Maternity Leave California: Maximizing Your Final Job-Protected Weeks (Weeks 15-18)
When my Paid Family Leave ended at 12 weeks postpartum with my first baby, I genuinely believed my California maternity leave was over. SDI had stopped paying me, and in my mind, no paycheck meant no more leave. So I went back to work.
It wasn't until months later that I learned I'd had 12 more weeks of paid and job-protected leave under CA Paid Family Leave and the California Family Rights Act. That's an entire extra three months I could have spent with my newborn.
The worst part? I'd paid into the system for years. The benefits were there. I just didn't know they existed.
If you're approaching week 14 and wondering what comes next with your maternity leave California, this guide will show you exactly what benefits you still have, and how to make the most of those final weeks before returning to work.
Understanding Maternity Leave California During Weeks 15-18 with No Complications
If you had a vaginal delivery and no postpartum complication, your Paid Family Leave ends at week 14, but your maternity leave can continue through the California Family Rights Act (CFRA). While these final 4 weeks aren't paid by the state, they provide crucial job protection and health insurance continuation.
CFRA Job Protection Weeks 15-18 with No Complications
The California Family Rights Act grants eligible employees up to 12 weeks of job-protected bonding leave. Since 8 of those weeks overlap with your Paid Family Leave (weeks 7-14), you have 4 additional weeks of protection remaining.
CFRA for Weeks 15-18:
Duration: 4 weeks of job protection
Payment from State: None (PFL has ended)
Job Protection: Same or comparable position guaranteed
Health Insurance: Employer continues coverage
Employer Size: 5+ employees
Your Rights: Cannot be terminated for taking CFRA leave
Understanding Maternity Leave California During Weeks 15-18 with Complications
If you had a vaginal delivery and experienced postpartum complications or if you had a C-section, weeks 15 to 18 of your parental leave in CA may look much different. And that is because if you have any healthcare-certified complications from postpartum depression to carpal tunnel you can extend your disability through SDI and continue getting paid for up to a total of 52 weeks. This means you could be on disability until week 10 or week 20 (or more). Then once you are no longer disabled, you can take your 8 weeks of Paid Family Leave.
PDL and CFRA Job Protection Weeks 15-18 with Complications
Pregnancy Disability Leave in CA provides you job protected while you are disabled by pregnancy or delivery up to a maximum of 17.3 weeks. If you are disabled for fewer than 17.3 week, your PDL job protection ends and your CFRA job protection begins (if you qualify).
Example 1: For example, if a pregnant woman starts her SDI at 36 weeks her PDL will also automatically begin. She then has her baby vaginally on her due date and does not have any complications, which means she will use a total of 10 weeks of SDI and PDL. Since she is no longer disabled she is no longer eligible for PDL and will switch to paid leave through PFL and job protection through CFRA. Then once her 8 weeks of PFL end, she has 4 additional weeks of job protected leave through CFRA. This is the example for weeks 15 through 18 described above.
Example 2: Another woman has a C-section, so her SDI and PDL is extended 2 additional weeks, for a total of 12 weeks of SDI and PDL. She still has 4 additional weeks of job protected leave through CFRA once her PFL ends so her PFL and CFRA are unaffected.
Example 3: Another woman has a C-section and experiences postpartum depression. Her doctor certifies an 8 week disability extension, for a total of 20 weeks of SDI. However, her job protection through PDL exhausts at 17.3 weeks, and her CFRA job protection begins, requiring her to use 2.7 weeks of CFRA prior to beginning PFL. Once her 8 weeks of PFL ends, she only has 1.3 weeks of CFRA remaining.
Example 4: Lastly, a woman has a vaginal delivery and needs stitches. At her 6-week postpartum checkup her stitches haven’t completely dissolved so her doctor extends her disability 4 weeks (weeks 11-14). Once her 4-week extension ends her doctor gives her an additional 12 week extension for pelvic floor complications. Her disability ends after a total of 26 weeks and she begins her PFL. Since her PDL job protection ended at 17.3 weeks, she started her CFRA job protection, but that too will exhaust 12 weeks later, leaving her without job protection for 4.7 weeks of her PFL. She will need to secure job protection through a different program to secure her job for the remainder of her PFL.
