Your Ultimate Guide to California Parental Leave: Step-by-Step Timeline + Key Benefits
Navigating California parental leave can feel a lot like assembling your baby’s new crib without the instructions…overwhelming, full of mystery pieces, and missing pieces. But with the right tools (and timeline), you can map out your leave with confidence, knowing exactly what to expect from pregnancy to postpartum.
Whether you are welcoming a baby through birth, adoption, or foster care, California’s Paid Family Leave Program offers a robust set of protections and wage replacement benefits that help eligible employees bond with a new child.
This article breaks down your California parental leave timeline week by week, so you know exactly when your job is protected, when your pay kicks in, and how long you can realistically stay home.
First Things First: Understand Your Coverage
Before diving into the timeline, it’s important to understand the building blocks of parental leave in California. The most common programs and laws you’ll likely use include:
Pregnancy Disability Leave (PDL): Job protection for those physically disabled by pregnancy, childbirth, or related conditions. Applies to employers with 5+ employees.
State Disability Insurance (SDI): Partial wage replacement through the Employment Development Department (EDD) for eligible employees who can't work due to pregnancy or childbirth.
Paid Family Leave (PFL): An additional wage replacement benefit through the EDD for eligible employees to bond with a new child or care for a seriously ill family member. Often called "California’s Paid Family Leave" or simply PFL.
California Family Rights Act (CFRA): Job protection for up to 12 weeks to bond with a new child or care for a seriously ill family member. Applies to employers with 5+ employees.
Medical Leave Act (FMLA): A federal law offering up to 12 weeks of unpaid job-protected leave in a 12-month period. FMLA can run concurrently with PDL or CFRA.
Your California Parental Leave Timeline: Week by Week
Here’s a detailed breakdown of what to do and when, using the timeline shared in the graphic above.
36 Weeks Pregnant
Start your leave through SDI.
Job protection under Pregnancy Disability Leave (PDL) kicks in.
This period typically covers 4 weeks before your due date.
9-49 Days After Leave Begins
Apply for State Disability Insurance (SDI) through the EDD.
You must apply within this window to ensure you don’t lose your benefits.
Baby Arrives
Congratulations! If you’re a non-birthing parent this is when your PFL bonding leave can begin.
6 Weeks Postpartum
SDI may cover wage replacement beyond 6 or 8 weeks based on your recovery.
6-8+ Weeks Postpartum
At your 6-week postpartum appointment talk to your doctor about extending your disability if you have any complications. SDI may cover wage replacement beyond 6 or 8 weeks based on your recovery.
Once you are no longer disabled SDI ends; Paid Family Leave (PFL) begins.
Once your PFL begins, your California Family Rights Act (CFRA) job protection starts.
1-41 Days After PFL Begins
Apply for California Paid Family Leave 1 to 41 days after PFL begins to receive your wage replacement while bonding.
8 Weeks After PFL Begins
Your PFL benefits end, but CFRA job protection continues.
You can choose to return to work or continue unpaid leave through CFRA for up to 12 weeks total.
12 Weeks After PFL Begins
Your CFRA leave ends, marking the close of your legally protected bonding period.
18+ Weeks After Baby Is Born
Depending on when your disability begins, your job protected leave may be ending. If you have additional paid leave or job protection your leave may extend well beyond 18 weeks.
Bonus Scenarios to Know
Parental leave doesn’t just apply to birthing parents. Here are additional situations that fall under the umbrella of California’s paid family leave program:
Paternity Leave in California: Non-birthing parents are eligible for PFL to bond with a new child. Job protection may come from CFRA if eligible.
Adoption or Foster Care: Bonding leave applies to parents welcoming a child through adoption or foster care. This qualifies under PFL and CFRA, though PDL and SDI won’t apply.
Care for a Seriously Ill Family Member: Eligible employees can use PFL and CFRA to take time off and receive wage replacement while caring for a seriously ill family member.
Key Takeaways
You may be entitled to up to 7 months of job-protected leave, depending on your circumstances.
You must apply for SDI and PFL through California’s Employment Development Department (EDD) within their required timeframes.
Wage replacement is separate from job protection. You may run out of paid weeks before your job protection ends and vice versa.
Eligible employees should track deadlines carefully to avoid gaps in pay or protection.
The 12-month period used to calculate leave eligibility may vary by program.
Let Hello Bundle Help
Planning your California parental leave doesn’t have to feel like a second job. At Hello Bundle, we specialize in simplifying the parental leave process for busy working parents. We offer:
1-on-1 calls with leave experts
A personalized parental leave calendar
A custom PDF guide based on your specific situation and employer policies
Whether you're pregnant, adopting, or planning ahead, we help you understand how California's paid family leave, CFRA, FMLA, and SDI fit together, so you can spend less time stressing and more time bonding with your new baby. Learn more here.
