California Disability Insurance (DI)
and Paid Family Leave (PFL)

California Disability Insurance (DI) and Paid Family Leave (PFL) offers wage replacement benefits for eligible employees who need time off from work for a qualifying reason. Employees may be eligible for DI if they are unable to work due to a non-work-related injury or illness, including for pregnancy and childbirth. Employees may be eligible for PFL to care for a seriously ill family member, to bond with a new child, and for a qualifying military exigency.

Employers can participate in the state-run program, California State Disability Insurance (SDI), or they can self-insure a voluntary plan, CA VDI/PFL.

MetLife can provide administrative services related to an employer's self-insured private plan. MetLife's administration of an employer’s plan complies with the regulatory requirements of the California Voluntary Disability Insurance (SDI) and Paid Family Leave (PFL) laws. The state does not provide the opportunity for private fully insured plans to be approved.

Benefit Overview

Mandated Coverage & Employee Eligibility

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Leave Reason, Duration, Job Protection

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Cost of Coverage and Contributions

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Benefit Payments

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Employers are required to participate in either the state-run SDI/PFL program or self-insure a voluntary private plan, VDI/PFL, if they employ one or more employees and pays wages for employment in excess of $100 during any calendar quarter.

All employees working for a covered employer are eligible for CA DI/PFL benefits if they have earned more than $300 in the base period (normally defined as the 12 months before the claim began).

Employers are excluded if they are non-profit organizations, railroad and government employers, and real estate sales employers, among others described in the law.

CA DI/PFL does not provide job protection. However, job protection may be provided through other federal or state laws such as the federal Family and Medical Leave Act (FMLA) or the California Family Rights Act (CFRA).


Disability Leave can be taken for up to 52 weeks to:

  • address a personal serious health condition including pregnancy or childbirth (7-day waiting period)


Family Leave can be taken for up to 8 weeks to:

  • bond with a new child
  • care for a family member with a serious health condition
  • assist while loved ones are on overseas military deployment


An employee can have more than one PFL benefit each year, but no more than 8 weeks in a 12-month period.

Leave can be taken all at once, intermittently, or on a reduced leave schedule.


San Francisco workers: An employer may be required to provide supplemental compensation to an employee if they are receiving PFL benefits for bonding with a new child through birth, adoption, or foster care placement. For more information, visit the City and County of San Francisco, Office of Labor Standards Enforcement Paid Parental Leave Ordinance (PPLO).

Beginning January 1, 2025, the total contribution rate is 1.2% of an employee’s wages. All wages earned are subject to the contribution rate.

Voluntary plan costs may differ, however, employee maximum contributions for a private plan cannot be more than what they would pay for the state-run program. Employers fund the balance of the cost for voluntary plans. Employers may also choose to fund the benefit on behalf of their employees.

Please visit the state program’s website for the latest state rates and additional state plan information.

The benefit amount an employee can receive depends on how much they usually make compared to most people in California. Benefits are paid based on the first day of absence for PFL or first day of disability for DI.

Beginning January 1, 2025, the maximum weekly benefit is $1,681.


An employee can receive:

  • 70% of regular wages up to the maximum weekly benefit amount or
  • 90% of regular wages up to the maximum weekly benefit amount for individuals making less than 70% of the state average quarterly wage.


In 2025, the State Average Weekly Wage is $1,704.

Key Dates

  • State Average Weekly Wage of $1,704 is effective and impacts benefit calculations
  • Maximum weekly benefit of $1,681 is effective
  • State contribution rate is effective
  • An employer can no longer require an employee to take up to two weeks of earned but unused vacation time before receiving CA PFL benefits

Applying for a MetLife Supported Voluntary Plan

MetLife’s customers are responsible for obtaining and maintaining approval of their PFML private plan, voluntary plan, and/or equivalent plan with each appropriate agency and in accordance with applicable law, rules, regulations, and guidance. You should consult with your attorney about the requirements for obtaining and maintaining such approval.

MetLife can provide administrative services related to an employer's self-insured voluntary plan. MetLife's administration of an employer's plan complies with the regulatory requirements of the California Voluntary Disability Insurance (SDI) and Paid Family Leave (PFL) laws. The state does not provide the opportunity for private fully insured plans to be approved.

MetLife has an arrangement with Innovative Care Systems, Inc. (ICS), a California-based consulting firm that specializes in the setup of California Voluntary Plans including feasibility studies with projections of plan performance, assistance with the employee vote, and more.

To obtain a quote from MetLife, you or your broker must create a census of your eligible workforce and send it to MetLife. This census template was developed for your convenience.

Based on the information that is provided to MetLife in your census you will be issued a quote.

Not applicable

Employers are responsible for registering with the state. MetLife has an arrangement with Innovative Care Solutions, Inc. (ICS) to assist employers with setting up Voluntary Plans, including plan filing, contract development, etc.

ICS will help employers file their plan and work through the requirements with the California Employment Development Division (EDD).

You must conduct and receive a majority vote (50% + 1) in writing from your eligible CA employees in order to obtain state approval for a voluntary plan. If the customer has multiple California entities (CA EINs), the 50 percent plus 1 majority vote is calculated by each EIN, not an overall total of eligible employees.

