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This thread has been absolutely invaluable! I'm 34 weeks pregnant with my first baby and have been dreading trying to figure out the SDI process. Everyone's real-world experiences and timeline breakdowns have made this so much clearer than any official resource I've found. A few quick questions based on what I've read: 1. For those who set up direct deposit - can you do this before you even file your SDI claim, or do you have to wait until after you submit? I want to get everything set up as early as possible to avoid delays. 2. I keep seeing mentions of keeping detailed records and documentation. Beyond doctor visits and delivery info, what other documents should I be saving? Pay stubs, insurance cards, etc? 3. My employer offers supplemental short-term disability that pays the difference between SDI benefits and my full salary. Has anyone dealt with coordinating these two benefit sources? I'm worried about timing issues or one affecting the other. The tip about that unpaid waiting week is so crucial - I was definitely planning my budget wrong! And knowing that payments are retroactive (for weeks already taken) rather than advance payments completely changes how I need to approach the financial planning. Thank you everyone for sharing such practical, honest experiences. This is exactly what pregnant people need to navigate this confusing system successfully!
Hi Henrietta! Great questions! I'll share what I learned from my experience last year: 1. Yes, you can set up direct deposit before filing your SDI claim! Just create your EDD online account at edd.ca.gov and you can add your banking info right away. I did this about a month before my due date and it saved me time later when I was dealing with newborn chaos. 2. For documentation, I kept: pay stubs from the last few months, insurance cards, doctor visit summaries, hospital discharge papers, any forms your doctor gives you, and screenshots of every online submission you make to EDD. I also took photos of any paper forms before mailing them. It sounds like overkill but it really saved me when there was a question about my claim later. 3. I had supplemental STD through my employer too! The coordination was actually pretty smooth - my employer's plan paid the difference between my SDI amount and my full salary. Just make sure to file both claims promptly and keep both insurers informed about the other coverage. Some companies require you to apply for SDI first before their supplemental kicks in, so check your policy details. One extra tip: start that tracking calendar now! I marked my due date, when to file SDI, when to expect first payment, when to file PFL, etc. It was so helpful to have everything mapped out visually, especially during those sleep-deprived early weeks. You're being so proactive - that will really pay off when you're in the thick of new parent life!
This is incredibly helpful information! Thank you so much for taking the time to break all of this down. I'm definitely going to set up my EDD account and direct deposit this week - it's such a relief to know I can do that ahead of time. Your documentation list is perfect - I was wondering exactly what to keep track of and this gives me a clear roadmap. I'll start organizing a folder now with all those items you mentioned. And taking screenshots of online submissions is such a smart idea! It's really reassuring to hear that the supplemental STD coordination went smoothly for you. I was worried about potential conflicts or timing issues, but it sounds like as long as I'm proactive about filing both claims, it should work out fine. I'm definitely going to start that tracking calendar this weekend. Having everything mapped out visually sounds like it will be so helpful, especially since I know I'll be exhausted and overwhelmed once baby arrives. Thanks again for sharing your experience and all these practical tips. This thread has been such a lifesaver for understanding how this all actually works in practice!
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I'm dealing with this exact same situation and this thread has been a lifesaver! My SDI ends in 3 weeks but I'm not ready to return to work for another month after that. Reading everyone's experiences has given me so much clarity on my options. I think I'm going to try the approach @Norman Fraser mentioned about getting my doctor to evaluate if there are any ongoing medical issues that could justify extending my disability period - I've been having some lingering fatigue and back pain from my c-section that I hadn't really considered "serious enough" to mention, but maybe they are legitimate medical reasons for needing more recovery time. If that doesn't work out, I'm leaning toward using 2-3 weeks of my PFL bonding time now and saving the rest for later in the year. The intermittent PFL option sounds really interesting too - I had no idea that was even possible! One question for those who have been through this: when you filed for PFL to start right after SDI ended, did you need any special documentation from your employer or just the standard PFL paperwork? I want to make sure I have everything ready to avoid any delays. Thank you all so much for sharing your experiences - it's made this whole confusing process feel so much more manageable!
