California Paid Family Leave

Quick Facts

• Benefit type: Partial wage replacement funded through State Disability Insurance payroll deductions; available to most California employees and many self-employed workers who opt in.
• Weekly benefit amount: 60% of weekly wages for higher-income claimants and 70% for lower-income claimants, with a maximum weekly benefit of $1,620 for claims starting in 2025. Benefits are paid for up to eight weeks per claim.
• Eligible reasons: Bond with a new child within the first year (birth, adoption, or foster placement), care for a seriously ill family member, or handle qualifying exigencies related to a military deployment of a family member.
• Job protection: Paid Family Leave (PFL) does not itself guarantee job protection, but California employees may be covered by the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or the Pregnant Workers’ Fairness Act for job-protected time.
• Administering agency: California Employment Development Department (EDD). Claims are filed through the SDI Online portal or by submitting paper form DE 2501F.

Program Overview

California Paid Family Leave sits inside the state’s broader disability insurance system, which has provided wage replacement benefits since 2004. The program is funded through mandatory payroll deductions on the first $168,600 of wages in 2025, so most W-2 workers are automatically covered. Unlike employer-provided paid time off policies, PFL is an insurance benefit: employees qualify based on earnings during a prior base period, not current employer policies. The state pays benefits every two weeks after verifying medical or bonding documentation, and benefits can be split into intermittent blocks to flex around a worker’s caregiving schedule.

The program coordinates with other state and federal leave rules, and careful planning is crucial. Because the wage replacement rate is tied to earnings in a “base period” that runs from 5 to 18 months before the claim starts, workers planning leave should review their highest-earning quarter. Earnings subject to SDI withholding count even if they came from different employers. Gig workers or self-employed individuals can access PFL if they enrolled in Disability Insurance Elective Coverage (DIEC) for at least six months before the claim.

Eligibility Requirements

To qualify you must:

1. Have lost wages due to bonding with a new child, caring for a seriously ill family member (child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner), or responding to a qualifying military deployment of a family member.
2. Have earned at least $300 during your base period, with SDI contributions deducted. The base period is the 12 months ending roughly 5 months before your claim; the EDD uses the highest-earning quarter within that window to set your weekly amount.
3. Submit a completed claim no earlier than the first day of leave and no later than 41 days after the start of leave. Late filings may be accepted with a good-cause statement, but approval is not guaranteed.
4. Provide required documentation: medical certification for caregiving, proof of relationship and bonding documents for child bonding, or military orders for qualifying exigency claims.

Benefit Details

• Duration: Up to eight weeks of benefits per 12-month period. For bonding claims, you can split the eight weeks during the child’s first year. For caregiving, you can use intermittent days or weeks as needed. Military exigency claims follow the requested schedule from the military documentation.
• Weekly amount: The EDD calculates benefits by dividing the highest quarterly earnings by 13. If that amount is $637.50 or less, you receive 70% of wages; above that threshold you receive 60%, capped at $1,620 per week in 2025. The minimum weekly benefit is $50.
• Offsets: PFL benefits coordinate with other wage replacement. If your employer offers paid sick leave, vacation pay, or short-term disability, you can choose to supplement your state benefit up to 100% of wages. Employer-provided top-ups do not reduce the state payment, but if you receive full wages from another source you may be ineligible for state benefits for that period.
• Taxes: PFL benefits are reportable on a Form 1099-G. They are not subject to California state income tax, but they are taxable federally. Consider adjusting tax withholding if you expect to owe.

Application Process

1. Notify your employer early. Give written notice at least 30 days in advance when foreseeable (such as a planned birth or surgery). Discuss how PFL, CFRA, FMLA, and employer policies overlap so your job protection and benefits align.
2. Create or log into SDI Online. Most claimants use the SDI Online portal. If you need paper forms, request DE 2501F in advance because they cannot be downloaded.
3. Complete Part A of the claim. Provide personal information, last day worked, and certify why you’re claiming benefits. For bonding, attach proof such as a birth certificate or adoption papers. For caregiving, you’ll need the family member’s information and a physician/practitioner’s certification (Part D) or a religious practitioner’s affidavit. Military exigency claims require a copy of active duty orders.
4. Have the care recipient’s medical provider complete Part D. They can submit online using the claim ID or mail the paper certification. Ensure they describe the serious health condition, the need for your care, and estimated duration.
5. Submit within 41 days. Once the claim is processed, EDD typically issues a debit card within two weeks. Check the SDI Online inbox for requests for more information.
6. Certify ongoing eligibility. Every two weeks, confirm you’re still off work and without full wages. If you return to work intermittently, note the hours so EDD can adjust payment.

