Will I qualify for EDD SDI at 36 weeks pregnant and PFL for baby bonding with only 4 months at current job?

Good news! In California, SDI and PFL eligibility isn't tied to how long you've been with your current employer - it's based on your base period earnings. As long as you earned at least $300 in your base period (which is 5-17 months before your claim starts) and had SDI deductions taken from your paychecks, you should qualify.\n\nSince you'll be filing in March 2026 (assuming next week is early March), your base period would be roughly Oct 2024-Sept 2025. Even though you weren't working for part of that time, your work from early 2025 and late 2025 could still qualify you if you met the minimum earnings.\n\nFor baby bonding, you can apply for PFL after your SDI pregnancy disability ends. This gives you up to 8 weeks to bond with your baby. Again, this is a state benefit, not connected to FMLA, so your job tenure doesn't matter for eligibility.

Omg thank you so much for this explanation!! So even with the gap in employment I might still qualify? That's such a relief. Do you know if there's a way to check how much I earned in my base period before I apply? I'm just worried about going through this whole process only to be denied.

congrats on ur pregnancy!! i was in kinda the same boat last yr. had only been at my job for like 3 months when i went out on disability for my pregnancy. my dr took me off at 32 wks bc of high BP. \n\nEDD doesnt care how long u been at ur job, they only care if u paid into SDI. check ur paystub it should have a deduction for CA SDI somewhere on it. if u see that ur golden! \n\nthe part that might be tricky is that your employer doesnt have to hold ur job without FMLA but u can still get the $$ from the state.

This is really important to understand! I didn't realize this distinction when I was on maternity leave and it caused so much stress. To clarify for the OP: \n\n- SDI/PFL = money benefits from the state\n- FMLA/CFRA = job protection\n\nYou can qualify for the money but not have your job protected. Make sure you talk to your employer about whether they'll hold your position even though you don't qualify for FMLA!

I work for an HR consulting firm and deal with this exact situation all the time. Here's what you need to know:\n\n1. California SDI: You likely qualify because it's based on your base period earnings (5-17 months before filing), not your current job tenure. Check your paycheck for the SDI deduction - if it's there, you're contributing.\n\n2. Job Protection: Without FMLA/CFRA, your job isn't legally protected during leave. HOWEVER, many CA employers still provide job protection under company policy. Ask HR specifically about their maternity leave policy outside of FMLA.\n\n3. Baby Bonding: After your disability period ends (usually 6-8 weeks after birth), you can transition to Paid Family Leave (PFL) for 8 weeks of bonding time. Again, you'll likely qualify for the money, but job protection is separate.\n\n4. Pregnancy Disability Leave (PDL): This is another CA law that provides up to 4 months of job-protected leave for pregnancy disability. Unlike FMLA, there's NO length of service requirement, so you DO qualify for this protection! Many HR departments overlook this.\n\nAsk your HR department specifically about PDL - they legally must provide this regardless of your tenure.

Wait, seriously?? I've never even heard of PDL! So I might actually have job protection even without FMLA? I'm definitely going to ask HR about this specifically tomorrow. Thank you so much for this information. I was literally losing sleep over the thought of having to choose between keeping my job and having time with my newborn.

I haD this same issue when i had my daughter!!! the EDD website is SO confusing and my HR was useless too. I spent HOURS trying to call EDD and never got thru. Finally i broke down and used this service called Claimyr and they got me connected to an actual EDD rep in like 20 minutes. The guy on the phone explained everything and confirmed I qualified even tho I'd only been at my job for 5 months. Here's their website if u need it: claimyr.com \n\nThey have a video showing how it works: https://youtu.be/DOLxZQb92wM?si=6N1iCQ3a8Cdb2Ay5\n\njust make sure u have ur claim info and social ready when u get connected. the person i talked to was super helpful and it saved me so much stress!!!

Is this service legit? I'm always skeptical of third party services for government stuff - seems like there are so many scams out there.

Yeah it's totally legit! they just help u get through the phone system faster. i was skeptical too but was DESPERATE after being on hold for like 3 hrs and getting disconnected twice. the EDD person i finally talked to seriously saved my sanity and confirmed i qualified for benefits.

i think ur mixing up like 50 different things and making this more complicated than it needs to be lol.\n\nbasically:\n- SDI = money from state when ur disabled from pregnancy (usually 4 wks before birth + 6-8 wks after)\n- PFL = money from state for baby bonding (8 wks)\n- FMLA = job protection (which u dont qualify for)\n\nso youll probably get the money but they might not hold ur job. but also some companies have their own policies anyway so talk to HR

You're right that I'm probably overcomplicating things! It's just all so confusing when you're going through it for the first time. I'm definitely going to have a more detailed conversation with HR about our company's specific policies beyond just FMLA.