I'm so glad this thread has been helpful for you! I'm actually going through something very similar right now - my SDI ends in about 2 weeks and I have the same gap issue. For the PFL paperwork, from what I understand you just need the standard forms, but make sure to indicate the start date carefully so it aligns with when your SDI ends. I've heard that timing is crucial to avoid payment gaps. The intermittent PFL option that @Norman Fraser mentioned sounds amazing - I had no idea that was even possible either! I m'definitely going to ask about that when I call EDD. It seems like such a smart way to get some financial support during the transition while preserving most of your bonding time. I m'also planning to have an honest conversation with my doctor about any lingering recovery issues. I think sometimes we downplay our symptoms because we want to seem like we re'bouncing "back well," but if there are legitimate medical concerns, it s'worth exploring that option first before using up bonding time. Thanks for asking about the documentation requirements - I was wondering the same thing! This whole community discussion has been such a relief. It s'crazy how complicated this system is when you re'already dealing with a new baby and recovery.
I'm going through the exact same situation right now and this entire discussion has been incredibly helpful! My SDI ends in about 10 days but I won't be ready to return to work for another 3 weeks after that. Like many of you, I had an emergency c-section and I'm still dealing with some recovery issues that I wasn't sure were "significant enough" to mention to my doctor. After reading all these responses, I think I'm going to pursue a multi-pronged approach: first, I'll have an honest conversation with my doctor about the ongoing fatigue and abdominal discomfort I've been experiencing to see if there's a medical basis for extending my disability. If that doesn't work out, I'll probably use 2-3 weeks of my PFL bonding time to cover the gap, and I'm definitely going to ask about that intermittent PFL option that @Norman Fraser mentioned - that sounds like it could be a game changer! I also really appreciate the tips about filing PFL claims early and keeping detailed records. I'm going to start a spreadsheet like @Savannah Weiner suggested and check with my HR department about any supplemental policies or vacation time options. It's honestly so frustrating that this system puts new parents in these impossible positions where we have to choose between financial stability and saving our bonding time for when we actually need it most. But at least knowing all these options exists makes it feel more manageable. Thank you all for sharing your experiences so openly!
I'm so glad I found this thread! I'm literally in the exact same boat - my SDI ends next week and I have a 3-week gap before I planned to return to work. Reading everyone's strategies has been such a relief because I was starting to panic about the financial gap. Your multi-pronged approach sounds really smart! I think I'm going to copy your plan and talk to my doctor first about some ongoing issues I've been having (mainly exhaustion and some incision site sensitivity that I thought was "normal" but maybe isn't). The intermittent PFL option that @Norman Fraser mentioned is blowing my mind - I had absolutely no idea that was even a possibility! If that works, it could be perfect for covering just the days I need without using up huge chunks of bonding time. I m'also definitely going to check with my HR department tomorrow about supplemental policies. It s'so helpful to have a roadmap of all these options instead of feeling completely lost in the system. Thanks for laying out your approach so clearly - it s'giving me hope that there might actually be a good solution here!
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This thread has been incredibly helpful! I'm in a very similar situation - I work full-time at a marketing agency and also do IHSS care for my aunt (about 15 hours/week). I was so stressed about how to handle the DE2501 form correctly, but reading everyone's real experiences has given me so much clarity. What I'm taking away from all these responses is that EDD actually expects you to list ALL employers - they need the complete picture to calculate your benefits properly. The key is being super clear about which job you're taking leave from and which you're continuing. I'm planning to list both my agency job and IHSS position, but I'll add a note like "CONTINUING IHSS CARE - NO MATERNITY LEAVE TAKEN" for the IHSS entry. Then during bi-weekly certifications, I'll just report my IHSS wages honestly. It's so frustrating that the EDD website doesn't explain these dual employer scenarios clearly, but this community discussion has been a lifesaver! Thank you to everyone who shared their successful experiences - you've all made this process feel so much less overwhelming.