Required Documentation Checklist

• Proof of identity (driver’s license, passport, or state ID when creating SDI Online account).
• Employment history and wage details for the base period.
• For bonding: documents such as the child’s birth certificate, hospital discharge, adoption placement agreement, or foster care placement letter.
• For caregiving: medical certification from a licensed health professional (MD, DO, NP, PA, psychologist, chiropractor, dentist, optometrist, podiatrist, or religious practitioner recognized under California regulations).
• For military exigency: copy of military orders, rest and recuperation letter, or other official documentation showing deployment and qualifying events.

Timing Considerations

• Base period planning: If your highest earnings were in a quarter not used by the default base period (e.g., you recently got a raise), consider delaying leave to move into a better base period.
• Waiting period eliminated: California removed the seven-day waiting period; benefits start immediately once approved.
• Claim splitting: You can use benefits intermittently. Notify your employer and submit a new certification if your pattern changes significantly.
• Transition from disability: Birth parents often receive State Disability Insurance for pregnancy-related disability before switching to PFL for bonding. File a PFL claim when SDI ends; the systems share wage data so the transition is seamless.

Interaction with Other Laws and Benefits

• CFRA: Provides up to 12 weeks of job-protected leave to care for a broader set of family members (including siblings and in-laws). CFRA runs concurrently with PFL if reason qualifies.
• FMLA: Runs concurrently for covered employers when the reason qualifies. FMLA doesn’t cover siblings, grandparents, or in-laws, so those PFL claims may not have federal protection.
• Pregnancy Disability Leave: California employees disabled by pregnancy get up to four months of job-protected leave before CFRA bonding leave begins; SDI covers the wage replacement during disability.
• Employer policies: Many employers require using accrued paid time off for some portion. Negotiate a top-up agreement to maintain income without reducing state benefits.

Maximizing Your Benefit

1. Audit base period wages: Check pay stubs and W-2s to ensure SDI deductions were taken. Correct errors promptly; missing deductions can disqualify wages.
2. Coordinate with partner’s leave: Parents can stagger PFL claims to cover more of the first year. Each parent gets eight weeks in their own right.
3. Leverage intermittent scheduling: For chronic conditions (e.g., chemotherapy support), ask the provider to certify a longer duration with intermittent days. You can then claim only the days you miss work.
4. Set up tax withholding: Request voluntary federal withholding (10%) through SDI Online if you prefer to avoid a tax bill.
5. Use the PFL benefits calculator: EDD’s calculator estimates weekly amounts using your base period wages.

Common Mistakes to Avoid

• Late filing: Missing the 41-day window is the top reason for denials. Mark your calendar and submit even if supporting documents are pending; you can add them later.
• Incomplete medical certification: Providers must specify why your care is necessary and how long it’s needed. Encourage them to include objective details (treatment plan, appointment frequency) to avoid delays.
• Working while claiming full benefits: You must report any wages earned; failing to do so can trigger overpayments and penalties.
• Assuming job protection: Confirm your CFRA/FMLA status. If your employer is too small, consider negotiating a written leave agreement before taking time off.

Example Scenarios

• Birth parent transitioning from SDI: Maria used SDI for six weeks pre-birth and eight weeks post-birth. After her doctor cleared her, she filed PFL for eight weeks of bonding. Because her partner works part-time, they alternated weeks using intermittent claims, ensuring one parent was home for four months.
• Caregiving for a parent with cancer: Jason’s mother needed help during chemotherapy. Her oncologist certified that Jason’s presence was medically necessary three days per week for infusion support and transportation. Jason claimed intermittent benefits over six months and coordinated with his employer to work partial weeks.
• Military exigency: Alex’s spouse received sudden deployment orders. Alex filed a PFL claim to arrange childcare, attend briefings, and handle legal paperwork. The military documentation qualified, and Alex used three weeks of benefits before and after deployment.

Insider Tips

• Enroll as a self-employed worker: Freelancers can access PFL by joining DIEC at least six months before they need leave. The contribution is based on self-reported net profit.
• Stack with local ordinances: San Francisco and Los Angeles have Paid Parental Leave Ordinances requiring employers to supplement state benefits to 100% of wages. Combine them to maintain full pay.
• Keep copies of everything: Upload documents in SDI Online to create a trail. If you mail forms, send via certified mail.
• Monitor benefit year: You get eight weeks per 12-month period. Plan ahead if you anticipate multiple caregiving events.

Official Resources

• California Paid Family Leave overview
• SDI Online login
• Paid Family Leave forms and publications
• Employee Guide to Paid Family Leave
• California Civil Rights Department: CFRA