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California Paid Family Leave (PFL): Money While You Care for Family

California Paid Family Leave provides 8 weeks of wage replacement at up to 90% of your earnings for low-wage workers (70% for higher earners) when you need time off to bond with a new baby or care for a seriously ill family member. This is actual money from the state, not unpaid leave.

PFL is one of the most progressive wage replacement programs in the United States. Unlike unpaid leave laws like CFRA and FMLA, PFL puts money in your pocket while you’re caring for family.

Understanding the difference between PFL (money) and CFRA (job protection) helps you maximize both benefits together.

What Is Paid Family Leave?

Paid Family Leave is California’s state-run wage replacement program. It’s administered through the Employment Development Department (EDD) and funded by employee paycheck deductions into State Disability Insurance (SDI).

PFL provides:

  • Partial wage replacement (up to 90% for low earners, 70% for higher earners)
  • Up to 8 weeks of benefits per qualifying event
  • No employer approval needed
  • Coverage for baby bonding, family care, and military assist

PFL does NOT provide:

  • Job protection (that comes from CFRA or other laws)
  • Full wage replacement
  • Benefits for your own illness (that’s SDI)

Think of PFL as income replacement while CFRA provides job security. Use both together for maximum benefit.

Source: California Unemployment Insurance Code § 3300-3306

Who Qualifies for PFL

PFL eligibility is based on whether you’ve paid into the system, not on your employer’s size or how long you’ve worked.

Basic Requirements

You qualify if you:

  • Paid into State Disability Insurance (SDI) through paycheck deductions
  • Have base period wages (explained below)
  • Are unable to work because you’re caring for a covered family member or bonding with a new child
  • Experience at least 7-day reduction in work hours or complete stoppage

Checking If You Paid Into SDI

Look at your pay stub. If you see “SDI” or “CASDI” deduction, you paid into the system and qualify for PFL.

Most employees pay SDI: W-2 workers in California
Don’t pay SDI: Most independent contractors, some self-employed

2025 SDI rate: 1.2% of all wages (no wage cap as of 2024)

Base Period Wages

You must have earned at least $300 during your base period.

Base period: The 12 months before you file your PFL claim (usually 5 to 18 months before claim start date)

If you worked at all during the past year and paid SDI, you almost certainly meet this requirement.

Example: Rita paid SDI through her paycheck for the past 8 months. She earned $32,000 during her base period. She qualifies for PFL even though she just started this job recently.

What PFL Covers: Qualifying Reasons

You can use PFL for three specific reasons.

1. Baby Bonding Leave

Time off to bond with a new child within the first year of:

Birth

  • Biological parents can take PFL
  • Both parents qualify (father and mother)

Adoption

  • Adoptive parents can take PFL
  • Both parents qualify if applicable

Foster Care Placement

  • Foster parents can take PFL

Timing: Must take leave within 1 year of child’s birth or placement

Both parents get leave: If both parents work and pay SDI, each parent gets 8 weeks of PFL for same child. That’s 16 weeks total of wage replacement for the family.

Example: Marcus and his wife both work and pay SDI. They adopt a baby. Marcus takes 8 weeks PFL for bonding. His wife takes 8 weeks PFL for bonding. Both receive wage replacement from the state.

2. Family Care Leave

Time off to care for seriously ill family member.

Covered family members:

  • Child (any age)
  • Parent
  • Parent-in-law
  • Grandparent
  • Grandchild
  • Sibling
  • Spouse or domestic partner

Serious health condition means:

  • Illness requiring inpatient hospital care
  • Continuing treatment by health care provider
  • Chronic serious health condition (diabetes, asthma, cancer)
  • Pregnancy complications
  • Terminal illness
  • Conditions requiring multiple treatments

You must be needed to provide care: Participate in medical care, provide psychological comfort, arrange third-party care, attend appointments.

Example: Diana’s mother has stage 4 cancer requiring chemotherapy. Diana takes 8 weeks PFL to drive her mother to treatments, manage medications, and provide care during recovery.

3. Military Assist Leave

Time off for qualifying exigency when family member is deployed to foreign country.

Covered family members: Spouse, domestic partner, child, or parent in Armed Forces, National Guard, or Reserves

Qualifying events:

  • Short-notice deployment (less than 7 days notice)
  • Military ceremonies
  • Childcare and school activities
  • Financial and legal arrangements
  • Counseling
  • Rest and recuperation (up to 15 days)
  • Post-deployment activities

How Much PFL Pays

PFL provides partial wage replacement, not full salary.

Benefit Calculation

Your benefit amount is based on your highest-earning quarter in the base period.