This entire discussion has been such a relief to read! I'm in the exact same situation - working full-time at a retail corporate office and doing IHSS care for my elderly mother about 12 hours per week. I've been putting off starting my DE2501 paperwork because I was so overwhelmed by the dual employer aspect, but everyone's experiences here have made it crystal clear what I need to do. I'm going to list both employers but add something like "CONTINUING IHSS CARE - NOT REQUESTING LEAVE" for my mom's care entry. It's incredible how much more helpful this community thread has been compared to the EDD website - you've all saved me from so much stress and confusion! I feel ready to tackle the forms now knowing that transparency and clear communication about which job I'm taking leave from is the key to success.
I'm going through this exact same situation right now and this thread has been absolutely invaluable! I work full-time as an accountant and also do IHSS care for my disabled cousin (about 16 hours/week). I was completely panicking about how to fill out the DE2501 form correctly, but reading everyone's real experiences has given me so much confidence. What I've learned from all of you is that EDD actually NEEDS the complete employment picture - listing both jobs isn't a problem, it's a requirement! I'm going to follow everyone's advice and add a clear note like "CONTINUING IHSS CARE - NOT TAKING MATERNITY LEAVE" next to my cousin's care entry on the form. The most reassuring thing from this discussion is understanding that EDD handles these dual employer situations all the time, especially with IHSS providers. As long as I'm transparent about which job I'm taking leave from and honest about my IHSS wages during certification, everything should work smoothly. Thank you SO much to everyone who shared their successful experiences here! The EDD website is completely useless for explaining these common scenarios, but this community has been a total lifesaver. I feel prepared to submit my paperwork without all the anxiety I was feeling before!
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Wow, this thread is absolutely incredible! As someone who just found out I'm pregnant with my first baby, I'm bookmarking this entire conversation. The level of detail and practical advice here is amazing - from the specific PFL phone number and best times to call, to the assembly member contact strategy and WorkSource center option. I had no idea there were so many different ways to actually reach EDD beyond just calling the main number and hoping for the best. It's honestly both reassuring and frustrating that we need this many workarounds just to access benefits we pay into, but I'm so grateful that people like you all are willing to share what actually works. This community is a lifesaver for navigating these systems! Thank you to everyone who took the time to share their experiences and strategies. 🙏
Congratulations on your pregnancy, Sadie! 🎉 This thread really has become an incredible resource. I'm not pregnant myself, but I stumbled across this community while researching EDD for a family member and I'm blown away by how helpful everyone has been. It's like a masterclass in actually navigating government bureaucracy! I think what strikes me most is how Yara went from being completely stuck and anxious to successfully getting through and getting her forms filed - it shows that with the right information and persistence, these systems can be conquered. I'm definitely sharing this thread with friends who might need it in the future. Best of luck with your pregnancy journey!
This thread has been such a goldmine of information! I'm currently 32 weeks pregnant and was already starting to stress about the EDD transition process, but reading through everyone's experiences and strategies has given me a clear action plan. I love how this went from Yara's initial panic to a comprehensive guide with so many different approaches - the specific PFL number, timing strategies, assembly member contacts, WorkSource centers, and even the UI Online portal dropdown tip. I'm going to start calling at 36 weeks using the early morning strategy, but it's so reassuring to know there are backup options if that doesn't work. Thank you to everyone who shared their real experiences - both the successes AND the horror stories (looking at you, Javier's audit situation 😅). This kind of community knowledge-sharing is invaluable when dealing with these complex systems. Definitely saving this entire thread for reference!
