State Paid Family & Medical Leave Insurance Laws | National Partnership for Women & Families

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State Paid Family & Medical Leave Insurance Laws

March 2026

Paid Leave

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Paid family and medical leave insurance laws have been enacted in fourteen states, including in the District of Columbia.

Contents

Status
Reasons for Paid Leave
Definition of Family Member
Maximum Length of Paid Leave
Minimum Increment of Leave Time for Which Benefits are Payable
Employee Eligibility Requirements
Discrimination Prohibited
Method to Fund Insurance System
Size of Employer Covered
Benefit Amount
Job Protection While on Leave
Waiting Period

Status

Location	Status
California	Enacted 2002, effective 2004; expanded 2013, effective 2014; expanded 2016, effective 2018; expanded 2018, effective 2021; expanded 2019, effective 2020; expanded 2025, effective 20281 Cal. Unemp. Ins. Code §§ 2601 et seq., 3308 et seq.
New Jersey	Enacted 2008, effective 2009; expanded 2019, effective 2019 and 20202 N.J. Stat. Ann. §§ 43:21-25 – 43:21-56.
Rhode Island	Enacted 2013, effective January 2014; expanded effective January 202228 R.I. Gen. Laws §§ 28-39-1 –41; 28-40-1—18; 28-41-1 –42.
New York	Enacted 2016, effective 2017 (premiums) and January 2018 (benefits); expanded effective January 2022N.Y. Workers’ Comp. Law §§ 200 – 242.
District of Columbia	Enacted 2017, effective July 2020; expanded effective October 2021, July 2022, and October 2022D.C. Law 21- 264; D.C. Code Ann. § 32-541.01 et seq.
Washington	Enacted 2017, effective January 2019 (premiums) and January 2020 (benefits); expanded 2021, effective 2021;Wash. Rev. Code §§ 50A.05 – 50A.50. expanded March 2022, effective June 9, 2022Wash. Rev. Code §§ 50A.05 – 50A.50.
Massachusetts	Enacted 2018, effective July 2019 (premiums) and January 2021 (benefits)Mass. Gen. Laws ch. 175m, §§ 2 – 11.
Connecticut	Enacted 2019, effective January 2021 (premiums) and January 2022 (benefits)Conn. Gen. Stat. §§ 31-49(e) – 31.49(u).
Oregon	Enacted 2019, effective January 2023 (premiums) and September 2023 (benefits); expanded in 2021 prior to implementation.Or. Rev. Stat. §§ 657B.005 – 657B.925.
Colorado	Enacted 2020, effective January 2023 (premiums) and January 2024 (benefits)Colo. Rev. Stat. §§ 8-13.3-501-524.
Maryland	Enacted 2022, effective July 2027(premiums) and July 2028 (benefits)MD. Code Ann., Lab. and Empl. §§ 8.3-101 – 8.3-906.
Delaware	Enacted 2022, effective January 2025 (premiums) and January 2026 (benefits)Del. Code Ann. Tit. 19 §§ 3701 – 3727.
Minnesota	Enacted 2023, effective January 2026 (premiums and benefits)Minn. Stat. §§ 268.B01 – 268B.30.
Maine	Enacted 2023, effective January 2025 (premiums) and May 2026 (benefits)Me. Stat. tit. 26, §§ 850-A –R.