ICS can provide assistance with the employee vote.

Employers are responsible for applying for their voluntary plan. Voluntary plans require an application with and approval by the state. Employers will need to submit an application, a Voluntary Plan text provisions document, and are required to provide a security deposit.

MetLife has an arrangement with Innovative Care Solutions, Inc. (ICS) to assist employers with setting up Voluntary Plans including plan filing, contract development, etc. ICS will help employers file their plan and work through requirements with the California Employment Development Division (EDD).

The CA EDD has information on applying for a Voluntary Plan and has published this Employer Guide to Voluntary Plan Procedures.

The CA EDD will review the application and provide a response within 30 days if the voluntary plan is approved or if additional information is required.

The California Employment Development Department (EDD) does not have specified deadlines for voluntary plan application submissions. However, MetLife's customers should consult with Innovative Care Systems (ICS), MetLife's CA VDI consulting vendor, to discuss when voluntary plan text and required documentation needs to be submitted based on the desired plan start date.

Not applicable

You must work with your own employment counsel to define your self-insured plan. Please review the state's information on becoming a voluntary plan employer. Voluntary Plans. It must include the same benefits as the SDI program and have at least one better benefit.

Employers with a voluntary plan must submit a security deposit or bond as part of the voluntary plan approval process. The security deposit is used to cover the potential liability of the VDI/PFL plan and will be used to reimburse the state if the employer fails to pay benefits or assessments, if any, established in connection with the VDI/PFL.

Not applicable

Please send your MetLife representative a copy of your state approved plan. The state may allow voluntary plans to temporarily operate until full approval is obtained.

Employers can select an effective date for the plan, however MetLife recommends an effective date that is the first day of the calendar month. Employers should consult with MetLife’s consulting firm, Innovative Care Systems, prior to finalizing voluntary plan start date.

Ongoing Employer Responsibilities

MetLife recommends employers post an employee notice in a location that is easily seen by all employees working in California. The notice must also be provided to new hires and upon learning that an employee is experiencing an event that triggers eligibility. MetLife may provide an employee notice upon request.

Employee contributions withheld for voluntary plans are trust funds and should be placed in a separate bank account. This bank account must only be charged with benefits and allowable administrative costs incurred from plan operations. In addition, this account must show all income of the plan, the payment of benefits, and allowable costs, separate and apart from all other operations of the employer. Any interest and dividend income earned under this account must be credited to the fund and reported to the state on an annual basis (Report Form - DE2568V).

Employees who choose not to participate in their employer’s VDI/PFL plan are still required to participate in the state’s SDI/PFL program. Employers are responsible for collecting those contributions and submitting them to the state on a quarterly basis.

When state or federal changes impact contribution rates, employers may need to consider how it impacts employee contributions. If an employer collects contributions from employees, employers may need to adjust payroll deductions. Please review the "What's New" page on this site or consult with MetLife's consulting firm, Innovative Care Systems (ICS) for details about state or federal changes.

Employers are responsible for submitting mandated reports to the California Employment Development Department (EDD). MetLife’s consulting firm can assist employers with completing and submitting necessary reports.

Annual and quarterly reporting, other requirements and due dates are follows:

  • Quarterly Tax Reports
  • February 15: Annual Plan Text Reports and Annual Financial Reports
  • April 15: Annual Security Deposit Review Worksheet and Updates
  • June 15: Annual Contact Forms

Employers with a voluntary plan are also required to report claim information to the CA EDD. MetLife’s CA VDI/PFL consulting firm will assist customers with ongoing reporting requirements.

Not applicable

CA VDI/PFL voluntary plans do not require annual re-approvals by the state.

Mandatory Plan Changes 

You will be contacted by the CA EDD if an amendment is required due to legislative changes.

Additional Plan Changes

If you choose to make a change to your VDI/PFL plan, you are required to give advanced notice to your employees and obtain approval from the CA EDD. 

For more details, please refer to the Employers Guide to Voluntary Plan Procedures

The claim specialist will contact the employer for missing information that MetLife is unable to obtain from the employer's file feed or the claimant.

Employers are responsible for applying for their voluntary plan. Voluntary plans require an application with and approval by the state. Employers will need to submit an application, a Voluntary Plan text provisions document, and are required to provide a security deposit.

MetLife has an arrangement with Innovative Care Solutions, Inc. (ICS) to assist employers with setting up Voluntary Plans including plan filing, contract development, etc. ICS will help employers file their plan and work through requirements with the California Employment Development Division (EDD).

The CA EDD has information on applying for a Voluntary Plan and has published this Employer Guide to Voluntary Plan Procedures.

The CA EDD will review the application and provide a response within 30 days if the voluntary plan is approved or if additional information is required.

The California Employment Development Department (EDD) does not have specified deadlines for voluntary plan application submissions. However, MetLife's customers should consult with Innovative Care Systems (ICS), MetLife's CA VDI consulting vendor, to discuss when voluntary plan text and required documentation needs to be submitted based on the desired plan start date.

