I'm new to this community but wanted to share my experience since I literally just went through this exact situation! I was terminated while on disability for postpartum complications, and I was absolutely panicking about whether I'd still be able to get my baby bonding benefits. The great news is YES - you can absolutely get baby bonding PFL after termination! Your eligibility is based on your work history during the base period (5-18 months before your claim), not your current employment status. I just successfully transitioned from disability to PFL last week without any issues. Here's what worked for me: I filed my DE2508 form online about 2 weeks before my disability was scheduled to end. The most important thing was making sure my doctor put a very specific end date on the final medical certification - EDD needs that clear date to process the transition smoothly. I also made sure to specify that I wanted my PFL to start the day after my disability ended, which prevented any gaps in payments. One tip I learned the hard way - take screenshots of your entire EDD account before starting the transition! Some of my payment history temporarily disappeared during the switch, and having those screenshots saved me when I needed to reference past information. Don't let your employer intimidate you about your benefits. You've paid into this system through your paychecks - these are YOUR earned benefits, regardless of your employment status when you file. I know how scary this feels when you're recovering and caring for a newborn, but the system does work. You're being so smart by planning ahead and asking these questions. Sending you support during this challenging time! 💕

I'm a new member here and just wanted to say how incredible this community is! Reading through all these responses has been so educational - I had no idea about many of these details regarding PFL eligibility after termination. As someone who might face a similar situation in the future (I'm currently pregnant and work for a small company), I'm taking notes on all the practical tips shared here, especially about timing the DE2508 form submission, getting specific end dates from doctors, and taking screenshots of EDD accounts before transitions. The consistent message that you've EARNED these benefits through your payroll deductions is so important for people to understand. It's awful that employers sometimes try to make employees feel like they're not entitled to benefits they've literally paid for. @Elijah Knight - I hope your transition goes smoothly! It sounds like you have a solid plan now based on all the excellent advice here. Wishing you and your little one all the best during this challenging time. You've got this! 💪

As someone who just went through this transition 3 months ago, I want to emphasize how important it is to stay organized during this process! I created a simple folder (both physical and digital) with all my EDD documents, doctor's notes, and important dates. This saved me so much stress when I had questions or needed to reference something quickly. Also, don't hesitate to ask your doctor's office to help clarify the timeline - they deal with these disability certifications all the time and can often give you a clearer picture of when your post-birth recovery period will end. My OB's office was actually more helpful than EDD in explaining the process! One last thing - if you're planning to take the full 8 weeks of baby bonding PFL, make sure your employer knows the timeline so they can plan accordingly. Good luck with everything - you've got this! 💪

One thing I wish someone had told me when I went through this - if you're planning to breastfeed, make sure you understand how pumping breaks work with your PFL timeline! I assumed I could just figure it out later, but it actually affects your return-to-work planning. California law requires employers to provide reasonable break time for pumping, but coordinating that with the end of your 8-week PFL baby bonding period takes some advance planning. I ended up having to have awkward conversations with HR about pumping accommodations literally days before returning to work because I hadn't thought about it during my PFL. Just something to add to your organization folder if it applies to your situation! The whole transition is stressful enough without last-minute surprises about workplace logistics.

I'm so glad I found this thread! I'm currently 5 weeks into my maternity leave and was told the same thing by my HR - that I don't qualify for bonding leave because I haven't been there a full year. Reading all these responses has been eye-opening! I had no idea there was such a clear distinction between job protection through FMLA and the actual EDD benefit payments. I've been paying into SDI for about 10 months now, so it sounds like I definitely qualify for the PFL bonding benefits. I'm going to start my application next week since my disability claim should end in about 2 weeks. My biggest concern now is the job situation - my company has been pretty rigid about their policies, but maybe if I frame it the way some of you suggested (as state benefits I've earned rather than company leave), they might be more understanding. Has anyone had experience with smaller companies being flexible about this? Mine only has about 15 employees, so they're not subject to FMLA requirements, but I'm hoping that also means they might be more willing to work with me on a case-by-case basis. Either way, I'm definitely not going to let confusion about job protection stop me from getting the benefits I've been paying for!

This thread has been incredibly helpful for so many of us dealing with this confusing situation! I wanted to add one more tip that might help others - when I was going through this process, I found it really helpful to create a simple timeline for myself to stay organized. Here's what I wish someone had told me: Write down your estimated disability end date (usually 6-8 weeks after delivery), then mark 1-2 weeks before that as your "apply for PFL" reminder. Also jot down your baby's birth date and make sure you have a copy of the birth certificate ready since you'll need it for the bonding application. The other thing that really helped was keeping a simple log of every conversation with HR, including dates and what was discussed. This came in handy when I needed to reference what they had told me about their policies versus what I was actually entitled to through EDD. For anyone still feeling overwhelmed by this process - you've got this! The fact that you're asking questions and seeking information means you're already on the right track. Don't let employer confusion stop you from getting benefits you've earned through your own paycheck contributions. The peace of mind of having that extra time with your new baby is so worth navigating this bureaucratic maze!

Have you tried reaching out on social media? Sometimes tweeting at them can get a faster response.

I'm going through the exact same thing right now! Filed my PFL claim 3 weeks ago and radio silence. It's so stressful when you're counting on that money. I've been checking my online account obsessively but no updates there either. Really appreciate everyone sharing their tips here - going to try calling first thing tomorrow morning and maybe give that social media approach a shot too. Hang in there OP, hopefully we both get some movement on our claims soon! 🤞

I'm going through the exact same thing right now! 37 weeks pregnant and just started getting SDI payments last week. This thread is a lifesaver - I had no idea SDI and PFL were separate applications! My biggest fear was also having a gap in payments, so I'm going to follow everyone's advice about filing the PFL claim 1-2 weeks before recovery ends. Already setting up calendar reminders now. One question though - has anyone had issues with the doctor certification part? My OB mentioned something about needing to certify the recovery period but wasn't super clear on timing. Do they automatically send that to EDD or do I need to follow up with my doctor's office to make sure they submit it? Thanks everyone for sharing your experiences - this is exactly the kind of real-world info that EDD definitely doesn't explain clearly!

Just wanted to add one more tip that really helped me - download the EDD mobile app if you haven't already! I found it way easier to certify for benefits and check claim status on my phone, especially during those sleep-deprived newborn days when getting to a computer felt impossible. Also, if you're planning to breastfeed, keep in mind that pumping at work is protected under California law, but it's separate from your PFL benefits. I mention this because a lot of new moms get confused thinking PFL covers pumping time when you return to work - it doesn't. PFL is specifically for bonding time while you're completely off work. One last thing - start thinking now about whether you want to take all 8 weeks of PFL consecutively or split it up. You have up to 1 year from baby's birth to use those 8 weeks, so some people take 4-6 weeks right after recovery ends, then save the remaining weeks for later (like around the holidays or if childcare falls through). Just something to consider while you're planning! Good luck mama, you're going to do great! 💕