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Reasons for Paid Leave

Location	Reasons for Paid Leave
California	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own disability (must be unable to perform regular or customary work), includes pregnancy As of January 1, 2021, qualifying exigency arising out of spouse, domestic partner, child or parent being on active duty (or having been notified of an impending call or order to active duty)16
New Jersey	Care for new child (birth, adoption, foster) Care for family member with serious health condition Care for own disability (must be continuously and totally unable to perform customary work), includes pregnancy Engaging in certain activities related to individual or family member being victim of domestic or sexual violenceN.J. Stat. Ann. §§ 43:21-27(g), (o); A. 3975, 218th Leg., Reg. Sess. (N.J. 2019).
Rhode Island	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own disability (must be unable to perform regular or customary work; partially unemployed workers may be able to claim benefits)28 R.I. Gen. Laws §§ 28-39-2, 28-41-5(d), 28-41-35(a).
New York	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Qualifying exigency arising out of spouse, domestic partner, child or parent being on active duty (or having been notified of an impending call or order to active duty) Care for own disability (must be unable to perform work)N.Y. Workers’ Comp. Law § 201(14) – (15) (as amended by S. 6406C).
District of Columbia	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition, explicitly including stillbirth and miscarriageD.C. Law 21- 264 §§ 101(12)- (17), 104(a)-(b); as amended by D.C. Act 24-159. Fiscal Year 2022 Budget Support Emergency Act of 2021. Subtitle G. Care for own pregnancy
Washington	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty)Wash. Rev. Code § 50A.05.010 (10).
Massachusetts	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty) Care for family member who is a covered servicememberMass. Gen. Laws ch. 175m, § 2(a)—(b).
Connecticut	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Serving as organ or bone marrow donor Qualifying exigency arising out of spouse, child or parent being on active duty (or having been notified of an impending call or order to active duty)Conn. Gen. Stat. § 31-51l.
Oregon	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Certain purposes arising out of employee or employee’s minor child/dependent experiencing domestic violence, harassment, sexual assault or stalkingOr. Rev. Stat. §§ 657B.010(18)(a), 657B.020; Or. Rev. Stat. § 659A.272. Effective in 2022, care for a child whose school or childcare provider has closed due to a public health emergencyOr. Rev. Stat. 657B.010.
Colorado	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty) Engaging in certain activities related to individual or family member being victim of domestic violence, stalking, sexual assault or abuseColo. Rev. Stat. 8-13.3-504(2); 8-13.3-503(16),(18).
Maryland	Bonding with new child (birth, adoption, foster, kinship care) Care for family member with serious health condition Care for own serious health condition Care for service individual who is next of kin Qualifying exigency arising out of deployment of service member who is a family memberMD. Code Ann., Lab. and Empl. § 8.3-302.
Delaware	Bonding with new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty)Del. Code Ann. Tit. 19 § 3702(a).
Minnesota	Bonding with a new child (birth, adoption, foster) Care for family member with serious health condition Care for own serious health condition Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty) Engaging in certain activities related to individual or family member being victim of domestic abuse, sexual assault, or stalkingMinn. Stat. § 268.B06, subd. 3.
Maine	Bonding with a new child (birth, adoption, foster) Care for family member with serious health conditions Care for own serious health conditions Qualifying exigency arising out of family member being on active duty (or having been notified of an impending call or order to active duty) Engaging in certain activities related to individual or family member being victim of violence, assault, sexual assault, or stalkingMe. Stat. tit. 26, §§ 850-A, 850-B.

