While California is known for having fairly generous state benefits, it’s also known for being complicated. Applying can seem daunting and confusing, but with a little preparation and the right guidance, it doesn't have to be. Whether you're an HR leader helping employees or an individual seeking benefits, we’ll walk you through the process for State Disability Insurance (SDI) and Paid Family Leave (PFL) to help you get started.
SDI is a partial wage-replacement insurance program run by the Employment Development Department (EDD) for eligible individuals that work in California. SDI is a deduction from employees’ paychecks and is not funded by employees. Anyone who has paid taxes in California and has “CADSI” on their paycheck may be eligible to receive benefits. While on Parental Leave, SDI would only apply to birthing parents for the pregnancy disability portion of their leave of absence. SDI covers the first stage of parental leave.
Please note that this is not legal or compliance guidance for leaves of absence or a guarantee of benefit approval. This information is intended to help simplify the filing process for those seeking to apply for SDI and PFL in the state of California.
SDI is designed for birthing parents. Unfortunately, non-birthing parents, adoptive parents, and foster parents aren’t eligible for these benefits. They may be eligible to apply for PFL - see below!
Birthing parents can typically take 0-4 weeks off before their due date and 6 to 8 weeks for postpartum recovery. This is determined by the employee's health care provider and requires a medical condition (pregnancy). For questions about eligibility and paperwork, chat with your healthcare provider.
Expect a one-week (7 days) unpaid waiting period before your SDI benefits kick in. If your company partners with Parento and you qualify for the program, this waiting period could be covered under your employer’s paid parental leave policy. Otherwise, this first week be unpaid unless it’s covered by your employer or you have PTO/Vacation/Sick available.
SDI covers about 60-70% of your average weekly wage, up to $1,620 per week (as of 2024). Your exact amount depends on your income over the past 18 months. For high wage earners, this could be a much lower amount, so check with your employer if you have an additional Short Term Disability (STD) Plan available, or see if your company policy allows you to supplement with any PTO/Vacation/Sick.
You’re eligible when a doctor certifies you can’t perform your regular job duties. Benefits may start up to 4 weeks before your due date and continue until you’ve recovered from pregnancy-related disability, usually 6 to 8 weeks postpartum.
For parental leave, PFL provides benefit payments to employees who need to take time off work to bond with a new child. Unlike SDI, both birthing and non-birthing parents are eligible for PFL, but the timing and process is slightly different.
Please see the EDD’s website for instructions on filing based on your situation.
Both birthing and non-birthing parents, including dads, adoptive parents, and foster parents, are eligible for PFL.
PFL offers up to 8 weeks of benefits, based on your weekly benefit amount over the past 12 months. This may be taken anytime up to 12 months after the birth or placement of the child. PFL is different from the Family and Medical Leave Act (FMLA) and California Family and Medical Leave Act (CFRA). While they run concurrently, FMLA and CFRA do not offer any wage replacement, just leave entitlements if you’re eligible. Please speak with your employer to confirm when you are eligible to take time and apply for PFL.
Please note that this is not legal or compliance guidance for leaves of absence or a guarantee of benefit approval. This information is intended to help simplify the filing process for those seeking to apply for SDI and PFL in the state of California.
For non-birthing parents, PFL benefits start on day one of your leave, following a qualifying event like the birth or placement of a child. There is no waiting period. For birthing parents eligible for SDI, these benefits will begin after the disability has ended (e.g. 6-8 weeks postpartum).
PFL covers about 60-70% of your average weekly wage, up to $1,620 per week (as of 2024), depending on your income over the past 18 months. For high wage earners, this benefit amount could be a much lower percentage. The EDD has a PFL Benefit Calculator that will estimate your weekly benefit rate, and check with your employer to see if you are eligible to use any Vacation or PTO.
You can file for PFL following a qualifying event, typically after the birth or placement of a child. For birthing parents, this will begin after disability ends.
Parento is the leading provider of paid parental leave insurance, helping every company affordably offer up to 16 weeks at 100% pay. Without Parento, pay is limited by what the state offers and what PTO employees may have available. This is why employees are advocating for paid parental leave in their workplace.
Here’s what all of the sources layered looks like with Parento’s paid parental leave program.
Birthing parents eligible for STD, SDI, PFL, and 14 weeks of paid parental leave can refer to their employer’s or state’s labor office for specific figures and projections.
Navigating state benefits in California doesn’t have to be stressful. By following these steps and staying in communication with your employer and the EDD, you can ensure you receive the benefits you're eligible to receive. For more guidance and support, check out our PFL Guide. Remember, preparation and understanding are your best tools for a smooth application process.
