaginal birth, 8 weeks for c-section), and then SEPARATELY applied for the baby bonding PFL when my disability claim was about to end. My company wouldn't hold my job but I took the time anyway because I decided spending time with my baby was more important, and I just found a new job after. But every situation is different financially! Definitely apply - it's your money that you've been paying into the system!

I tried calling EDD about 27 times last month when I was dealing with my transition from pregnancy disability to baby bonding. It's absolutely IMPOSSIBLE to get through! I finally used this service called Claimyr (claimyr.com) and they got me connected to an actual EDD agent in about 20 minutes. They have a demo video so you can see how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 It made a huge difference because the EDD agent was able to fix my claim on the spot. I was so tired of trying to do everything online and getting nowhere for weeks.

Just to wrap things up: yes, you can and should apply for PFL baby bonding even though your employer isn't required to hold your job. Here's what you need to do: 1. Continue your disability claim until it ends (typically 6-8 weeks postpartum depending on delivery type) 2. About 1-2 weeks before your disability ends, submit your claim for PFL baby bonding (form DE2508 or online) 3. Make sure you clearly understand from your employer whether they'll allow you to return after the additional 8 weeks of PFL (get this in writing if possible) 4. If they won't hold your position, decide if you still want to take the time (and benefits) knowing you'll need to find new employment after Don't miss out on benefits you're entitled to! Many new parents make this mistake because of confusing information from employers.

Just wanted to add my experience as someone who went through this exact situation! I was also confused about the difference between job protection and benefit eligibility. What really helped me was keeping detailed records of all my conversations with HR and getting everything in writing. When I asked my employer about taking the additional 8 weeks of PFL without job protection, they actually agreed to let me come back as long as I gave them 2 weeks notice before my planned return date. It never hurts to ask - some companies are more flexible than they initially let on, especially if you're a good employee. Also, make sure to check if your company has any supplemental leave policies beyond what's legally required. Mine had a "personal leave" option that could bridge the gap. Good luck with your new baby!

I went through this exact same confusion when I had my daughter last year! Your HR is mixing up two completely different things - job protection (FMLA/CFRA) and benefit eligibility (EDD PFL). Since you're already getting SDI, you've definitely been paying into the system and qualify for the 8 weeks of baby bonding benefits. I didn't have job protection either but still got all my PFL payments. The key is to file your PFL claim about 1-2 weeks before your disability ends so there's no gap in payments. I used the online portal and it was pretty straightforward. Just make sure you have a clear conversation with your employer about whether they'll let you return after the additional 8 weeks - some are more flexible than others even without being legally required. Don't let confusing HR info stop you from getting benefits you've earned!

I'm going through this exact situation right now too! Just had my baby 3 weeks ago and was so confused when my HR told me I "wasn't eligible" for bonding leave. Reading all these responses has been such a relief - I had no idea there was a difference between job protection and the actual benefit payments! I've been paying into SDI through my paychecks for over a year, so it sounds like I definitely qualify for the PFL bonding benefits even though my company won't hold my job. Does anyone know if there's a specific deadline for applying? I'm currently 3 weeks into my disability claim and want to make sure I don't miss any important timing windows. Also, has anyone had success negotiating with their employer for unpaid leave after the PFL ends? I'm wondering if I could potentially extend my time off even further if needed.

I'm currently going through this same situation and wanted to share what I learned from speaking with an EDD representative yesterday. The key thing to understand is that PFL baby bonding is completely separate from your employer's leave policies - it's a state benefit you've earned by paying into SDI through your paychecks. Even if your company won't hold your job (due to not meeting FMLA requirements), you can still receive the 8 weeks of PFL payments as long as you've been paying into the system. One important tip I got: make sure to submit your PFL application while you're still on disability, ideally 2-3 weeks before it ends. This helps ensure there's no gap in payments. The representative also mentioned that many people don't realize they can take PFL even without job protection, so definitely don't let your employer's policy stop you from applying for benefits you've earned! I'd also suggest having a frank conversation with your HR about whether they'd be willing to work with you on an extended unpaid leave arrangement after PFL - you might be surprised at their flexibility.

I went through this exact same confusion last year with my first baby! Your HR is definitely mixing up job protection (FMLA/CFRA) with benefit eligibility (EDD PFL). Since you're already receiving state disability, you've been paying into SDI and absolutely qualify for the 8 weeks of baby bonding PFL - that's completely separate from what your employer offers. Here's what worked for me: I applied for PFL online about 10 days before my disability was set to end. The application was much simpler than the initial disability claim - since you're already in the system, most of your info carries over. You'll mainly just need to specify that it's for baby bonding and provide your baby's birth certificate. The tricky part is the job situation. My employer also couldn't guarantee my position, but when I explained that I was taking state benefits I'd already paid into (not asking for company leave), they were more understanding. Some companies will work with you on unpaid personal leave after PFL ends if you're upfront about your plans. It's worth having that honest conversation - the worst they can say is no, but you might be surprised at their flexibility, especially if you're a valued employee. Don't let the job protection issue stop you from claiming benefits you've earned! Congratulations on your new baby!

I'm so glad I found this thread! I'm currently 5 weeks into my maternity leave and was told the same thing by my HR - that I don't qualify for bonding leave because I haven't been there a full year. Reading all these responses has been eye-opening! I had no idea there was such a clear distinction between job protection through FMLA and the actual EDD benefit payments. I've been paying into SDI for about 10 months now, so it sounds like I definitely qualify for the PFL bonding benefits. I'm going to start my application next week since my disability claim should end in about 2 weeks. My biggest concern now is the job situation - my company has been pretty rigid about their policies, but maybe if I frame it the way some of you suggested (as state benefits I've earned rather than company leave), they might be more understanding. Has anyone had experience with smaller companies being flexible about this? Mine only has about 15 employees, so they're not subject to FMLA requirements, but I'm hoping that also means they might be more willing to work with me on a case-by-case basis. Either way, I'm definitely not going to let confusion about job protection stop me from getting the benefits I've been paying for!