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Definition of Family Member

Location	Definition of Family Member
California	Child, parent, spouse, domestic partner Amended in 2013 (effective 2014) to add grandparent, grandchild, sibling and parent of a spouse or domestic partnerCal. Unemp. Ins. Code § 3302(e)-(k). The California Family Rights Act (CFRA) which provides unpaid leave was amended in 2022 (effective 2023) to add a designated person (at the time the worker requests leave) who is related by blood or whose association with the employee is the equivalent of a family relationship. Amended in 2025 to add” designated person”, any care recipient related by blood or whose association with the individual is the equivalent of a family relationship.Cal. Unemp. Ins. Code §§ 3301 – 3303.
New Jersey	Child, parent, parent-in-law, spouse, domestic partner, civil union partner, sibling, grandparent, grandchild, any person related by blood, any person with whom employee has close association that is equivalent of a family relationshipN.J. Stat. Ann. § 43:21-27(n); A. 3975, 218th Leg., Reg. Sess. (N.J. 2019).
Rhode Island	Child, parent, parent-in-law, spouse, domestic partner, grandparent28 R.I. Gen. Laws § 28-41-35(a).
New York	Child, parent, spouse, domestic partner, grandparent, grandchild, and (effective January 2022) siblingN.Y. Workers’ Comp. Law § 201(16)-(17), (19)-(21) (as amended by S. 6406C and S. 2928).
District of Columbia	Child, parent, spouse, domestic partner, grandparent, siblingD.C. Law 21- 264 § 101(7).
Washington	Child, parent, spouse, domestic partner, grandchild, grandparent, sibling, any person who regularly resides in the employee’s home and has an expectation that the employee will care for them, any person whose relationship with the employee creates an expectation that the employee will care for the person and that person depends on the employee for careWash. Rev. Code § 50A.05.010 (11).
Massachusetts	Child, parent or parent of a spouse or domestic partner, spouse, domestic partner, grandchild, grandparent, siblingMass. Gen. Laws ch. 175m, §1.
Connecticut	Child, parent, spouse, grandparent, grandchild, sibling, individual related by blood or affinity whose close association the employee shows to be the equivalent of those family relationshipsConn. Gen. Stat. § 31-51kk.
Oregon	Child, parent or parent of a spouse or domestic partner, spouse, domestic partner, grandparent or grandparent’s spouse or domestic partner, grandchild or grandchild’s spouse or domestic partner, sibling or sibling’s spouse or domestic partner, individual related by blood or affinity whose close association with the employee is the equivalent of a family relationshipOr. Rev. Stat. 657B.010.
Colorado	Child, parent or parent of a spouse or domestic partner, spouse, domestic partner, grandparent, grandchild, sibling, individual with whom the covered individual has a significant personal bond that is or is like a family relationship, regardless of biological or legal relationshipColo. Rev. Stat. § 8-13.3- 503(11).
Maryland	Child, parent, parent-in-law, legal guardian or ward, spouse, domestic partner, legal guardian or ward of the covered individual’s spouse, grandparent, grandchild, siblingMD. Code Ann., Lab. and Empl. § 8.3-101(i).
Delaware	Child, parent (as defined under the FMLA), spouse (as defined under the FMLA)Del. Code Ann. Tit. 19 § 3701(11).
Minnesota	Child, spouse or domestic partner, parent or parent of a spouse or domestic partner, grandparent or spouse’s/domestic partner’s grandparent, sibling, grandchild, son- or daughter-in-law, individual with whom the covered individual has a relationship that creates an expectation and reliance that the applicant care for the individual, whether or not the applicant and the individual reside togetherMinn. Stat. § 268B.01(23).
Maine	Child, parent or parent of a spouse, spouse, domestic partner, grandparent or spouse’s grandparent, sibling, grandchild, designated individual with whom the covered individual has a significant personal bond that is or is like a family relationship, regardless of biological or legal relationshipMe. Stat. tit. 26, § 850-A(19).

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Maximum Length of Paid Leave

