Possible PFML overpayment? Worried about getting charged after ESD approval

Yes, you absolutely can receive an overpayment notice for PFML if ESD determines you were paid benefits you weren't eligible for. The most common reason is exactly what you mentioned - receiving other wage replacement benefits for the same hours (like sick leave, vacation pay, employer-provided disability, etc.). If your employer is paying you sick leave for the same hours you're claiming PFML, you need to report that on your weekly certification. You can't double-dip for the same hours.

i got pfml last year and used some sick leave same time, no problems. but my company made me use sick leave so maybe diff rules? idk

I went through this EXACT situation and YES I got an overpayment notice 3 months later for $2,300!!! It was a NIGHTMARE because my employer told me the same thing - that I could use both. But ESD doesn't care what your employer told you, they only care about their rules. I spent HOURS trying to get through to someone at ESD to explain. The phone lines are always busy and the website is useless for this specific situation.

If you're worried about it, have you tried calling the PFML customer service line to ask directly? They can tell you exactly what the rules are for your situation. I've found them to be more helpful than the regular unemployment folks.

I work with PFML claims regularly, and here's the official rule: You cannot receive PFML benefits for hours in which you're also receiving other types of paid leave. It's not about using both programs - it's about using them for different hours. Example: If you're taking 8 hours off each day to care for your father, you can use 4 hours of sick leave and 4 hours of PFML each day. But you can't use 8 hours of sick leave AND claim 8 hours of PFML for the same day. When you file your weekly PFML claim, you need to report any hours you worked or received other paid leave. ESD will reduce your PFML benefit accordingly to prevent overpayment. I'd recommend using Claimyr to get through to an ESD agent quickly (claimyr.com). They have a service that connects you with ESD without the wait. Check out their demo: https://youtu.be/7DieNd3C7zQ?si=26TzE_zGms-DODN3. A quick call to clarify your specific situation now could save you from an overpayment headache later.

ya my cousins friend got hit with a $4500 overpayment from pfml last year and hes still fighting it. esd is just looking for ways to take back money if u ask me lol

To add to the excellent advice already given, make sure you're documenting all your communications with your employer about this. If they're telling you one thing that contradicts ESD policy, you'll want evidence of that conversation. While it probably won't prevent you having to repay an overpayment if one occurs, it could help you avoid any penalties if ESD determines you were acting in good faith based on employer misinformation. Also, if you're using Washington's PFML program, make sure you carefully read the certification instructions each week. They specifically ask about other benefits received during the claim period.

I'm dealing with a similar situation right now and this thread has been super helpful! I'm scheduled to start PFML next week for my own medical leave, but my employer just told me they're also going to pay me for some of my accrued sick time during the same period. After reading all these responses, I'm definitely going to call ESD before I submit my first weekly claim to make sure I understand exactly how to report this correctly. The last thing I want is to get hit with an overpayment notice months later. Has anyone had luck getting through to ESD early in the morning? I'm wondering if there's a better time to call when the wait times aren't as crazy.

I went through something very similar last year with PFML for bonding leave. The key thing that saved me from an overpayment was being super detailed on my weekly certifications. When my employer paid me for a few vacation days during my leave period, I made sure to report exactly which days and hours I received that pay. ESD automatically adjusted my PFML benefits for those days, so there was no overpayment issue. The weekly certification form specifically asks "Did you receive any other income during this week?" - make sure you answer YES and provide all the details about your sick leave payments. It's better to over-report than under-report. ESD would rather adjust your benefits correctly from the start than chase you down for overpayments later. One more tip: Screenshot or save copies of all your weekly certifications showing that you properly reported the sick leave. If any issues come up later, you'll have proof that you were transparent about the dual payments from day one.

Just wanted to share my recent experience since it might help others in similar situations. I had to use PFML for my own medical leave last month, and like many of you, I was confused about how it worked with employer-provided benefits. My company has short-term disability that kicks in after 5 days, so I had this weird overlap period where I wasn't sure what to do. What I learned: ESD's customer service was actually really helpful once I got through (took about 45 minutes on hold). They explained that I needed to report ANY money I received from my employer during my PFML claim period, even if it was just a few hundred dollars in accrued sick time. The rep walked me through exactly how to fill out the weekly certification, and they said it's totally normal for people to have multiple income sources during leave - their system handles it automatically. The biggest takeaway for me was that honesty upfront saves you massive headaches later. I reported everything, got my PFML benefits adjusted accordingly, and never had to worry about overpayments. Much better than the stress of wondering if ESD is going to come after me months later! For anyone still trying to get through to them - I had success calling at 8:15 AM on a Tuesday. Avoid Mondays if possible since that's when everyone calls after the weekend.