Why These Weeks Matter for Maternity Leave California
As you can see, depending on your postpartum experience weeks 15 through 18 can vary dramatically. If you have complications, weeks 15 through 18 could mean:
More recovery time: If you have complications, talk to your doctor about a disability extension
If you don’t have postpartum complication, weeks 15 through 18 can provide:
More bonding time: An extra month with your baby during critical early development
Delayed childcare: Push childcare start date to 18 weeks instead of 14 weeks
Extended breastfeeding establishment: More time to establish supply before returning to pumping at work
Gradual transition: Time to prepare emotionally and logistically for your return
Job security: Your position is protected even without state pay
How Weeks 15-18 Fit Into Your Total Maternity Leave California Timeline
Understanding how these final weeks complete your full maternity leave California journey helps you see the big picture.
*You can use PTO, vacation, employer-provided parental leave, or negotiate unpaid leave to cover weeks 15-18
Total Potential Maternity Leave California with no complications: Up to 22 weeks (4 weeks pre-birth SDI + 6-8 weeks recovery SDI + 8 weeks paid bonding PFL+ 4 weeks extended bonding)
Total Potential Maternity Leave California with complications: Up to 60 weeks (52 weeks SDI + 8 weeks PFL)
Making Weeks 15-18 Paid: Your Options
Option 1: Extend your SDI disability claim
You can extend your disability up to a total of 52 weeks with healthcare provider certification
How It Works:
SDI is available whenever you are disabled, whether that is while you are pregnant or after you have your baby.
CA SDI automatically provides coverage starting at 36 weeks and extending 6 weeks postpartum for a vaginal delivery or 8 weeks postpartum for a C-section. However, if you are disabled prior to 36 weeks or after 6 or 8 weeks you can start your SDI early or extend it.
This allows you to receive partial income replacement for longer than the typical recovery period.
Option 2: Use Accrued Paid Time Off (PTO)
Most employees use vacation days, sick time, or general PTO to cover some or all of weeks 15-18.
How It Works:
California law prohibits employers from requiring you to use PTO before accessing PFL
However, you can choose to use PTO during your unpaid CFRA weeks
This allows you to receive your full salary during weeks 15-18
You continue accruing PTO during paid portions of your leave
Strategic PTO Usage:
Save PTO during your 70-90% paid weeks (SDI and PFL periods)
Use saved PTO during weeks 15-18 to maintain full income
This extends your total paid maternity leave California by 4 weeks
Option 3: Employer-Provided Parental Leave
Some California employers offer paid parental leave benefits that coordinate with state programs.
Common Employer Leave Structures:
"Top-off" programs: Employer pays the difference between PFL (70-90%) and your full salary
Additional weeks: Employer provides fully paid weeks beyond state benefits
Separate bonding leave: Employer offers paid leave that doesn't overlap with state programs
Questions to Ask Your HR:
"Does our parental leave policy provide pay?"
"How does our company parental leave integrate with California’s paid parental leave benefits?"
Option 4: Negotiate Unpaid Leave
If you don't have PTO or employer benefits, you can take weeks 15-18 as unpaid leave while maintaining job protection under CFRA.
Financial Planning for Unpaid Weeks:
Budget for 4 weeks without income during your maternity leave California
Set aside savings during your 70-90% paid weeks
Reduce expenses temporarily during unpaid period
Remember: your job and health insurance are still protected
Option 5: Part-Time Return with CFRA Protection
CFRA allows you to return to work part-time while using your remaining leave intermittently.