Income replacement rate (effective January 1, 2025):

  • 70-90% of wages depending on income level (historic increase under SB 951)
  • Low-wage workers (earning up to 70% of state average quarterly wage): up to 90% wage replacement
  • Higher earners: 70% wage replacement

Maximum weekly benefit (2025): $1,681 per week

Minimum weekly benefit: $50 per week

Real Wage Examples

Example 1: Low earner

  • Annual salary: $35,000
  • Weekly wage: $673
  • PFL benefit: approximately $606 per week (90%)

Example 2: Middle earner

  • Annual salary: $75,000
  • Weekly wage: $1,442
  • PFL benefit: approximately $1,009 per week (70%)

Example 3: High earner

  • Annual salary: $150,000
  • Weekly wage: $2,885
  • PFL benefit: $1,681 per week (maximum, about 58% due to weekly cap)

How Long Benefits Last

Maximum: 8 weeks per qualifying event within any 12-month period

You can take benefits intermittently (days or weeks at a time) or continuously (all 8 weeks at once).

One-week waiting period eliminated: California eliminated the 1-week unpaid waiting period. You get paid starting from week 1.

Multiple claims: If you have multiple qualifying events in same year, you may file separate claims. But total benefits cannot exceed 8 weeks in 12-month period.

Example: Chen takes 6 weeks PFL to bond with his new baby in March. In October, his father has a stroke. Chen can take 2 more weeks of PFL to care for his father (8 total in 12 months).

How PFL Works with CFRA and Other Leave Laws

This is crucial: PFL provides money, not job protection. Combine with CFRA for both.

PFL + CFRA = Maximum Benefit

Feature PFL CFRA PFL + CFRA Together
Money 70-90% wages No pay 70-90% wages
Job Protection No Yes Yes
Duration 8 weeks 12 weeks 12 weeks protected, 8 weeks paid
Who Enforces EDD CRD Both agencies

Strategy: Take CFRA leave for job protection. Use PFL during that leave for wage replacement.

Example: Jessica takes 12 weeks CFRA leave to bond with adopted child. During weeks 1-8, she receives PFL benefits at 70-90% of wages (depending on income level). During weeks 9-12, she’s unpaid (unless she uses vacation/sick leave). But her job is protected the entire 12 weeks.

PFL + PDL for Pregnancy

Pregnancy sequence:

  1. During pregnancy disability: Use SDI for wage replacement (not PFL)
  2. After recovery from birth: Use PFL for baby bonding
  3. Job protection: PDL for pregnancy period, CFRA for bonding period

Example: Alicia has pregnancy complications requiring 12 weeks of PDL. She uses SDI for wage replacement. After she recovers from childbirth, she takes 12 weeks CFRA for bonding and uses 8 weeks of PFL for partial pay.

PFL + Paid Sick Leave

You can use accrued sick leave to supplement PFL and bring your total income closer to 100%.

Strategy:

  • PFL provides 70-90% of wages (depending on income level)
  • Use sick leave to supplement the remaining percentage
  • Result: closer to 100% pay

Example: Wei receives $1,077 weekly PFL benefit (70% of his $1,538 weekly wage). He also uses 1 day of sick leave per week ($308) to bring total to $1,385 per week (90% of regular pay).

Employer-Provided Paid Family Leave

Some employers offer their own paid family leave beyond state PFL. If your employer provides this:

  • Check if employer requires you to use PFL first
  • Employer may “top up” PFL to full salary
  • Employer leave may run concurrently with CFRA

Read your employee handbook carefully.

How to Apply for PFL

The application process is straightforward but requires specific documentation.

Step 1: Gather Required Information

You’ll need:

  • Social Security number
  • Employment information (employer name, address, dates)
  • Reason for leave (baby bonding, family care, military assist)
  • Start and end dates of leave
  • Family member information (for care or bonding claims)

Medical certification (for family care only):

  • Doctor must complete EDD form certifying serious health condition
  • Get form from edd.ca.gov or call 1-877-238-4373

Step 2: File Your Claim

Three ways to file:

Online (fastest):

  • Go to edd.ca.gov/PFL
  • Create SDI Online account
  • Complete application
  • Upload supporting documents

Phone:

  • Call 1-877-238-4373
  • English and Spanish available
  • Monday-Friday, 8am-5pm

Mail:

  • Download form DE 2501F from edd.ca.gov
  • Complete and mail with supporting documents
  • Slower processing (2-3 weeks)

Step 3: Employer Certification

EDD sends form to your employer asking them to verify:

  • Your employment dates
  • Your work schedule
  • Whether you’re using other leave

Employer has 5 days to respond. Employer cannot deny your PFL claim (only EDD decides eligibility).

Step 4: Wait for Decision

Processing time: Usually 14 days from receipt of complete claim

Approval notice: EDD sends Notice of Computation showing your benefit amount

Payment: Arrives by prepaid debit card (EDD Debit Card) or direct deposit

Step 5: Certify for Continued Benefits

Every 2 weeks: Log into SDI Online to certify you’re still on qualifying leave

Miss certification = delay in payment

Timeline Planning

File early: You can file up to 9 weeks before your leave starts

Don’t wait: Claims can be backdated only 41 days, so file soon after leave starts

Example: Priya’s baby is due March 15. She files PFL claim March 1. EDD processes claim. When baby is born March 20, her benefits start immediately without delay.

