Paid Family Leave vs. Short-Term Disability – What New Parents Should Know

Welcoming a baby should be a joyful chapter, but many parents in the United States quickly realize that the logistics of time off are anything but simple.

Between insurance forms, state programs, and HR policies, the path to financial stability during leave can feel overwhelming.

Two programs appear most often in the conversation: Paid Family Leave (PFL or PFML) and Short-Term Disability (STD). Both can help, but they do very different things.

If you’re expecting or adopting, knowing how they work and how to use them together can save you stress, money, and possibly even your job security.

That is why we prepared a clear, up-to-date breakdown of what each program covers, how they interact, and the steps you should take to make sure you’re covered.

Let’s get started.

Key Takeaways

PFL covers bonding and family care. STD covers your own medical recovery.
Sequence matters: STD first, then PFL.
Job protection is separate: Provided by FMLA or state laws, not by the benefit checks.
Deadlines and taxes matter: File quickly and budget for taxes.
Your plan is unique: Check your state program and employer policies.

Quick Definitions

Here are the main things you need to know:

Paid Family Leave (PFL or PFML)

Illustration of a happy couple holding their baby against a yellow background — Paid Family Leave (PFL) provides partial wage replacement so parents can care for and bond with a new child

A state-run benefit available in certain places, PFL pays a portion of your wages when you take time off to bond with a new child or care for a seriously ill family member.

Purpose: Bonding with a new child (birth, adoption, or foster), or caring for family.
Administration: Run by state governments in states that offer it, typically funded by payroll contributions.

Examples

New York: According to New York State, up to 12 weeks of job-protected leave at 67% of weekly wages, capped at $1,177.32 in 2025.
California: Up to 8 weeks, replacing about 70-90% of wages, max $1,681 per week in 2025, according to EDD.
Washington: Washington PFML combines medical and family leave, with a 2025 weekly max of $1,542.

Some states explicitly protect your job during PFL. Others only provide the wage replacement, with job protection coming from federal laws like FMLA or state equivalents.

Short-Term Disability (STD)

Person in a wheelchair wearing a yellow jacket and hat, accompanied by family members walking together — Short-Term Disability (STD) usually covers a portion of wages for medical leave, but does not guarantee job protection

An insurance program that pays part of your wages when you cannot work due to your own non-work-related medical condition, including pregnancy and childbirth recovery.

Purpose: Covers your own disability or recovery, including pregnancy-related conditions.
Administration: Often offered by employers through private insurance. Some states mandate disability coverage (TDI or SDI).
Duration: Typically 13 to 26 weeks, with a waiting period of 7 to 30 days before payments begin.
Examples of states requiring coverage: California, Hawaii, New Jersey, New York, Rhode Island, and Puerto Rico.

The Big Differences at a Glance

Feature	Paid Family Leave (PFL/PFML)	Short-Term Disability (STD/TDI/SDI)
What it pays for	Bonding with a child or caring for family; some states include medical leave	Your own medical condition (including pregnancy recovery)
Who runs it	State programs, payroll-funded	Employer-provided insurance or state-mandated programs
Pay level	60-90% of wages, capped by state	Often 50-70% of wages, capped by policy
Duration (for parents)	CA: 8 weeks bonding; NY: 12 weeks; WA: 12-18 weeks depending on claim	6 weeks after vaginal delivery, 8 weeks after cesarean, extensions for complications
Job protection	Varies by state; sometimes separate from pay	None from the insurance itself-job protection depends on FMLA or state laws
Waiting period	Usually none	Usually 7-30 days

How They Work Together After Childbirth or Adoption

For new parents, especially birthing parents, STD and PFL often fit together like puzzle pieces.

Before birth: STD may cover pregnancy-related disability. In California and New York, up to 4 weeks before the due date is common.
After birth: STD continues to cover recovery-6 weeks after a vaginal birth or 8 weeks after a cesarean. More if there are complications.
After recovery: PFL begins for bonding. California offers up to 8 weeks, New York up to 12 weeks.

You cannot collect STD and PFL for the same days. One program pays for medical recovery, the other pays for family bonding.

Non-birthing parents generally cannot use STD, since they are not medically disabled. But they can take PFL or PFML where their state offers it.

Two puzzle pieces shaped like human faces fitting together — Many new parents use Short-Term Disability first for recovery, then transition to Paid Family Leave for bonding time

Job Protection

Getting paid is one thing. Knowing your job will still be there when you return is another.

FMLA (Federal)

Guarantees up to 12 weeks of unpaid, job-protected leave for eligible employees at companies with 50+ employees, if you’ve worked 12 months and at least 1,250 hours.

