Laid off same day PFL eligibility started - how to handle severance, PFL, and unemployment benefits?

same happened to me but diffrent order. got laid off during pregnancy, took SDI, then PFL, then unemployment. you got it right! u can still take PFL if u qualified before layoff. but report ur severance!! dont hide it or they come after u later

I've been through this exact situation in 2023. Your plan is correct, but be aware of these important details: 1. When you file for PFL, you must disclose your layoff date and that you'll receive severance. You'll do this on your initial PFL application (DE2508). 2. Depending on how your severance is structured, it may or may not reduce your PFL benefits: - If your severance is labeled as "continuation of wages" it will reduce your PFL benefit dollar-for-dollar - If it's labeled as a "settlement agreement" or "WARN Act payment" it typically won't affect your PFL 3. You'll need to examine your severance agreement carefully to determine how it's classified 4. When you later apply for unemployment after PFL, you'll need to report your severance again if you're still receiving it I recommend calling EDD directly to verify how your specific severance will be treated with your PFL claim. Document everything including who you spoke with.

Good luck actually reaching EDD to ask about this!!! I was in a similar situation last year and spent HOURS trying to get someone on the phone. Eventually I found a service called Claimyr (claimyr.com) that got me connected to an actual EDD agent within 15 minutes. They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 It was worth it because the agent confirmed that my severance (which was called a "transition payment") wouldn't reduce my PFL since it wasn't continuation of wages. Definitely double-check your specific situation instead of guessing.

I GOT SCREWED by EDD because of this EXACT situation!! They told me my severance wouldn't affect my PFL but then 6 MONTHS LATER they sent me an overpayment notice for $4,200!!! Apparently my HR coded my severance as "continuation of wages" without telling me. FIGHT WITH YOUR HR DEPARTMENT about how they're coding your severance payment BEFORE you file your PFL claim!!!! Trust me, dealing with overpayment notices while sleep deprived with a baby is a NIGHTMARE.

You're on the right track with your plan, but I want to clarify some important technical details about how severance affects PFL benefits: 1. Severance impact depends on classification: • Continuation of wages/salary - reduces PFL benefits • Lump sum settlement - generally doesn't affect PFL 2. Timing also matters: • Severance paid during Pregnancy Disability Leave - may have already been accounted for • Severance paid during PFL - must be reported with each certification 3. For proper reporting during PFL: • When certifying, answer "yes" to receiving other income • Report the actual severance amount received during each certification period • Include a copy of your severance agreement with your initial PFL application 4. For unemployment after PFL: • There's a one-week waiting period after PFL ends before UI begins • Remaining severance may delay UI eligibility • You must be able and available to work to qualify for UI Keep all documentation showing how and when you reported severance to protect yourself from potential overpayment issues later.

my compny laid off 30% of staf while i was on mat leave too!! so cruel. anyway yes u can do PFL after being fired. i had same worry about my severane pay (4 weeks) but my HR person said they reported it like a "one-time bonus" not as regular wages so it didnt afect my PFL. but EDD reduced my unemplyment by the severance amount later so just be redy for that. good luck with the new baby!!

Thank you all for the advice! I just spoke with my HR department and they confirmed my severance is being classified as a "separation agreement" payment, not as continuation of wages, and they're sending me an email confirming this that I can provide to EDD. I'm going to submit my PFL application today and make sure to disclose the severance information. I'll update this thread once I hear back from EDD about whether my benefits will be reduced or not in case it helps someone else!

Congratulations on your new baby! I went through a similar situation last year - got laid off during my maternity leave. One thing I'd add to all the great advice here is to document EVERYTHING with dates and times. Keep screenshots of your PFL application, copies of all correspondence with HR about your severance classification, and records of any phone calls with EDD (including confirmation numbers if you get any). Also, when you file for unemployment after PFL ends, make sure to mention that you were laid off while on protected leave. Sometimes there are additional protections or considerations for people in this situation. The whole process is stressful enough without a newborn - you're doing great by asking these questions upfront instead of figuring it out after the fact!

I'm so sorry you're dealing with this stressful situation on top of having a new baby! The timing is absolutely awful, but you're smart to get clarity on everything upfront. One thing I haven't seen mentioned yet - since you were laid off on the exact day your PFL eligibility started, you might want to double-check with your employer about COBRA continuation for health insurance. With a newborn, you'll want to make sure there's no gap in coverage, especially since pediatric appointments are so frequent in those first few months. Also, regarding the severance classification as a "separation agreement" - that sounds promising based on what others have shared, but I'd recommend asking your HR department specifically how they're reporting it on any wage statements they send to EDD. Sometimes the classification internally doesn't match what gets reported externally, and you want to make sure those align. Have you considered reaching out to a local legal aid organization? Some offer free consultations for employment issues, and the timing of your layoff (right when protected leave eligibility kicked in) might be worth having someone review, even if it's just for peace of mind. Wishing you the best with your PFL application and congratulations on your little one!

This is such a tough situation, but you're handling it really well by getting all the facts straight upfront! I went through something similar in 2022 when I was laid off during my PFL period (not at the start like you, but midway through). A few additional thoughts based on my experience: 1. When you file your PFL claim, there's a section where you can upload supporting documents. Definitely include that email from HR about your severance classification - having it attached to your initial application can prevent delays later. 2. Keep track of your severance payment schedule. If you're getting it in installments over 3 months, you'll need to report each payment during your biweekly PFL certifications. If it's a lump sum, you'll report it once but may need to explain the payment period it covers. 3. Consider setting aside some of your severance for potential childcare costs when you eventually start job searching. I made the mistake of not budgeting for this and it made my job search much harder. 4. One silver lining - since you qualified for PFL before the layoff, you're in a much better position than people who get laid off before establishing eligibility. You've got 8 weeks of PFL coming, plus unemployment after that, which gives you a decent runway to find your next opportunity. The timing absolutely sucks, but you're asking all the right questions. Hang in there!