Common PFL Mistakes to Avoid

Mistake 1: Thinking Employer Must Approve

Wrong: “My employer denied my PFL request.”
Right: Employer cannot deny PFL. EDD determines eligibility, not employer.

Your employer may deny CFRA leave (if you don’t qualify), but they cannot deny your PFL application to the state.

Mistake 2: Not Coordinating with CFRA

Wrong: Taking PFL without CFRA means no job protection
Right: If you qualify for CFRA, use both together

Mistake 3: Claiming PFL for Your Own Illness

Wrong: PFL is for caring for others (or bonding with baby)
Right: For your own illness, file SDI claim instead

Mistake 4: Missing Certification Deadlines

Wrong: Forgetting to certify every 2 weeks
Right: Set calendar reminders to certify online

Mistake 5: Not Filing Promptly

Wrong: Waiting months after leave to file
Right: File within 41 days of leave start (claims can only be backdated 41 days)

If Your PFL Claim Is Denied

EDD denies claims for specific reasons. You can appeal.

Common Denial Reasons

  • Insufficient base period wages
  • Didn’t pay into SDI
  • Medical certification incomplete
  • Don’t qualify for stated reason
  • Filed too late

How to Appeal

Step 1: Read denial notice carefully to understand reason

Step 2: File appeal within 20 days

Appeal methods:

  • Online through SDI Online account
  • By mail to address on denial notice
  • By fax (number on notice)

Step 3: Gather supporting evidence

  • Medical records
  • Pay stubs showing SDI deductions
  • Documentation of relationship to family member

Step 4: Attend appeal hearing (by phone usually)

Step 5: Wait for decision (usually 4-8 weeks)

Get Help with Appeals

  • California Rural Legal Assistance: 1-800-337-0690
  • Legal Aid at Work: 415-864-8848
  • Employment attorneys (many offer free consultations)

Real-World Examples

Example 1: Both Parents Use PFL

Situation: Kevin and Lisa both work full-time and pay SDI. They have a baby.

PFL strategy:

  • Lisa takes 6 weeks PDL for childbirth recovery (uses SDI)
  • Lisa then takes 8 weeks PFL for baby bonding (during CFRA leave)
  • Kevin takes 8 weeks PFL for baby bonding (during CFRA leave)

Result: Family receives 22 weeks of wage replacement (6 weeks SDI + 8 weeks PFL + 8 weeks PFL). Both parents get job protection under CFRA.

Example 2: Caring for Sick Sibling

Situation: Tom’s brother has leukemia requiring bone marrow transplant. Tom is the donor and must provide care during recovery.

PFL strategy:

  • Tom takes 8 weeks PFL to donate bone marrow and care for brother during recovery
  • Receives 70% wage replacement (approximately $1,150/week)
  • Uses vacation time to supplement income

Result: Tom receives approximately $9,200 from PFL (at 70% wage replacement). His employer (35 employees) must provide CFRA job protection. He returns to same position.

Example 3: Military Deployment

Situation: Sarah’s wife receives deployment orders to Afghanistan with 5 days notice. Sarah needs to arrange childcare and attend farewell ceremony.

PFL strategy:

  • Sarah takes 2 weeks PFL for military assist
  • Receives approximately $850/week PFL benefit (70% of her wages)
  • Handles childcare arrangements and attends deployment ceremony

Result: Sarah receives approximately $1,700 wage replacement for time needed to handle military family emergency.

Frequently Asked Questions

Can my employer fire me for taking PFL?

PFL itself doesn’t provide job protection. But if you also qualify for CFRA, your employer cannot fire you for taking CFRA leave. Always use CFRA and PFL together when possible.

Do I need my employer’s permission to take PFL?

No. PFL is a state benefit between you and EDD. Your employer cannot deny your application. However, they can deny CFRA leave if you don’t qualify for job protection.

Can I work part-time while receiving PFL?

Generally no. PFL requires at least 7-day reduction in work hours or complete stoppage. Working part-time may reduce or eliminate benefits.

Is PFL taxable income?

Yes. PFL benefits are subject to federal income tax but not state income tax. EDD sends Form 1099-G for tax filing.

What if my employer provides paid family leave?

Check your employer’s policy. Some require you to use PFL first, then employer tops up to full salary. Some provide paid leave in addition to PFL.

Can I use PFL to care for my mother-in-law?

Yes. Parent-in-law is a covered family member under PFL.

Related Topics

Legal Disclaimer

This article provides general information about California Paid Family Leave. It is not legal advice. Employment laws change frequently and every situation is different. If you have specific questions about your PFL rights, consult with a California employment attorney or contact EDD directly. Benefit amounts and deadlines change annually.

Last Updated: November 2, 2025

Sources: California Unemployment Insurance Code § 3300-3306, California Employment Development Department, California SDI Online

Take Action

PFL puts real money in your pocket when you need time to care for family. You paid into this system through every paycheck. Now use it.

Don’t leave money on the table. If you’re taking CFRA leave, file for PFL immediately. The benefits are substantial and the process is straightforward.

You earned this. Claim it.