State Laws

Some states layer additional protections. For instance:

New York PFL includes job protection.
California PFL provides benefits, but job protection comes from CFRA or FMLA.
Washington PFML includes job restoration for employees who meet tenure and employer-size thresholds.
New Jersey Family Leave Act protects up to 12 weeks in 24 months for certain employees.

If you don’t meet FMLA requirements, state laws may still safeguard your job.

State Snapshots

Illustration of a family walking together, with a man, woman carrying a briefcase, and a child, against a red background — Parents may use Short-Term Disability for medical recovery and then transition to Paid Family Leave for bonding time

Things vary, depending on the state:

California

According to EDD:

Benefit: 70-90% of wages, up to $1,681/week in 2025.
Duration: Up to 4 weeks STD pre-birth, 6-8 weeks STD postpartum, plus up to 8 weeks PFL bonding.
Job Protection: Comes from CFRA or FMLA, not PFL itself.

New York

The official New York State website explained the following:

PFL: 12 weeks at 67% of wages, capped at $1,177.32 in 2025. Includes job protection.
Disability (DBL): Covers 4 weeks pre-birth, 6 weeks postpartum (vaginal), 8 weeks (cesarean).
Combination: DBL first, then PFL bonding leave.

New Jersey

In NJ things are a bit different:

Family Leave Insurance: Up to 12 weeks at 85% of wages, capped at $1,081/week in 2025.
Job Protection: NJ Family Leave Act applies for certain employees.

Washington

Washington PFML states the following:

PFML: Max $1,542/week in 2025. Covers both medical and family leave.
Job Restoration: Applies to many employees working for larger employers with sufficient tenure.

Taxes and Paychecks

Illustration of a person in a suit holding a tax document labeled 'TAX — Paid Family Leave benefits are usually taxed, while Short-Term Disability benefits may not be, depending on who pays the premiums

Paid Family Leave: Usually taxable at the federal level. For example, California issues Form 1099-G. Not always taxed at the state level.
Short-Term Disability: Taxable if the employer paid premiums. Not taxable if the employee paid with after-tax dollars.
Employer Leave: If your employer offers paid parental leave, they may qualify for a federal tax credit through 2025. That credit does not change your benefit amount but may influence company policies.

Filing on Time and in the Right Order

To avoid losing benefits:

STD comes first: Covers the disability period.
PFL follows: Covers bonding after recovery.
Deadlines:
1. California: File within 41 days of starting family leave.
2. New York: File within 30 days.
Waiting periods: Expect 7-30 days for STD before payments begin. PFL usually has no waiting period.

Practical Planning Steps for New Parents

Father peacefully lying in bed with his baby, both smiling in their sleep — Taking time to understand Paid Family Leave and Short-Term Disability options can reduce financial stress after a baby’s arrival

Ask HR for documents: Request your handbook, STD certificate, and any parental leave policy.
Check your state program: Look up calculators and benefits on your state’s official site.
Map the timeline
1. CA birthing parent: STD pre-birth, STD for recovery, then PFL bonding.
2. NY birthing parent: DBL recovery, then PFL bonding.
Coordinate PTO: Some employers let you use vacation or sick leave to top up partial wage replacement.
Mind taxes: Set aside money for federal tax on PFL, since many programs don’t withhold.
Plan for job protection: Confirm if you qualify for FMLA or a state equivalent.

Frequently Asked Questions

Can I get both STD and PFL at the same time?

No. They apply to different periods-medical recovery vs. bonding.

How long does STD cover postpartum recovery?

Usually 6 weeks for vaginal, 8 weeks for cesarean, longer if complications.

Does STD guarantee job protection?

No. That comes from FMLA or state laws.

Are PFL benefits taxable?

Yes, generally at the federal level. State tax rules vary.

Can I take PFL intermittently?

Often yes, if your state allows it. Some parents spread leave over several months.

A Sample Family Strategy

Imagine two parents: one in California, one in New York.

California birthing parent: Uses STD before and after birth, then switches to PFL for bonding. Job protection via CFRA or FMLA.
New York non-birthing parent: Uses 12 weeks of job-protected PFL at 67% of wages.

Together, they maximize both income replacement and job security while covering recovery and bonding time.

Final Thoughts

Every family’s situation is different, but one thing is consistent – parents who prepare ahead tend to feel less financial strain and more freedom to focus on what matters most: their new baby.

It doesn’t matter if you’re piecing together STD, PFL, PTO, or employer leave, the key is to map your options early, confirm your eligibility, and file everything on time.

Paid Family Leave and Short-Term Disability are not perfect, but together they can provide a meaningful cushion during one of life’s biggest transitions.

Take the time to ask questions, get clarity from HR, and plan your timeline. The peace of mind is worth it.