Maternity leave in California offers a combination of job protection and income replacement, but understanding how to balance these benefits can be challenging. Here’s how to navigate the interplay between job protection and income replacement to ensure you get the most out of your leave.
Job Protection: PDL, FMLA, and CFRA
As we discussed in previous posts, Pregnancy Disability Leave (PDL), Family and Medical Leave Act (FMLA), and California Family Rights Act (CFRA) provide crucial job protection during your maternity leave. Here’s a quick recap:
- PDL: Up to four months of job-protected leave for pregnancy-related conditions. Available regardless of the length of employment.
- FMLA: Up to 12 weeks of unpaid, job-protected leave. Requires 12 months of employment and 1,250 hours worked in the past year.
- CFRA: Up to 12 weeks of unpaid, job-protected leave for bonding with a newborn. Runs concurrently with FMLA but can extend job protection after PDL.
Income Replacement: SDI and PFL
While job protection ensures you can return to your job, income replacement through State Disability Insurance (SDI) and Paid Family Leave (PFL) provides financial support:
- SDI: Offers 60-70% wage replacement for up to 4 weeks before birth and up to 6-8 weeks after delivery, depending on the type of birth.
- PFL: Provides up to 8 weeks of wage replacement for bonding with a new child, which can be taken within the first year of the child’s life.
Timing Your Leave
Carefully plan the timing of your leave to make the most of both job protection and income replacement. Consider factors such as:
- Your due date and expected delivery type
- Your current financial situation and how much wage replacement you need
- Your employer’s policies and any additional benefits they may offer
By strategically combining job protection and income replacement benefits, you can enjoy a well-supported maternity leave, ensuring both your job and finances are secure during this important time.