How Part-Time CFRA Works:
Return to work 2-3 days per week instead of full-time
Use CFRA leave for your non-working days
Stretch your 4 weeks of protection over 8-12 calendar weeks
Must coordinate schedule with your employer
Receive partial income from working days
Example: Work Monday-Wednesday, use CFRA Thursday-Friday. Your 4 weeks of protection lasts 10 calendar weeks.
Your Rights Under CFRA During Weeks 15-18
Even though weeks 15-18 of your maternity leave California are unpaid by the state, the California Family Rights Act provides strong legal protections.
Job Protection Guarantees
Reinstatement Rights:
Must be reinstated to the same position you held before leave
Or, reinstated to a comparable position with equivalent:
Pay and benefits
Working conditions
Shift and schedule
Geographic location
No loss of seniority or benefits accrued before leave
Cannot be retaliated against for taking CFRA leave
What "Comparable" Means: If your exact position was eliminated during leave (due to legitimate business reasons), your employer must offer you a position that's substantially similar in duties, pay, and status. You cannot be given a lesser position simply because you took maternity leave California.
Health Insurance Continuation
One of the most valuable aspects of weeks 15-18 is continued health insurance coverage for you and your baby.
Health Insurance During Final CFRA Weeks:
Employer must maintain your health insurance for all 12 weeks of CFRA leave (including weeks 15-18)
Coverage continues on the same terms as when you were actively working
Includes medical, dental, and vision if you had them before leave
You remain responsible for your usual employee premium contributions
Employer cannot change your plan or increase your costs
Paying Premiums During Unpaid Weeks:
If using PTO: Premiums deducted from paychecks as usual
If fully unpaid: Employer may bill you directly or allow catch-up payments upon return
Clarify payment method with HR before starting weeks 15-18
Keep coverage active, don't miss premium payments
Protection from Retaliation
California law explicitly prohibits employers from retaliating against employees who exercise their CFRA rights during maternity leave California.
Illegal Retaliation Examples:
Denying promotion you were otherwise entitled to
Reducing your pay or responsibilities upon return
Giving negative performance reviews based on taking leave
Creating hostile work environment for taking full 18 weeks
Terminating employment shortly after returning from leave
If You Experience Retaliation: Document everything, contact California's Civil Rights Department (CRD), and consider consulting an employment attorney. Taking your full maternity leave California is your legal right.
Extending Your Maternity Leave California Beyond 18 Weeks
Sometimes 18 weeks isn't enough. Here are your options for extending maternity leave California beyond the standard timeline.
Option 1: Extend your disability
After your 6 or 8 weeks of postpartum disability ends, talk to your doctor at your postpartum checkup appointment about an extension. When your disability is extended, your PDL job protection also extends, exhausting at 17.3 weeks.
How to Request Extended Leave:
Communicate your complications and disability to your healthcare provider
Your healthcare provider can certify your disability for a set period of time on EDD.gov
Option 2: Negotiate Additional Unpaid Leave
After your 12 weeks of CFRA protection ends, you can request additional unpaid leave from your employer.
How to Request Extended Leave:
Submit written request at least 2-4 weeks before week 18
Specify desired duration (e.g., additional 2, 4, or 6 weeks)
Explain reasoning (personal, financial, childcare logistics)
Be prepared to negotiate
Important: Once CFRA job protection ends your employer isn't required to hold your position, though many do as a matter of policy or goodwill.
Option 3: Use Employer's Extended Leave Policies
Some employers offer extended parental leave beyond California's minimum requirements.
Progressive Employer Policies:
16-20 weeks fully paid parental leave
Additional unpaid leave up to 6 months total
Gradual return-to-work programs
Part-time options for first months back
Check your employee handbook or ask HR about extended leave options before assuming 18 weeks is your maximum.
Option 4: Reasonable Accommodation
If you or your baby have a health condition, you may qualify for additional leave as a reasonable accommodation under disability laws.