Not applicable

You must work with your own employment counsel to define your self-insured plan. Please review the state's information on becoming a voluntary plan employer. Voluntary Plans. It must include the same benefits as the SDI program and have at least one better benefit.

Employers with a voluntary plan must submit a security deposit or bond as part of the voluntary plan approval process. The security deposit is used to cover the potential liability of the VDI/PFL plan and will be used to reimburse the state if the employer fails to pay benefits or assessments, if any, established in connection with the VDI/PFL.

Not applicable

Please send your MetLife representative a copy of your state approved plan. The state may allow voluntary plans to temporarily operate until full approval is obtained.

Employers can select an effective date for the plan, however MetLife recommends an effective date that is the first day of the calendar month. Employers should consult with MetLife’s consulting firm, Innovative Care Systems, prior to finalizing voluntary plan start date.

Taking a Leave

Filing for Benefits with MetLife

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Supporting Claim Documentation

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Coordination of Benefits

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Step 1: An employee should notify their employer of the need for a leave as soon as possible.

Step 2: An employee should file a claim up to 41 days in advance of the leave. If the leave is unforeseeable, claims may be submitted up to 41 days after the leave has begun.

Step 3: Proof may be required before the claim decision can be made. MetLife will gather any additional necessary details from the employer or employee and make a decision within 14 days of receiving all information, or the first day of leave, whichever is later.

Step 4: The employee will receive their first benefit payment within two weeks of receipt of the completed claim.

Step 5: If an employee’s claim is denied, they may appeal the claim by writing a letter to the state within 30 days of the denial letter. Instructions will be included with the denial notice.

 

Employees must provide specific documents for each claim. It is important to submit paperwork to the doctor as soon as possible. It might take the doctor’s office two weeks or more to complete the paperwork. In some cases, a statement confirming the relationship between the employee and the family member may also be requested.

For the employee's own disability (when the employee is sick or hurt and cannot work for an extended period):

  • Certification of a Disability/Serious Health Condition form filled out by the employee and their healthcare provider, or
  • A doctor’s note or Attending Physician Statement (APS) that includes the same information as the Certification form


For child bonding for a newborn:

  • A copy of the child’s birth certificate, or
  • A statement from the child’s healthcare provider stating the child’s date of birth, or
  • A statement from the parent’s healthcare provider stating the child’s date of birth


For child bonding for adoption or foster care placement:

  • A copy of adoption papers or court documents finalizing the adoption that includes child's date of birth and adoption date, or
  • Documentation from the child’s healthcare provider, or
  • Foster/adoption agency paperwork containing adoption or placement
  • If the employee is not the parent named in the court documents (in loco parentis), the employee may also be asked to provide proof verifying their relationship to the in loco parentis named in the court documentation. This could be a marriage certificate, civil union papers, or something showing you are in a domestic partnership.


For leave to care for a family member with a serious health condition, including medical events related to pregnancy or childbirth:

  • Certification of a Serious Health Condition form filled out by the employee and their family member’s healthcare provider, or
  • A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form


For qualifying military exigency needs, the employee will need to verify their family member’s service:

  • Covered family member’s active-duty orders, or
  • Letter from the military unit documenting impending call or order to covered duty, or
  • Documentation of military leave signed by the approval authority for the military member’s Rest and Recuperation
  • If leave is requested to meet with a third party, such as a school official, counselor, or attorney, the employee must provide documentation of the meeting that includes:
    1. The name, address, and contact information of the individual or entity with whom the employee is meeting
    2. A description of the meeting


For caring for a family member who is a covered service member:

  • Certification of a Disability/Serious Health Condition form filled out by the employee and their family member’s healthcare provider, or
  • A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form
  • An alternative form of certification can be an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued by the Department of Defense to any family member to join an injured or ill service member at their bedside

Employees may be eligible for more than one leave.

Employees can use any combination of their available employer sponsored leaves (e.g. sick leave, vacation leave, other paid time off, or short-term/long term disability) together with their DI/PFL benefits. However, employees cannot receive more than 100% of their normal weekly pay. Effective January 1, 2025, an employer can no longer require an employee to take up to two weeks of earned but unused vacation time before receiving CA PFL benefits.

CA DI/PFL, CA Family Rights Act (CFRA), and federal FMLA benefits can and should be used at the same time when applicable.

If an employee works in San Francisco and is receiving CA PFL to bond with a child (newborn, foster or adopted), the San Francisco Paid Parental Leave Ordinance (SF PPLO) requires the employer to pay supplemental compensation (up to 100% of pre-disability earnings) for the full duration of the employee’s leave (up to 8 weeks). All San Francisco employees working for a covered employer are eligible for SF PPLO benefits.

MetLife’s claims team will reach out to the employer to coordinate dates of the company leave that directly overlap with the state leave.

MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.

Note: There may be additional municipal or employer sponsored leaves that MetLife does not administer. Employers may be responsible for providing additional applicable leaves for their employees and should consult their own employment attorneys.

FAQs

A child, parent, grandparent, grandchild, sibling, spouse, or registered domestic partner.

 As of September 2, 2025