Having a baby on the way brings a lot of excitement—and questions! One of those questions is how to continue receiving income while you are on parental leave. Here in California, as new moms we’re lucky to have access to some of the most supportive maternity leave policies in the US.
However, understanding how these policies work and how you can best leverage them is a whole other challenge. I remember being overwhelmed and confused about the different types of leave, what my company would cover versus what the state would cover, etc.
In this guide, I’ll walk you through everything you need to know about maternity leave and PFL in California: what you’re entitled to, how much time you can take, and how to apply. This guide includes only what the state will cover, so be sure to read your employer’s parental leave policies thoroughly to get the whole picture! Let’s jump in.
Types of Maternity Leave
Maternity leave is designed to give new mothers time off from work to give birth, recover, and care for the newborn. In California, expecting moms have access to several types of leave:
- Pregnancy Disability Leave (PDL)
- Paid Family Leave (PFL)
- Family and Medical Leave Act (FMLA)
- California Family Rights Act (CFRA)
Each of these programs works a bit differently but when combined, they give most moms in California up to 7 months of leave. Let’s take a closer look at each type of leave.
1. Pregnancy Disability Leave (PDL)
PDL is the first kind of leave most moms will use. It covers the time you are disabled due to pregnancy, childbirth, or any related condition (like severe morning sickness). PDL gives you up to 4 months (or 16 weeks) off from work. Here’s what you need to know:
- When can you start using PDL? You can start PDL when your doctor says you’re unable to work due to pregnancy. Most moms take PDL about 4 weeks before their due date. However, I started my PDL only a few days before my expected due date.
- How long is the leave? You can take up to 16 weeks of PDL. If you need more time due to complications or a longer recovery, your doctor may extend the leave.
- Do I get paid during PDL? No – PDL is unpaid. However, you can use any available sick days, vacation time, or Paid Family Leave (explained below) to get some income during your PDL.
- Job Protection: PDL guarantees that you’ll return to the same or a similar job once your leave ends.
How to apply:
- Let your employer know you plan to take PDL as soon as possible. It’s best to let them know at least 2-3 months before your planned leave.
- Your doctor will need to provide a certification that states when you should start your leave.
2. Paid Family Leave (PFL)
After your PDL ends, you can apply for Paid Family Leave (PFL). This program provides income while you take time off to bond with your new baby. Here’s what to know:
- How much time can you take? PFL allows you to take up to 8 weeks of leave to bond with your baby. This time can be taken all at once or spread out over the first year of your child’s life.
- Do I get paid during PFL? Yes! PFL provides up to 60-70% of your regular wages (depending on your income). There is a maximum weekly payment cap, but this amount can still make a big difference.
- How do I apply? You can apply online through the California Employment Development Department (EDD) website. You’ll need to provide your Social Security Number, a recent pay stub, and certification of your baby’s birth or adoption.
3. Family and Medical Leave Act (FMLA) & California Family Rights Act (CFRA)
The Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) work together to protect your job while you take time off. These laws provide up to 12 weeks of unpaid leave, which you can use to bond with your new baby. Both parents can take CFRA, meaning both you and your partner can take leave to care for your child.
- What’s covered? FMLA and CFRA can be used for childbirth, adoption, foster care placement, and family bonding. You can take the 12 weeks anytime within the first year of your child’s birth.
- Do you get paid? These laws are unpaid, but many people use Paid Family Leave (PFL) during this time to receive payments.
- Job protection: Your job (or a similar one) is protected during your FMLA and CFRA leave.
How Much Will You Get Paid?
One of the most important things new moms want to know is how much they’ll be paid while on leave. Here’s a breakdown of what you can expect:
- PDL Payments: Pregnancy Disability Leave itself doesn’t include pay, but you can apply for State Disability Insurance (SDI) if your employer doesn’t offer paid maternity leave. SDI typically provides 60-70% of your weekly wages for up to 16 weeks.
- PFL Payments: Paid Family Leave (PFL) offers up to 8 weeks of partial pay. Just like SDI, this is usually 60-70% of your wages.
- Combining Payments: Many new moms combine PDL with PFL to cover more time. For example, you might take 4 weeks of PDL before birth, followed by 8 weeks of PFL after birth.
To estimate your payments, you can use the California Disability Insurance (DI) Calculator.
How to Apply for Benefits
To make sure you’re ready for leave, it’s important to apply for your benefits in advance. Here’s a simple step-by-step guide:
- Pregnancy Disability Leave (PDL):
- Notify your employer at least 2 months before you plan to take leave.
- Provide your doctor’s certification to start your leave. I requested the certification a bit last-minute and learned that that process can take a couple of weeks. I emailed my doctor, she asked me to go through a formal request process, and finally I received the certification in a PDF.
- State Disability Insurance (SDI):
- After your PDL starts, apply through the **EDD website.**
- Submit your doctor’s certification.
- Paid Family Leave (PFL):
- Once your baby is born, apply for PFL online.
- You’ll need proof of your baby’s birth, like a birth certificate.
Tips for A Great Parental Leave
- Plan your budget. Since both PFL and SDI provide partial pay, it helps to plan ahead financially for any income gaps during your time off. Often, employers will supplement the remaining wages for full-time employees, at least for a couple of months. Again, make sure to read through your company’s policies carefully.
- Put your recovery and family first. Pregnancy and newborn care can be challenging, so I always encourage expecting moms to take as much leave as they can. I worked up until a few days before my expected due date. I also returned to work at 3 months postpartum and it was rough. Would not recommend if you can take longer!
- Be persistent if you need to contact the department. When I was applying for my PFL, I was mistakenly classified as a contractor so I had to contact EDD. I must have called over 30 times over several days.
They get so many calls that usually you’ll get a “there are too many calls” message instead of someone to talk to. Be persistent, call as many times as you need to finally get through. If you keep calling, it’ll happen! Calling early in the morning also helps.
Reading policies and filing paperwork is tedious and can be stressful. But by understanding your rights and benefits, you can take the time you need to bond with your newborn while feeling good about your time off work!
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