Medical Conditions That May Qualify:
Your Health: Postpartum complications, severe postpartum depression/anxiety, slow recovery from cesarean, chronic conditions exacerbated by pregnancy
Baby's Health: NICU stay, premature birth complications, ongoing medical needs requiring parental care
How It Works:
Request reasonable accommodation through your employer's process
Provide medical certification from healthcare provider
Extended leave may qualify for additional SDI payments if you're disabled
Job protection may extend under disability accommodation laws
Option 5: Career Break or Resignation
Some parents decide to take an extended career break after exhausting maternity leave California options.
Considerations:
Loss of income and employer benefits
Need to arrange own health insurance (COBRA, marketplace or through your partner)
Gap in employment on resume
Opportunity to focus fully on baby's first year
Many parents successfully return to workforce later
This is a deeply personal decision that depends on your financial situation, career goals, and family values.
Common Mistakes During Weeks 15-18 of Maternity Leave California
Mistake #1: Not Knowing You Have 4 More Weeks
The Problem: Many parents return to work at week 14 when PFL ends, not realizing they have 4 additional weeks of job-protected CFRA leave remaining.
The Fix:
Understand your job protection is separate from your paid leave and may provide more or less time time than your paid options through CA
Don't confuse "end of paid leave" with "end of protected leave"
Decide intentionally whether to use weeks 15-18, don't leave them on the table by default
Mistake #2: Not Extending Your Disability
The Problem: Parents assume their SDI ends at 6 weeks for a vaginal delivery or 8 weeks for a C-section.
The Fix:
Talk to your doctor about any complications you are experiencing
Ask your doctor for a disability extension if you need it
Get a second opinion if you feel you are disabled and your doctor does not agree
Mistake #3: Not Understanding How Benefits Stack
The Problem: Parents assume they can’t take CA paid leave if they take employer paid leave or vice versa.
The Fix:
Prior to going on leave, create a parental leave plan that includes all your parental leave options
Stack your parental leave benefits strategically, giving you the most pay and time off
Tailer your parental leave plan to your goals. Is 100% pay more important or is taking more time off more important to you?
Book a call with a Hello Bundle parental leave consultant. Our proprietary method has helped nearly 2,000 parents maximize their parental leave benefits.
Frequently Asked Questions About Weeks 15-18 of Maternity Leave California
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No. You can return to work whenever you choose. However, consider these factors before returning early:
Unused CFRA leave expires—you can't save it for later
Returning early doesn't give you extra leave in the future
Many parents regret not taking their full protected time
Your position is protected through week 18 whether you use it or not
Make an intentional decision rather than returning early out of pressure or guilt.
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No. If you're eligible for CFRA leave (5+ employee company, 12 months employment, 1,250 hours worked), your employer cannot require early return prior to exhausting your PDL and CFRA job protection.
Your employer cannot:
Threaten your job if you take full 18 weeks
Pressure you to return early
Claim they "need" you back before week 18
Offer incentives for early return (this is coercive)
Taking your full maternity leave California is your legal right. Don't let employer pressure override your needs.
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If you become pregnant while still on leave from your first baby, your eligibility for a second leave depends on timing.
CFRA Eligibility for Second Pregnancy:
You need to work 1,250 hours in the 12 months before your second leave
Time spent on leave doesn't count toward the 1,250 hours
You may not qualify for CFRA for second baby if pregnancies are close together
However, you may still qualify PDL
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Yes, if your employer agrees. However, this means you're not using your CFRA leave, and it doesn't extend your protected leave timeline.
Many parents prefer to take the full leave for bonding time rather than working during these final weeks.
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If your position is eliminated for business reasons unrelated to your parental leave, job protection through PDL and CFRA do not apply.
Common exceptions to PDL and CFRA:
Company-wide layoffs affecting multiple positions
Department restructuring eliminating multiple roles
Business closure or bankruptcy
Red flags indicating unlawful termination:
Only your position eliminated
Position eliminated during your leave but refilled soon after
No other employees affected
Elimination announced right after you took leave
If you suspect your maternity leave California played a role in your termination, contact California's Civil Rights Department or an employment attorney.
