Will I qualify for EDD PFL after changing jobs? Only 7 months with current employer

congrats on the baby!! the good news is PFL doesn't have a 12 month requirement like FMLA does. As long as u paid into SDI thru payroll deductions you should qualify! you need to have earned at least $300 during your base period and that's pretty much it

The previous comment is correct that PFL doesn't have the same 12-month requirement as FMLA. However, there's some important distinctions to understand: 1. PFL (Paid Family Leave) through EDD is a wage replacement program - it provides income but not job protection. 2. FMLA/CFRA require 12 months at your employer and provide job protection but no pay. 3. Since you've paid into SDI at both jobs, you'll likely qualify for PFL benefits based on your base period earnings (which looks at earnings 5-17 months before your claim starts). So while you can receive PFL payments, your current employer isn't legally obligated to hold your job without the FMLA protection. Have you discussed your maternity leave plans with HR yet?

I was in almost EXACTLY your situation last year!!! Switched jobs when I was 4 months pregnant and freaked out about everything. My advice: talk to your HR dept ASAP!!! Some companies have their own maternity policies that don't require 12 months of service. Mine did (thank goodness) and they gave me 6 weeks paid + held my job even though I didn't qualify for FMLA.

Everyone is missing something important here! You mentioned going on disability at the end of November - that's Pregnancy Disability Leave (PDL) which IS protected in California regardless of how long you've worked somewhere! PDL gives you up to 4 weeks before birth and 6-8 weeks after (depending on delivery type) of JOB PROTECTED leave. So your job is protected during the disability portion, just not during the 8-week baby bonding PFL portion if you haven't been there 12 months for CFRA protection.

Correct! In California, PDL (Pregnancy Disability Leave) protects your job during medical recovery regardless of tenure. Then the 8 weeks of baby bonding needs CFRA protection (which requires 12 months employment). So your timeline would look like: - 4 weeks before birth: PDL (job protected) with SDI benefits - 6-8 weeks after birth: PDL (job protected) with SDI benefits - 8 weeks baby bonding: PFL benefits but no job protection unless you reach 12 months by then Definitely talk to HR - many companies have policies that extend protection beyond the legal requirements!

I just went through this whole process and had THE WORST time trying to get through to EDD when I had questions about my claim. I kept getting disconnected or waiting for hours. Finally found this service called Claimyr that got me connected to an EDD agent in like 10 minutes! They have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5 The agent explained that as long as I had earned at least $300 in the base period and paid into SDI, I qualified for benefits - even with changing jobs. Definitely worth checking out their website (claimyr.com) if you need to talk to someone at EDD directly.

It's legit - not a scam. They basically keep dialing for you and put you in when they get through. Saved me like 3 hours of hold time. I was skeptical too but was desperate after trying for days to get through.

UPDATE: I talked to HR and they confirmed what you all said about PDL being protected regardless of tenure. They also told me that even though I won't hit 12 months for CFRA protection during my baby bonding, they have a company policy that extends job protection to employees who have been there at least 6 months! So I'll be covered for everything! Such a relief! Thanks everyone for your help!

thats awesome news!! my friend wasn't so lucky, her company made her come back after disability or lose her job bc she didnt qualify for cfra/fmla :( glad ur company has better policies!

I'm confused about something - does the 8 weeks PFL have to be taken right after the disability period? Or can you go back to work and take it later? My sister said you can take it anytime in the first year but I don't know if that's true.

Wow, this whole thread has been so helpful! I'm actually in a similar boat - just started a new job at 5 months pregnant and was panicking about leave policies. Reading through everyone's explanations about PDL vs PFL vs CFRA really cleared things up for me. One thing I wanted to add that my OB mentioned - make sure to keep all your paystubs from both jobs showing the SDI deductions. When you file your PFL claim, having documentation of your earnings and SDI contributions from both employers can help speed up the process. Also, if you're planning to use any vacation time to extend your leave or supplement your benefits, check with HR about how that affects your return date calculations. @Zoe Stavros so glad your company has good policies! It really makes such a difference when employers go beyond the legal minimums.

This whole thread is incredibly informative! I'm currently 6 months pregnant and just accepted a new job offer that starts next month. I was feeling so anxious about the timing, but reading through everyone's experiences has helped me understand the different types of leave available in California. Quick question for anyone who's been through this - when you filed your PFL claim after switching jobs, did EDD automatically pull your earnings from both employers or did you need to provide additional documentation? I want to make sure I'm prepared when the time comes. Also, for those whose companies had policies beyond the legal requirements, did you find out about them during the interview process or after you started? Thanks to everyone who shared their experiences - it's such a relief to know there are others who've navigated this successfully!