I'm so sorry you're dealing with this during what should be a special bonding time with your new baby! The timing is truly awful, but it sounds like you're taking all the right steps. One thing I wanted to add that I haven't seen mentioned yet - make sure to ask your HR department about the specific timing of when they'll be reporting your employment termination to EDD. Sometimes there can be delays between when you're officially laid off and when the employer actually submits the paperwork, and this timing can affect how your benefits are processed. Also, since you mentioned you just ended Pregnancy Disability Leave, double-check that there are no overlapping benefit periods or gaps. Sometimes there can be confusion about the transition from SDI to PFL, especially when employment status changes during that transition. I went through a similar situation (layoff during maternity leave) and the most important thing I learned was to be proactive about communication with EDD rather than waiting for them to figure things out. The system isn't great at handling these complex scenarios automatically. You're doing everything right by asking these questions now instead of after filing. Wishing you and your little one all the best through this stressful time!

I'm really sorry you're going through this stressful situation with a newborn! The advice here has been excellent, but I wanted to add one more perspective as someone who works in HR and has seen this scenario play out multiple times. Since you mentioned your company is giving you 3 months of severance, this suggests it might be a larger layoff (possibly a WARN Act situation if it's 50+ employees). If that's the case, there could be additional protections and requirements that work in your favor: 1. WARN Act requires 60 days notice OR pay in lieu of notice, which might affect how your severance is classified 2. If this was a mass layoff, it's less likely to be retaliation for taking family leave (though the timing is still questionable) 3. Larger companies usually have more standardized severance reporting procedures with EDD I'd recommend asking HR if this was a WARN Act layoff and getting that information in writing too. Also, since you have 3 months of severance, you might have more flexibility in timing your job search after your PFL period ends. One last tip - if your employer offers any career transition services or job placement assistance as part of the severance package, take advantage of it! Many new parents don't think to use these services, but they can be really valuable when you're ready to return to work. You're handling this really well by getting all the facts upfront. Best wishes with your PFL application and congratulations on your little one!

I'm so sorry you're dealing with this nightmare timing! Getting laid off the day your bonding leave was supposed to start is incredibly stressful, especially with a new baby. Your plan sounds solid based on what others have shared here. I went through something similar last year (laid off during PFL, not at the start) and the key things that saved me were: 1. Getting everything about my severance classification in writing from HR - which you're already doing, great job! 2. Being super detailed when reporting to EDD - I included dates, amounts, and copies of everything 3. Calling EDD to confirm how my specific severance would be handled rather than assuming Since your HR confirmed it's a "separation agreement" and not continuation of wages, that should work in your favor based on what others have experienced. But definitely keep that email forever - I still have mine from over a year ago because EDD can come back with questions later. One thing I'd add - consider reaching out to your state representative's office if you run into any issues with EDD processing. They have staff specifically for helping constituents with state agency problems, and sometimes they can cut through the bureaucratic confusion faster than calling EDD directly. You're being so smart to get all this figured out upfront instead of dealing with surprises later. Hang in there - the benefits maze is terrible but you'll get through it!

Wow, what a stressful situation to deal with while you have a newborn! I'm really impressed by how thoroughly you're researching everything upfront though - that's going to save you so much headache down the road. I wanted to add one thing I learned when I was navigating PFL last year: make sure to keep copies of your actual PFL application screens/confirmations, not just the final approval. I had a situation where EDD's system showed different information than what I had originally submitted, and having screenshots of my actual application helped resolve the discrepancy quickly. Also, since you mentioned budgeting concerns with the severance potentially affecting your PFL - even in the worst case scenario where your benefits get reduced, you'll still have that severance cushion plus unemployment after PFL ends. It's not ideal, but you're not going to fall through the cracks completely. One last thought: if you haven't already, consider setting up your EDD online account now before you submit your PFL application. Sometimes there are delays in account setup, and having it ready can make the whole process smoother. You've got this! The fact that you're asking all these smart questions now shows you're going to handle whatever comes your way. Congratulations on your little one, and I hope the benefits process goes as smoothly as possible for you!

I'm so sorry you're going through this incredibly stressful situation! The timing is absolutely awful, but I'm really impressed by how proactively you're handling everything. I went through a similar situation in late 2023 - got laid off during my PFL period (though not on the exact day it started like you). A few things that might help based on my experience: 1. **Document the layoff timeline**: Since you were laid off the exact day your PFL eligibility began, keep detailed records of when you notified your employer about your intended PFL start date vs. when they announced the layoff. This timing could be important if you ever need to challenge anything later. 2. **Get multiple confirmations about severance classification**: That email from HR is great, but I'd also suggest asking them to confirm what specific codes or language they're using when reporting to EDD and other agencies. Sometimes internal classification doesn't match external reporting. 3. **Consider the bigger picture**: With 3 months severance + 8 weeks PFL + unemployment eligibility after, you actually have a pretty good runway. It's not the situation you planned for, but you're not without options. 4. **Keep detailed records of everything**: Screenshots of applications, confirmation numbers from phone calls, copies of all correspondence. EDD can be unpredictable about what they might question later. You're asking all the right questions upfront instead of figuring it out after problems arise. That's going to serve you well through this process. Hang in there, and congratulations on your little one!