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Yes. Non-birthing parents are entitled to 12 weeks of CFRA bonding leave. Since they typically use all 12 weeks for bonding (rather than medical recovery), their timeline looks different:
Non-Birthing Parent Timeline:
Weeks 1-8: PFL bonding leave (paid at 70-90%)
Weeks 9-12: CFRA bonding leave (unpaid by state, job-protected)
So yes, non-birthing parents also have final weeks of CFRA protection after their PFL payments end, similar to birthing parents' weeks 15-18.
Get Expert Help Maximizing Your Full Maternity Leave California
When I learned I'd missed out on 12 additional weeks of paid parental leave after my second baby, I was furious. Those weeks could have been spent bonding with my newborn, establishing breastfeeding, and preparing for my return to work. Instead, I went back early because I didn’t fully understand the benefits available to me.
California's leave programs are the best in the country, but the system is so complex that even motivated parents miss out on benefits they've earned.
That's exactly why I created Hello, Bundle.
Since launching, we've helped more than 1,800 parents understand their full maternity leave California timeline and get every day and every dollar of leave they deserve. We break down SDI, PFL, CFRA, and PDL (and more!) into a clear, personalized plan so you can make informed decisions about your leave.
The California Parental Leave Bundle
"I would recommend booking a consulting call with Hello, Bundle for anyone who is overwhelmed by the process of filing for maternity benefits through California and would like a supportive person to guide them."
— Jodi O., Simi Valley, CA
What you'll get:
A 45-min one-on-one video call to talk through all of your parental leave options, including how to maximize weeks 15-18
PDF Guide: Navigating Parental Leave in CA that explains all the benefits available to you along with how, where and when to apply
Personalized parental leave calendars for you and your partner showing exactly when each program starts and ends
Post-call email recap and list of action items and additional resources
Access to client-only office hours if any questions come up after your call
Who it's for:
New and expecting parents who want to make sure they are getting the longest paid parental leave possible
Anyone who has paid into CASDI (check your paystub for the deduction) in the 18 months prior to going on leave
Anyone who feels their HR isn't providing all the info they need and wants the support and confidence of working with a parental leave expert
Learn More About the California Parental Leave Bundle Here
Or, if you want to learn more about how Hello, Bundle can help you, RSVP for one of our bi-weekly free info calls.
Key Takeaways: Maternity Leave California Weeks 15-18
✓ You may have 4 more weeks of job-protected leave after PFL ends
✓ Your position is protected throughout CFRA. Your employer must hold your job or provide comparable position upon return
✓ Health insurance continues for all 12 weeks of CFRA—employer must maintain coverage
✓ Multiple options for making weeks 15-18 paid—use PTO, get a SDI extension or employer parental leave
✓ You can take leave intermittently or part-time—return to work 2-3 days/week and stretch your CFRA protection longer
✓ Total maternity leave California can be up to 60 weeks—when you combine pre-birth, recovery, paid bonding, and extended bonding leave
✓ You're protected from retaliation while on job-protected leave. Your employer cannot penalize you for taking your full leave
✓ Extension options exist beyond 18 weeks—through employer policies, reasonable accommodations or disability extensions
✓ Don't leave benefits on the table. Unused parental leave benefits, including CFRA leave expire, so use it intentionally rather than returning early by default.
Complete the California Maternity Leave Series
Part 1: Weeks 1-4 Before Birth Pre-birth pregnancy leave planning
Part 2: Weeks 0-8 After Birth Postpartum recovery through SDI and PDL
Part 3: Weeks 7-14 - Paid Family Leave for Bonding Bonding leave through PFL and CFRA
Part 4: Weeks 15-18 - Extended Job Protected Leave ← You just read this Maximizing your full CFRA benefits
Inclusive Language Note: This maternity leave California information applies to all parents bonding with a new child, regardless of gender identity or how your family was formed (birth, adoption, or foster care)