This thread has been incredibly helpful! I'm also dealing with a job change during pregnancy (switched at 6 months pregnant) and was completely overwhelmed by all the different leave types and requirements. One thing I learned from my HR department that might be useful - they said to make sure you understand how your company handles the transition between different types of leave. Some companies make you formally request each phase separately (PDL, then PFL), while others let you submit one comprehensive request that covers your entire leave period. Also, if anyone is worried about the financial aspect, remember that SDI for disability leave is typically higher than PFL for bonding (SDI is ~60-70% of wages vs PFL at ~60%), so plan your budget accordingly. I used an online calculator to estimate my benefits and it really helped with planning. @Zoe Stavros so happy everything worked out for you! Stories like yours give the rest of us hope that it's all manageable even when the timing isn't "perfect.

This has been such an incredibly helpful thread to read through! I'm currently 8 months pregnant and just went through a similar situation - I switched jobs at 4 months pregnant and was absolutely panicking about my leave options. What really helped me was creating a timeline document that mapped out all the different types of leave I'd be eligible for and when. I included PDL dates, SDI benefit periods, PFL bonding time, and noted which periods had job protection vs. just wage replacement. Having it all laid out visually made it so much easier to understand and plan for. One thing I wanted to mention that hasn't come up yet - if you're planning to breastfeed, make sure to also ask your HR about lactation support policies when you have that conversation. Some companies provide additional break time, private pumping spaces, or even extended flexibility beyond what's legally required. It's another piece of the puzzle that's worth understanding early on. Also, for anyone still feeling overwhelmed by all the acronyms and rules - the California Department of Fair Employment and Housing has a really good fact sheet that breaks down all the different types of leave in plain English. It was a lifesaver for me when I was trying to sort everything out! @Zoe Stavros congratulations and so glad your company had good policies! It really shows how much difference it makes when employers value supporting their employees through major life transitions.

This thread has been absolutely amazing to read through! I'm 3 months pregnant and just started job hunting because my current company doesn't have great maternity benefits. I was so worried about the timing, but seeing all of your experiences has given me so much hope that switching jobs during pregnancy can actually work out well. One question I have - for those of you who switched jobs while pregnant, when did you disclose your pregnancy to your new employer? I'm torn between being upfront during the interview process versus waiting until after I'm hired. I don't want to hurt my chances of getting a good offer, but I also don't want to blindside them later. Also, @Zoe Stavros your timeline is almost exactly what mine would be if I find a new job soon, so it's incredibly reassuring to see that everything worked out for you! And @Giovanni Moretti I'm definitely going to check out that DFEH fact sheet - having everything explained in plain English sounds like exactly what I need right now. Thanks to everyone who shared their stories and advice. This community has been such a lifesaver for understanding all these complex leave policies!

I'm currently 5 months pregnant and considering a job switch, so this entire thread has been incredibly eye-opening! Reading everyone's experiences has helped me understand that the California leave system, while complex, actually offers pretty good protections - especially with PDL being available immediately regardless of tenure. What strikes me most is how much company policies can vary beyond the legal requirements. It sounds like doing your homework on a potential employer's family leave policies should be just as important as researching salary and benefits. @Zoe Stavros your story is particularly encouraging since your company had that 6-month policy for job protection during bonding leave. For anyone else navigating this, I found the EDD website has a base period calculator that can help estimate if you'll meet the $300 earnings requirement when switching jobs. Also, the timeline approach @Giovanni Moretti mentioned sounds like a great way to visualize all the moving pieces. Thanks to everyone who shared their experiences - it's so helpful to see real-world examples of how this all works out in practice!