I'm going through a similar situation right now and this whole thread has been incredibly eye-opening! I was approved for PFML to care for my newborn, and my employer mentioned I could also use some of my accumulated sick days during the same period. After reading everyone's experiences here, especially Ethan's nightmare with the $2,300 overpayment, I'm definitely going to be proactive about this. I think the key points I'm taking away are: 1) Call ESD BEFORE accepting any payments to clarify the rules for my specific situation, 2) Be completely transparent on weekly certifications about ANY employer payments, 3) Document everything in writing, and 4) It's about overlapping HOURS, not overlapping programs. Has anyone here successfully used Claimyr to get through to ESD faster? Carmen mentioned it but I'm curious if others have tried it. The regular phone lines seem to be a nightmare based on what everyone's saying. I'd rather pay a small fee to avoid hours on hold if it actually works. Thanks to everyone who shared their experiences - you've probably saved me and others from some serious financial stress down the road!

I'm in a very similar boat and this thread has been a lifesaver! I was just approved for PFML to care for my mom after her hip replacement surgery, and my company's HR department told me I could "stack" my sick leave with PFML. But after reading about Ethan's $2,300 overpayment nightmare, I'm definitely going to call ESD before I submit my first weekly claim. The explanation about it being hour-by-hour rather than program-by-program makes so much sense now. I think my HR person might have misunderstood the rules too. I'm planning to ask ESD specifically: if I'm taking off 40 hours per week to care for my mom, can I use 20 hours of sick leave and claim 20 hours of PFML for the same week? Or do I need to use all my sick leave first before PFML kicks in? For anyone else in this situation - I'm definitely going to document everything in writing from my HR department and take screenshots of all my weekly certifications like Nina suggested. Better safe than sorry! Has anyone had experience with PFML for caring for a parent specifically? I want to make sure I understand all the rules that might be different from bonding leave or personal medical leave.

I've been following this thread closely because I'm in a nearly identical situation - just got approved for PFML to care for my spouse after their surgery, and my employer is also saying I can use sick leave during the same period. Reading everyone's experiences here, especially the detailed explanations from Carmen and the real-world examples from people like Ethan, Nina, and Zane, has been incredibly valuable. What I'm taking away is that the "hour-by-hour" rule is absolutely critical to understand. It sounds like as long as you're transparent about reporting ANY employer payments on your weekly certifications and you're not claiming benefits for the exact same hours twice, you should be okay. But the horror stories about surprise overpayment notices months later are definitely motivating me to be extra cautious. I'm planning to call ESD this week using the tips shared here (8-8:15 AM on a Tuesday, or possibly trying Claimyr) to get crystal clear guidance for my specific situation before I submit any claims. I'm also going to follow Nina's advice about documenting everything and taking screenshots of all my submissions. One question for those who've been through this successfully - when you reported employer payments on your weekly certification, did ESD automatically reduce your PFML benefits for those specific hours, or did you have to calculate the reduction yourself? I want to make sure I understand exactly how the system works to avoid any mistakes. Thanks to everyone who shared their experiences - this community support is invaluable when navigating these confusing benefit programs!

This thread has been incredibly helpful! I'm actually dealing with a very similar situation right now - just got approved for PFML for my own medical recovery, and my employer mentioned they might pay out some of my accrued vacation time during the same period. After reading through all these experiences, especially Ethan's overpayment nightmare and the detailed explanations about the hour-by-hour rules, I'm definitely going to be proactive about this. The key takeaways I'm getting are: be completely transparent on weekly certifications, document everything, and call ESD BEFORE accepting any payments to clarify the rules. One thing I'm curious about - has anyone dealt with vacation pay specifically rather than sick leave? I'm wondering if the same hour-by-hour rules apply, or if there are any different considerations for vacation vs. sick leave when it comes to PFML overlap. My HR department seems just as confused as everyone else's, so I definitely want to get official guidance from ESD directly. Thanks to everyone who shared their real experiences here - you've probably saved a lot of people from serious financial headaches! I'm going to try the 8:15 AM Tuesday call strategy, and if that doesn't work, I'll definitely consider using Claimyr to get through faster.