California Maternity Leave Calculator
How much leave do you actually get? See your SDI, PFL, and FMLA combined for 2026.
A California birthing parent at a 50+ employee company with at least 12 months of tenure can stack up to 7 months of partially-paid, job-protected leave by combining SDI, PFL, PDL, and FMLA. The math is unusually friendly compared to most states; the complexity is in stacking the programs correctly.
About you · step 1
so far: CA
What state do you work in?
Are you covered?
- Paid into California SDI through payroll (automatic for most W-2 employees)
- Earned at least $300 in your SDI base period — the 5-18 months before claim
- FMLA job protection: 12+ months tenure, 1,250+ hours, 50+ employee employer
- California PDL and CFRA can add job protection at 5+ employee employers, often with shorter tenure
What a typical California birthing parent gets
For an employee earning $75,000 per year, vaginal delivery, working 12+ months at a 50+ employee company:
18 weeks total · 18 paid · 0 unpaid · $18,173 wage replacement
- Pre-birth disability $4,038
- Recovery (vaginal) $6,058
- Bonding leave $8,077
California's programs
- SDI
- Most W-2 employees who've paid into California SDI via payroll
- PFL
- Same SDI eligibility — adds 8 weeks of bonding leave after recovery
- PDL
- 5+ employee employer; no tenure required; up to 4 months pregnancy disability
- CFRA
- 5+ employee employer + 12 months tenure; 12 weeks bonding leave
- FMLA
- 50+ employee employer + 12 months tenure + 1,250 hours; federal job protection
California operates two state-mandated wage replacement programs that birthing parents and bonding partners can use back-to-back.
State Disability Insurance (SDI) covers the medical portion of pregnancy: typically 4 weeks of pre-birth disability when your provider certifies you cannot work, plus 6 weeks of post-birth recovery for a vaginal delivery (8 weeks for a C-section). For 2026, SDI replaces 70% of your average weekly wage if you're a higher earner and 90% if your highest-earning quarter falls below approximately $16,280, with a weekly cap of $1,765.
California Paid Family Leave (PFL) picks up after recovery for bonding leave — 8 weeks at the same percentage and cap, available to the birthing parent, the non-birthing partner, adopting parents, and fostering parents. SDI and PFL together replace wages for as much as 18 weeks for a typical birth.
On top of these wage-replacement programs sits Pregnancy Disability Leave (PDL), which provides up to 4 months of job-protected leave (unpaid by itself, but paid via SDI), and the California Family Rights Act (CFRA) which provides 12 weeks of additional bonding leave at employers with 5+ employees — separate from federal FMLA.
Eligibility and how to apply
Who qualifies for SDI/PFL. You need to have paid into SDI through payroll deductions and have earned at least $300 in your base period (roughly the 5-18 months before claim start). Most W-2 employees in California qualify automatically. Self-employed workers can opt into Disability Insurance Elective Coverage but must enroll before pregnancy.
How to apply. SDI claims are filed at edd.ca.gov/disability and can be submitted as early as 9 days after disability begins. PFL is a separate claim from SDI; you file it after your medical recovery period ends. There's a 7-day waiting period for SDI but no waiting period for PFL.
Federal FMLA runs concurrent with SDI/PFL — it doesn't add weeks but it does protect your job during any unpaid time. To qualify for FMLA you need 12+ months of tenure, at least 1,250 hours worked in the previous 12 months, and an employer with 50+ employees within 75 miles of your worksite.
CFRA provides parallel job protection at smaller employers (5+ employees) with similar eligibility rules.
State-specific things worth knowing
Three California-specific things worth knowing.
The SDI contribution rate increased to 1.3% of wages effective January 1, 2026 (up from 1.2% in 2025), and there is no longer a taxable wage cap on SDI contributions — high earners pay the percentage on their full salary.
San Francisco's Paid Parental Leave Ordinance (PPLO) requires SF-based employers to top up CA PFL benefits to 100% of weekly salary, with a 2026 weekly cap of $2,522. If you live elsewhere but work in San Francisco, this applies to you.
As of January 1, 2025, employers can no longer require you to use accrued vacation before PFL begins (under AB 2123) — your PTO is preserved unless you choose to use it.
Frequently asked questions
Does my employer have to pay me during California maternity leave?
California doesn't require employers to pay for maternity leave directly — but if you've contributed to State Disability Insurance (SDI) through payroll, the state pays you 70-90% of your wages during medical recovery, capped at $1,765/week for 2026. After recovery, Paid Family Leave (PFL) pays the same rate for up to 8 weeks of bonding. Together that's typically 18 paid weeks for a vaginal delivery. Some employers offer voluntary 'top-up' programs that pay the difference between state benefits and your full salary.
What if I'm not eligible for FMLA — can I still take SDI and PFL?
Yes. SDI and PFL eligibility is based on having paid into the system through payroll (typically requires earning $300+ in your base period) — they don't require any minimum tenure or employer size. Even brand-new employees and part-timers can qualify. Federal FMLA's 12 months / 1,250 hours / 50+ employee thresholds only apply to the *job protection* portion. California's PDL and CFRA may offer alternative job protection at smaller employers.
Can I stack California PFL on top of SDI?
Yes — they're sequential, not concurrent. SDI covers your medical recovery (typically 6 weeks for vaginal, 8 for C-section, plus up to 4 weeks pre-birth disability if certified). After recovery, PFL kicks in for 8 weeks of bonding leave. Together they typically yield 18 paid weeks for birthing parents. Non-birthing parents skip SDI and go straight to 8 weeks of PFL bonding.
Does my job have to hold my position during SDI leave?
SDI itself doesn't include job protection — it's a wage replacement program, not a job-protection law. Your job protection comes from federal FMLA (12+ months tenure, 1,250+ hours, 50+ employee employer) OR California's Pregnancy Disability Leave (5+ employee employer, no tenure requirement, up to 4 months of pregnancy disability protection) OR CFRA (5+ employee employer, 12+ months tenure, 12 weeks of bonding protection). If none of these apply, your employer may legally terminate you during leave.
What happens to my health insurance during California maternity leave?
Under federal FMLA, your employer must continue your health insurance on the same terms as if you were working. Under CFRA (the state equivalent for bonding), the same rule applies. If you're protected by neither (e.g., short tenure or small employer), your employer may require you to pay the full premium yourself or may discontinue coverage. Many employers continue coverage anyway as a matter of policy — check your handbook.
Does San Francisco's PPLO apply to me?
San Francisco's Paid Parental Leave Ordinance requires employers based in San Francisco (or with a primary work location there) to top up California PFL benefits to 100% of your weekly wage, up to a 2026 cap of $2,522/week. If you work in SF — even if you live elsewhere — your employer is subject to PPLO. The benefit is substantial: instead of getting ~70% of pay during PFL, you get 100%. Many SF workers don't realize this is available.
How long do I have to work for my employer to qualify for California maternity leave?
It depends on which program. SDI and PFL have no employer-tenure requirement — just total earnings of $300+ in your base period. CFRA requires 12+ months of tenure with the same employer. PDL has no tenure requirement. Federal FMLA requires 12+ months of tenure plus 1,250+ hours in the prior year. So a 6-month employee in California can usually take paid SDI + PFL but might lack federal job protection during leave.