What is Pregnancy Disability Leave?
PDL is a California law (Government Code §12945) that requires employers with 5 or more employees to provide up to 4 months of job-protected leave when a worker is disabled by pregnancy, childbirth, or a related medical condition.
Unlike CFRA, PDL does not require a minimum length of employment — you qualify from day one of your job. PDL is separate from CFRA baby bonding leave, meaning you can potentially take both consecutively.
PDL + CFRA + PFL: Total Leave You Can Take
Up to ~7 months job-protected leave for birth mothers (employer 5+ employees for CFRA, 1+ for PDL)
Covers the period you are actually disabled by pregnancy or childbirth — typically 6–8 weeks for vaginal delivery, up to 8–12 weeks for C-section, or longer for complications.
Once PDL ends and you are no longer disabled, you can take CFRA leave to bond with your newborn — separately from PDL.
California PFL pays 70–90% of your wages during your baby bonding CFRA leave. SDI may cover part of your PDL period. Calculate your PFL benefit →
Who Qualifies for PDL?
- Work for an employer with 5 or more employees
- Are disabled by pregnancy, childbirth, or a related medical condition
- No minimum tenure required — qualifies from your first day of employment
- No minimum hours worked requirement
What PDL Covers
- Severe morning sickness
- Prenatal care appointments
- Pregnancy-related conditions requiring bed rest
- Recovery from childbirth (vaginal or C-section)
- Postpartum depression diagnosed by a healthcare provider
- Pregnancy loss and related recovery
Is PDL Paid?
PDL itself is unpaid. However, you can receive income through:
- California SDI (State Disability Insurance): covers the period you are disabled by pregnancy (typically 60–70% of wages for up to 52 weeks). File at edd.ca.gov.
- California PFL (Paid Family Leave): covers the baby bonding period after delivery (70–90% of wages for up to 8 weeks).
- Employer-paid leave: some employers provide additional paid maternity leave.