I think the biggest issue everyone's dancing around is that while you might qualify for SDI and PFL payments, without FMLA protection, your employer could technically replace you while you're out. However, in my experience, most California employers understand the state's pro-family policies and won't just fire someone for having a baby even without FMLA protection.\n\nAlso, I want to emphasize something important - if your doctor is certifying that you need to stop working at 36 weeks due to a pregnancy-related medical condition, you DEFINITELY qualify for California Pregnancy Disability Leave (PDL) protection regardless of how long you've worked there. PDL provides up to 4 months of job-protected leave with absolutely NO length of service requirement.\n\nSo in reality, you should have:\n- Job protection through PDL for your pre-birth disability and recovery period \n- The SDI benefit payments during this time\n- Potential eligibility for PFL payments during baby bonding\n\nThe only questionable part is whether your job is protected during the baby bonding portion after your disability period ends.

ugh i wish i knew this with my first baby!! my company told me i had NO protection bc i didn't qualify for FMLA and i was so scared of losing my job i went back at 6 weeks when my disability ended. no one ever mentioned PDL to me!

To directly answer your original questions:\n\n1. Will you qualify to be off work at 36 weeks? YES - if your doctor certifies it's medically necessary, California PDL laws protect your job regardless of tenure.\n\n2. Will you qualify to get paid? PROBABLY - if you have sufficient earnings in your base period and had SDI deductions taken from your paychecks.\n\n3. What happens after birth? You'll likely remain on SDI for 6-8 weeks (depending on delivery type). Then you can apply for PFL for baby bonding.\n\n4. Do you have to return immediately? NO - between SDI and PFL, you could potentially have 14-16 weeks of leave (though only the disability portion is job-protected without FMLA).\n\nI recommend:\n1. Check your paystubs for SDI deductions\n2. Talk to your doctor about completing the medical portion of the DE2501 form\n3. Apply for SDI as soon as your doctor takes you out of work\n4. Have a clear conversation with HR about PDL and their policies for baby bonding leave without FMLA

This is SO helpful - thank you! I checked my pay stub and I definitely see the CA SDI deduction, so that's a relief. My doctor already filled out the medical certification part of the form and I'll be filing as soon as I stop working next week. I have a meeting scheduled with HR tomorrow to discuss PDL specifically (which I'd never heard of before this thread).

Congratulations on your pregnancy! I went through a very similar situation last year - started a new job and then found out I was pregnant just a few months later. The anxiety about leave eligibility is so real, but you're asking all the right questions. One thing I learned that might help you: when you meet with HR tomorrow about PDL, also ask if your company participates in the state's Voluntary Plan Program (VPP) for disability insurance. Some employers have their own disability plans that might provide different or additional benefits beyond the standard state SDI. It's worth checking since every little bit helps! Also, once you get through the initial SDI application, don't forget that you can actually apply for PFL while you're still on SDI (towards the end of your disability period). This helps ensure there's no gap between when your disability payments end and your family bonding payments begin. The whole system is definitely confusing when you're going through it for the first time, but it sounds like you're being proactive and getting the information you need. Wishing you the best with your leave and your new little one!

I'm going through something really similar right now! I'm 28 weeks pregnant and just started a new job 2 months ago, so I've been panicking about the same things. Reading through all these responses has been incredibly helpful - I had no idea about PDL either! One thing I wanted to add that might help you: when I called my previous employer's payroll department, they were able to tell me exactly how much I earned during the time periods that would count toward my base period. It was way easier than trying to dig through old tax documents or paystubs. You might want to try calling any employers you had during that Oct 2024-Sept 2025 timeframe. Also, my doctor mentioned that if you're having any pregnancy complications or discomfort that affects your ability to work, you can potentially start your disability leave even earlier than 36 weeks. Don't feel like you have to push through if you're struggling - the whole point of these protections is to help you have a healthy pregnancy and recovery. Good luck with your HR meeting tomorrow! I'm definitely going to ask about PDL at my next appointment too.

I'm so glad you found all this information helpful! As someone who works in benefits administration, I wanted to add one more important point that might ease your mind even further. Since you mentioned your doctor is taking you out at 36 weeks for medical reasons, make sure to keep detailed documentation of all your medical appointments and any work restrictions your doctor gives you. This will be crucial not just for your SDI claim, but also for PDL protection. California PDL specifically covers time off for prenatal appointments and pregnancy-related medical conditions, so your job should be protected from the moment your doctor certifies you can't work. Also, don't let HR brush you off if they claim they "don't know about PDL" - it's been California law since 1978 and applies to all employers with 5+ employees. If they seem uninformed, you can direct them to the California Department of Fair Employment and Housing (DFEH) website which has detailed employer guidance. One last tip: consider documenting your HR conversations in writing (even just a follow-up email summarizing what was discussed). It helps protect you if there are any disputes later about what benefits you're entitled to. You're doing everything right by being proactive about this. Best of luck with your leave and congratulations on your upcoming arrival!