An employee is responsible for notifying the University that they intend to apply for PFL benefits. Leave Administration will provide AWW’s and ADW via a weekly file to the Hartford. For any type of foreseeable PFL, an employee must provide at least 30 days’ notice. Otherwise, the employee must give notice as soon as possible. No, we will not accept any documents directly from you related to court-ordered child support payments.

Step 3: Register for SDI Online

You will be assigned an EDD Customer Account Number once you complete the registration process. You will also receive a registration confirmation by email and mail. Residents of other states have to see if there are any paid leave programs offered in your state. If there are not any, you can see if there is an organization in your state that is working on passing paid leave policies, and you can get involved in that work to make paid leave a reality in your state.

Department of Financial Services

VPs are a private short-term disability insurance option. A VP must provide all the benefits of SDI and at least one benefit that is better than SDI. An employer or a majority of employees can apply for approval of a VP to provide PFL and disability benefits. Other federal laws such as Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) may protect your job. Individuals may break up their leave and take it in chunks.

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Early studies showed that California’s Paid Family Leave program contributed to doubling the median duration of infant breast/chestfeeding. The Centers for Disease Control (CDC) suggests that the economic security created by accessing paid leave is a key important element in the prevention of domestic violence in this 2017 report. After we get your completed claim application, we send you the Notice of Computation (DE 429DF).

I’m on PFL and my employer says that I have to pay for my own health insurance. Is this correct?

• Employers must post and provide information regarding California PFL.
• Some individuals may be ineligible due to wage requirements, employer classification, or the nature of their work.
• View this chart to learn more about the base period and your estimated weekly benefit amount.

The benefit amount is determined by weekly wages in the base period. View this chart to learn more about the base period and your estimated weekly benefit amount. PFL provides only partial wage replacement when you need to take time off work for family leave. You may have rights under other laws, such as the Family and Medical Leave Act (FMLA) or the California Family pfl claims Rights Act (CFRA).

The Employment Development Department (EDD) will review your application and determine your eligibility. If you’re a worker in California navigating a major life event in 2025, knowing how to access Paid Family Leave (PFL) benefits can offer essential financial and emotional relief. This guide will walk you through exactly how to apply for PFL, what you’ll need to qualify, and where to go to manage your benefits.

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We have no control over issues involving wages, hours of work, or conditions of employment. You may qualify for other State, county, or community programs to help cover food, housing, and healthcare expenses. Sign up for events, resources, articles, and more, all curated for HR professionals. Visit our resource center for curated articles, videos, webinars, and more, all researched and written by leave and accommodations experts. All information provided on this website is for informational purposes only and does not constitute legal advice.

• If approved, you’ll start receiving payments via debit card or direct deposit.
• PFL is funded by mandatory payroll deductions from covered workers.
• Termination will not interfere with your benefits as long as you continue to meet the other eligibility requirements.
• Reporting this information ensures you receive the correct benefit amount and prevents an overpayment.
• You will also receive a registration confirmation by email and mail.

Parents taking time off work to bond with a child, however, may only receive PFL benefits during the first year following their child’s birth, adoption, or foster care placement. When bonding with your new child or caring for an ill family member, you need benefits to cover lost wages. Unfortunately, the EDD can wrongfully deny your benefits. For help, check out this guide on what to do if you’re denied paid family leave. Quality bonding time for parents and caregivers in the first year of life promotes an infant’s growth, brain development, and long-term ability to form healthy attachments.

By filling in your application completely and verifying that all information is correct, you help ensure your benefit payment is issued promptly. Community rating ensures that all employees are similarly treated and are not subject to cost variations based upon age, gender, geographic location, or any other demographic factor. It provides only paid benefits when workers need time off for family leave. It’s important to note, however, that other laws provide job protections for workers taking leave for family reasons. These laws include the federal Family and Medical Leave Act and the California Family Rights Act.

We offer optional Disability Insurance Elective Coverage (DIEC). This program is for self-employed or independent contractors who don’t pay into SDI. DIEC can protect you against income loss with PFL and disability coverage for when you can’t work. Our step-by-step employee return-to-work checklist was curated by our in-house leave and compliance experts to help you start improving your program today. California does not require employers to hold the employee’s job unless covered by FMLA/CFRA, but most employees do return to their position after PFL. Additionally, a new automated accruals payments process will determine the order in which accruals for time will be paid.

Can I remove the child support deduction from my Paid Family Leave benefit payment?

For military assist claims, you must include supporting military documentation and documentation for the qualifying event. If eligible, you can receive about 70–90% (depending on income) of wages earned 5 to 18 months before your claim start date for up to 8 weeks within any 12-month period. The length of time you worked at your current job does not affect eligibility. A Voluntary Plan (VP) is an employer alternative to State Disability Insurance (SDI).

Employees must submit their PFL claims on or after the first day of their leave, but no later than 41 days after their leave begins. Once California’s claim filing platform is completed and launched, however, employees will be able to file a claim up to 30 days in advance of the first compensable day for benefits. This form asks employers to verify the information the employee provided on their claim. Employers must complete and return the paper form to EDD within two working days. Beginning in 2021, eligible employees receive 67% of their average weekly wage, up to 67% of the statewide average weekly wage for up to 12 weeks of leave. Most benefit payments are issued within two weeks after the EDD receives a properly completed claim online or by mail.

In addition to information in the official policy, these documents and guides might be helpful to you. You can send us the completed DE 2501F of DE 2501F/S Part C and/or Part D by US Mail. Visit the Online Forms and Publications page to order a DE 2501F or DE 2501F/S application to complete Part C and/or Part D. To learn more about applying for California PFL or SDI, read our FAQs, and visit EDD’s website. Workers do not need to take all eight weeks consecutively.

Applications for SDI may be submitted no earlier than 9 days after your first day out of work and no later than 49 days after the day you begin leave. PFL claims may be submitted no earlier than your first day out of work and no later than 41 days after you start your leave. If you submit your application late, you risk not being paid for part of your leave. Workers who are eligible for Paid Family Leave (PFL) or State Disability Insurance (SDI) may receive 60% or 70% (depending on their rate of pay) of their weekly wages up to a maximum weekly benefit amount.