Diego, it's so smart that you're planning ahead at 32 weeks! I wish I had found this thread earlier in my pregnancy. One thing I'd add to your action plan - when you do call at 36 weeks, make sure you also ask about any recent changes to the PFL process. I've noticed that EDD sometimes updates their procedures without much notice, so it's worth confirming that all the advice in this thread is still current. Also, don't forget to ask for that direct extension number like Yara got - it could save you so much hassle if you need to follow up later. This thread really should be required reading for every pregnant person in California! Good luck with the rest of your pregnancy! 🍀
Zane Hernandez
I'm so sorry you're going through this nightmare! What your employer did is completely illegal - they absolutely cannot just "accept a resignation" that you never gave. That's textbook wrongful termination and pregnancy discrimination. YES, you can definitely still file for PFL! As someone who went through almost the exact same situation, I want to reassure you that your PFL eligibility is locked in based on your base period wages from when you qualified for SDI. Your current employment status has ZERO impact on your benefits. You've been paying into this system through every paycheck - those 8 weeks of baby bonding benefits belong to YOU. File your DE 2501F form RIGHT NOW - don't let another day pass! I made the mistake of hesitating when my employer pulled similar tactics, and I wish I had acted faster. With 70+ employees, your company is absolutely required to provide CFRA job protection for bonding leave. Document every single detail about that phone call where they "accepted your resignation" - date, time, exact words used, everything. Then file a complaint with DFEH immediately. I also strongly recommend consulting with an employment attorney - many handle pregnancy discrimination cases on contingency. Don't let them intimidate you out of benefits you've already paid for! I ended up getting a settlement from my employer after fighting back. You deserve both your PFL money AND accountability for their illegal actions. This community has your back - now go claim what's rightfully yours! 💪
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Zainab Mahmoud
•Thank you so much for sharing your experience and for the strong encouragement! It's incredibly helpful to hear from someone who went through almost the exact same situation - it makes me feel like I'm not going crazy or overreacting. You're absolutely right that I need to stop hesitating and act immediately. I'm literally filling out the DE 2501F form right now as I type this! It's such a relief to know that my PFL eligibility was locked in when I qualified for SDI and that my employer's illegal tactics can't touch those benefits. I'm also going to start documenting everything I can remember about that awful phone call today. Hearing that you got a settlement after fighting back gives me so much hope that there's real accountability for this kind of behavior. This whole thread has been such an emotional lifeline - I went from feeling completely defeated to feeling ready to fight for what I deserve. Thank you for reminding me that this community has my back! 💪
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Oliver Fischer
I'm so sorry you're dealing with this absolutely horrible situation! What your employer did is completely illegal and unethical - they cannot just "accept a resignation" that you never actually gave. That's textbook wrongful termination and pregnancy discrimination. But here's the great news: YES, you can absolutely still file for PFL! Your eligibility for Paid Family Leave is based entirely on your base period wages (typically 5-18 months before your claim), NOT your current employment status. Since you successfully received SDI benefits, you've already proven you have all the qualifying wage history needed for PFL. You've been paying into this system through every single paycheck - those 8 weeks of baby bonding benefits are rightfully YOURS regardless of what your employer did. File your DE 2501F form immediately - today if possible! Don't let their illegal actions cost you even one day of benefits you've already paid for. Their bogus "resignation" stunt has absolutely zero impact on your PFL eligibility. Also, with 70+ employees, your company is definitely required to provide CFRA job protection for baby bonding leave. What they did violates multiple California laws. Please document everything about that phone call - date, time, exact words used, everything you remember. Then seriously consider filing complaints with both DFEH and consulting with an employment attorney (many handle pregnancy discrimination cases on contingency). Don't let them intimidate you out of benefits you've earned and deserve! Focus on your precious baby and claim what's rightfully yours. This community is rooting for you! 💪
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Freya Christensen
•Thank you so much for this incredibly detailed and reassuring response! As someone just joining this conversation, I'm absolutely shocked by what happened to you but so relieved to see this amazing community rallying with such clear guidance. Reading through all these responses has been eye-opening - I had no idea how common this illegal employer tactic is with new parents. The fact that your PFL eligibility is locked in from your SDI qualification regardless of employment status is such crucial information that every new parent should know. It's disgusting that employers try to take advantage of people during such a vulnerable time, but seeing how many community members have successfully fought back and even gotten settlements gives me hope that there's real accountability. Thank you for being so thorough about the steps to take - filing DE 2501F immediately, documenting everything, and pursuing complaints with DFEH. This thread should be required reading for anyone going on parental leave!
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