California work benefits and leave

Unemployment may fit when a job ends or hours are cut. The worker must still be able, available, ready, and looking for suitable work. A quit, firing, employer objection, or 1099 does not settle the claim by itself. EDD reviews the facts.

Apply after the work loss and follow every EDD notice. A claimant normally certifies every two weeks, reports work and gross wages for the week earned, and follows the work-search instructions. An illness that makes the worker unable to work may point to DI instead.

DI can fit an illness, non-work injury, pregnancy, surgery, or recovery. The condition must keep the worker from regular work and cause wage loss. Basic eligibility includes at least eight disabled days, $300 in SDI-covered base-period wages, and medical certification.

The first seven days of a new DI claim are generally unpaid. EDD says to file no earlier than day 9 and no later than day 49 after the disability begins. A condition caused by work belongs in the workers' compensation check first.

PFL can replace part of wages when a worker cares for a seriously ill family member, bonds with a new child, or handles a qualifying military family event. It is not the claim for the worker's own health condition.

An eligible worker can receive about 70 to 90 percent of wages for up to eight weeks in a 12-month period. EDD says to file no earlier than the first leave day and no later than 41 days after leave begins. PFL does not itself hold the job open.

Use workers' compensation when work caused or added to an injury or illness. This can include one accident, repeated motion, exposure, or a condition that developed over time. Emergency care comes first, and the medical provider should be told that the problem is work-related.

Report the condition promptly. Waiting more than 30 days can put benefits at risk. The employer generally provides DWC 1 within one working day after learning of the condition. Returning the worker section opens the claim.

The ordinary CFRA rule has three main tests. The worker has at least one year with the employer, at least 1,250 service hours in the past year, and an employer with five or more employees. CFRA can provide up to 12 weeks of job-protected leave for a serious health condition, family care, or bonding.

Pregnancy Disability Leave has a different baseline. A worker disabled by pregnancy, childbirth, or a related condition can qualify when the employer has five or more employees, with up to four months based on the disability and normal schedule. DI or PFL may provide pay during leave, but the leave request still goes to the employer.