I went through this exact situation 8 months ago with PFL overpayment after returning from bonding leave. Here's what worked for me: First, you're absolutely right not to cash those checks! For the dependent question, list yourself and the baby as 2 dependents since your husband is financially supporting you both during this time period. I made the mistake of initially only counting dependents from my tax return and had to correct it later. Also, when you return the checks, include a brief timeline showing when he submitted return-to-work paperwork versus when EDD continued sending benefits - this helps demonstrate it was their processing error, not late notification on your part. The whole process took about 6 weeks to fully resolve, but they did eventually clear the overpayment once they processed the returned checks properly.

I'm dealing with a very similar situation right now! EDD sent me 4 extra weeks of PFL checks after I returned to work from maternity leave, even though I submitted all my return-to-work documentation on time. Like you, I haven't cashed the extra checks because something felt off about receiving them. Reading through everyone's advice here has been incredibly helpful - I had no idea about marking the checks "RETURNED UNCASHED" or that I should photograph them before sending back. The dependent question was confusing me too, but now I understand it's about who is financially dependent on me NOW, not from last year's taxes. Since my partner is currently unemployed and I'm supporting them plus our baby, that would be 2 dependents. It's so frustrating that their system errors become our paperwork nightmares, but at least we're not alone in this!

I swear, dealing with bureaucracy is a full-time job these days. Hang in there, OP. We're all in the same boat!

One thing that really helped me was scheduling a dedicated appointment with my doctor just to go over the PFL forms together. Don't try to squeeze it into a regular visit - make it the main focus. I brought the forms already filled out as much as I could, and we went through the medical sections line by line. My doctor was actually really grateful that I came prepared because it made their job easier too. Also, if your doctor's office has a medical assistant who handles forms, they might be able to help you understand what's needed before you even see the doctor. Good luck with your application!

One more tip that saved me a lot of stress - make sure to keep all your documentation organized in one folder (physical or digital). You'll need your pregnancy disability paperwork, hospital discharge papers, and eventually your PFL approval notices. Having everything in one place made it so much easier when I had questions or needed to reference dates. Also, screenshot or print your EDD account pages showing your claim status - the website can be glitchy and sometimes info disappears temporarily. Good luck mama, you're going to do great! 🍀

This thread is SO helpful! I'm currently 32 weeks pregnant and was feeling overwhelmed about this whole process too. Thank you everyone for breaking it down so clearly! One quick question - for those who've done this, did your employer require any special paperwork when transitioning from SDI to PFL? My HR department mentioned something about needing to update my leave status with them, but I wasn't sure if that's separate from the EDD applications or if it's all connected. Also @Lena Kowalski - you mentioned your doctor has you starting disability 4 weeks before due date. Did you have to request that specifically or did they recommend it? My OB hasn't brought it up yet and I wasn't sure if I should ask.

I'm currently going through something similar! I'm on maternity leave from my full-time nursing job but considering doing some freelance graphic design work from home. Reading everyone's experiences here is really helpful. One thing I wanted to add - my sister went through this last year and she said the most important thing was keeping absolutely meticulous records. She created a spreadsheet tracking every single hour worked and dollar earned from her part-time gig, plus screenshots of all her EDD certification submissions showing she reported everything. When EDD did a random audit of her claim 6 months later, having all that documentation saved her from any issues. Also, she mentioned that the EDD reps she spoke with emphasized that the key factor is whether your doctor says you can't do your REGULAR job duties, not whether you can do ANY work at all. So getting that specific language in your medical documentation is crucial. Has anyone here dealt with the audit process? I'm wondering how common those are and what triggers them to review a claim more closely.

I went through this exact situation in 2023! I was on disability/PFL from my main job as a physical therapist (couldn't do patient transfers after my C-section) but was able to continue my side telehealth consultations from home. Here's what worked for me: Get your doctor to write a very specific note distinguishing between your job duties. Mine wrote "Patient is unable to perform essential functions of physical therapy including patient transfers, prolonged standing, and lifting >10lbs due to post-surgical restrictions. Patient is medically cleared for sedentary computer-based work up to 15 hours per week." Report EVERYTHING on your certifications - even if you only work 2 hours that week, report it. EDD has a formula where they reduce your benefits based on part-time earnings, but you still come out ahead financially. For me, working 8-10 hours/week reduced my weekly benefit by about 30%, but the combined income was still more than benefits alone. The transition from disability to PFL was seamless - same reporting requirements. Just make sure your doctor's clearance notes specify you're still unable to perform your main job duties during the PFL period too. Document everything and don't stress too much - this is actually a pretty common situation for people with multiple employers!

I'm so glad you found a workable solution with your employer! The part-time arrangement sounds like a great compromise. Just wanted to add a few things that might help: When you talk to EDD through Claimyr, make sure to ask them specifically about the "partial benefits" calculation so you understand exactly how your part-time earnings will affect your weekly PFL payment. They use a formula that can be confusing. Also, since you're only 6 weeks postpartum, don't forget that your body is still recovering! Even though you're going back part-time, be gentle with yourself. The sleep deprivation alone is no joke with a newborn. One last thing - if your employer is being flexible now, they might be open to other accommodations too. Maybe ask about working from home some days or flexible hours if that would help with childcare logistics. Good luck with everything, and definitely update us on how it goes! Your situation will probably help other new parents who find themselves in similar circumstances.

Just wanted to chime in as someone who went through something very similar! I was only 10 months at my company when I had my daughter and faced the same job protection issue. One thing that really helped me was keeping a detailed log of ALL my communications with both HR and EDD - dates, times, who I spoke with, and what was discussed. This saved me when there was confusion later about my return date and benefit payments. Also, since you're doing the part-time return, make sure you understand your company's policy on health insurance during reduced hours. Some companies require you to work a minimum number of hours to maintain full benefits, and with a newborn, you definitely want to keep your health coverage intact! The emotional aspect of this is really tough too. I felt so guilty about not being able to take my full bonding time, but honestly, having the financial security of keeping my job was the right choice for my family. You're making a smart decision by finding this compromise.