This entire thread has been such a goldmine of information! I'm currently 6 months pregnant and just got a job offer that would start next month. I was honestly terrified about the timing, but reading through everyone's experiences has completely changed my perspective. The breakdown of PDL vs PFL vs CFRA has been incredibly helpful - I had no idea that PDL protection kicks in immediately regardless of how long you've been at a company. That's huge! And seeing how many people have successfully navigated job changes during pregnancy is so reassuring. @Zoe Stavros your timeline mirrors what mine would be almost exactly, so I'm thrilled to hear your company had good policies beyond the legal requirements. It gives me hope that I should definitely have that conversation with HR early on. One thing I'm curious about - for those who switched jobs during pregnancy, did you find that having this kind of detailed knowledge about leave policies helped you feel more confident in negotiations or conversations with your new employer? I feel like understanding my rights and options so clearly would make me feel more empowered going into those discussions. Thank you to everyone who shared their experiences and advice. This community is amazing! 💕

This thread has been incredibly informative! I'm 4 months pregnant and just started interviewing for a new position after my current company announced layoffs. Reading through everyone's experiences has been both educational and reassuring. One thing I wanted to add that might help others - I discovered that some companies actually have "return-to-work" bonuses or extended leave policies specifically to retain talent after maternity leave. During my research, I found a few employers that offer things like flexible return schedules, additional unpaid leave options, or even childcare assistance. It's worth asking about these types of programs during your HR discussions. Also, for anyone dealing with the anxiety of job hunting while pregnant - I've found that focusing on companies with strong diversity and inclusion programs tends to correlate with better family leave policies. You can often find this information on their websites or through employee review sites. @Zoe Stavros your success story gives me so much hope! And to everyone else sharing their timelines and tips - this community is absolutely amazing. It's so comforting to know we're not alone in navigating these complex situations. Thank you all for making this feel less overwhelming! 🙏

This thread is absolutely incredible - I wish I had found something like this when I was going through my own pregnancy job switch panic last year! Reading through everyone's detailed explanations has brought back so many memories of trying to decode all these different leave types. One thing I wanted to add from my experience - when you do have that HR conversation, ask specifically about how they handle "intermittent leave" during your PFL bonding period. Some companies are really flexible about letting you come back part-time or take your 8 weeks in smaller chunks (like 2-3 days per week for a longer period). This can be especially helpful if you want to ease back into work or if childcare arrangements are tricky. Also, don't forget to factor in any vacation/PTO you've accrued! Some people use their vacation days to "bridge" between different leave types or to extend their time at full pay. Just make sure you understand your company's policy on accruing PTO while on unpaid leave. @Zoe Stavros congratulations on everything working out so well! Your story is proof that sometimes what feels like terrible timing can actually work out perfectly. And to everyone else sharing their experiences - this is exactly the kind of real-world advice that makes navigating this system so much easier. Thank you all! ✨

This thread has been absolutely life-changing for me! I'm 7 months pregnant and just accepted a new job offer that starts in two weeks. I was literally losing sleep over whether I'd have any leave benefits, but reading through everyone's experiences has completely put my mind at ease. The way everyone broke down the differences between PDL, PFL, and CFRA was so helpful - I finally understand that the medical recovery portion (PDL) is protected immediately, which is huge! And seeing so many success stories of people who switched jobs during pregnancy gives me so much confidence that I made the right decision. @Zoe Stavros your timeline is almost identical to what mine will be, so I'm thrilled to hear your company had policies beyond the legal minimums. I'm definitely going to schedule that HR conversation as soon as I start and ask all the right questions thanks to everyone's advice here. One thing I wanted to ask - for those who filed PFL claims after switching jobs, was there any delay in processing because you had multiple employers? I want to make sure I'm prepared for any potential hiccups when the time comes. Thank you all for creating such an incredible resource! This community is amazing and you've all made what felt like an impossible situation feel totally manageable. 🤗

I'm 6 months pregnant and just got offered my dream job! I was so worried about the timing after reading horror stories online, but this entire thread has been such a reality check in the best way possible. You've all shown that switching jobs during pregnancy is not only doable but can actually work out really well with the right knowledge and preparation. The breakdown everyone provided about PDL being immediately available regardless of tenure is HUGE - I had no idea about that protection! And @Zoe Stavros seeing your exact timeline and success story gives me so much hope since I'd be in almost the same situation. I'm definitely going to use all the strategies mentioned here: researching company D&I programs, asking about family leave policies beyond legal minimums during my HR meeting, creating that timeline document @Giovanni Moretti suggested, and keeping all my paystubs organized. One question - for those who disclosed pregnancy after starting a new job, did you find there was an "ideal" time to have that conversation? I'm thinking around 2-3 weeks in once I've settled but before I start showing obviously. Thank you all for turning what felt like a nightmare scenario into something I actually feel confident about! This community is incredible! 🌟