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State Disability Insurance

Wage and Hour
Family & Medical Leave
Unemployment Insurance
State Disability Insurance
Workplace Health & Safety
Workers Compensation
Employment Discrimination
Wrongful Termination
The laws governing SDI are found in the Unemployment Insurance Code. The California Employment Development Department (EDD) administers SDI. Only Rhode Island, New Jersey, New York, Hawaii and Puerto Rico offer a disability insurance program; each operates independently of the others.

Most workers covered by UIB also are covered by (SDI) which is financed entirely through a payroll tax withheld from employee earnings. SDI is available when a worker cannot work because of sickness or injury not caused by employment. In some instances workers may receive SDI if their Worker's Compensation benefits are less than their SDI benefits.

Disability is defined as any mental or physical illness or injury which prevents an employee from performing their regular work (UI Code Section 2626) including elective surgery and disabling medical conditions resulting from pregnancy or childbirth.

To be eligible for SDI, claimants must be unable to perform their regular work, have a loss of wages because of their disability, be disabled for at least eight calendar days, be under a doctor or practitioner's care and treatment who certifies that the claimant is disabled, file a timely claim, be employed or actively looking for employment when the disability begins, and have earned at least $300 from which SDI taxes were withheld during a previous 12 month base period.

Paid Family Leave

Family Temporary Disability Insurance (FTDI) program, the Paid Family Leave insurance program, the first of its kind in the United States.

PFL makes paid leave equally available to mothers and fathers. It provides paid leave for the care of a seriously ill child, spouse, domestic partner, or parent. The paid-leave insurance program applies to all employees who are covered by the State Disability Insurance program. Compensation for covered leave will be funded by employee contributions.

The statute specifically provides PFL leave must be taken concurrently with leave under the federal Family Medical Leave Act and the California Family Rights Act. A useful chart compares the CFRA/FMLA ─ enforced by DFEH ─ and PFL.