Location	Maximum Length of Paid Leave
California	Started at six weeks for family leave, increased to eight weeks in 2020Cal. Unemp. Ins. Code § 3301(c). 52 weeks for own disabilityCal. Unemp. Ins. Code § 2653.
New Jersey	Started at six weeks for family leave, increased to 12 weeks in 2020 26 weeks for own disabilityN.J. Stat. Ann. § 43:21-38; A. 3975, 218th Leg., Reg. Sess. (N.J. 2019).
Rhode Island	Started at four weeks for family leave; increased to five weeks in 2022, to six weeks in 2023, to seven weeks in 2025, and to eight weeks in 2026.28 R.I. Gen. Laws § 28-41- 35(d)(1); H.B. 6090, § 1, 2021-2022 Leg. Sess. (R.I. 2021) (enacted). 30 weeks for own disability; no more than 30 weeks total/year for combined own disability and family care28 R.I. Gen. Laws §§ 28-41-7, 28-41-35(e).
New York	For family leave, started at eight weeks in 2018, increased to 10 weeks in 2019 and to 12 weeks in 2021 26 weeks for own disabilityN.Y. Workers’ Comp. Law §§ 204(2)(A), 205(1)(A) (as amended by S. 6406C).
District of Columbia	Started at eight weeks for parental leave, six weeks for family care, six weeks for own serious health condition (increased from two weeks in 2021), and two weeks for prenatal leave (effective 2021);D.C. Law 21- 264 §§ 101(12)-(17), 104(d) (D.C. 2016) as amended by D.C. Act 24-159. Fiscal Year 2022 Budget Support Emergency Act of 2021. Subtitle G. increased to 12 weeks for parental, family care, and own serious health condition in 2022 (two weeks of prenatal leave remains the same).D.C. Law 21- 264 §§ 101(12)-(17), 104(d) as amended by D.C. Act 24-159. Fiscal Year 2022 Budget Support Emergency Act of 2021. Subtitle G.
Washington	12 weeks for family leave 12 weeks for own serious health condition (14 if employee experiences pregnancy-related serious health condition that results in incapacity); no more than 16 weeks total/year for combined own serious health condition and family leave (18 if employee experiences pregnancy-related serious health condition that results in incapacity).Wash. Rev. Code § 50A.15.020 (3)(a)-(3)(c). 1 week for bereavement leave starting from the death of an employee’s child if the employee would have qualified for medical leave or family leave for the new child but for the child’s death (effective 2022).Wash. Rev. Code § 50A.05.010 (10)(d).
Massachusetts	12 weeks for family leave 26 weeks for caring for a covered service member 20 weeks for own serious health condition No more than 26 weeks total/year for combined family and medical leaveMass. Gen. Laws ch. 175m, § 2(c)(1).
Connecticut	12 weeks (14 if employee experiences incapacitating serious health condition that occurs during pregnancy); if two spouses work for same employer, can only take 12 weeks combinedConn. Gen. Stat. § 31-49g.
Oregon	12 weeks (14 if employee experiences limitations related to pregnancy, childbirth or a related medical condition, including but not limited to lactation)Or. Rev. Stat. § 657B.020.
Colorado	12 weeks (16 if employee experiences a serious health condition related to complications of pregnancy or childbirth)Colo. Rev. Stat. § 8-13.3-505.
Maryland	12 weeks, with an additional 12 weeks if the covered individual is eligible for leave both to bond with a new child (birth, adoption, foster, kinship care) AND is eligible for leave to care for own serious health condition in the same year. Either event can come first.MD. Code Ann., Lab. and Empl. § 8.3-702(a)(1)-(2).
Delaware	12 weeks in a one-year period to care for a new child (if both parents work for the same employer, then they can only take up to 12 weeks combined) 6 weeks in a two-year period for all other kinds of leaveDel. Code Ann. Tit. 19 § 3703.
Minnesota	12 weeks for serious health condition 12 weeks for bonding, family leave, safe leave or caring for a covered servicemember No more than 20 weeks total/year for combined serious health condition and other purposesMinn. Stat. § 286B.04(5).
Maine	12 weeksMe. Stat. tit. 26, § 850-B(4).

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Minimum Increment of Leave Time for Which Benefits are Payable

Location	Minimum Increment of Leave Time for Which Benefits are Payable
California	Statute does not mention the minimum length of leave time, just benefits for intermittent leaveCal. Unemp. Ins. Code § 3303.
New Jersey	Statute does not mention the minimum length of leave time, just benefits for intermittent leaveN.J. Stat. Ann. § 43:21-39.
Rhode Island	No minimum increment of leave time; claimants must initially be out of work for at least seven consecutive days to be eligible for benefits11-000-002 R.I. Code R. §§ 16(G), 37(D).
New York	For family care, benefits can be paid in increments of one full day or one-fifth of the weekly benefitN.Y. Workers’ Comp. Law § 204(2)(A) (as amended by S. 6406C).
District of Columbia	Leave can be taken in one day incrementsD.C. Law 21- 264 § 101(9) (D.C. 2016).
Washington	Four consecutive hoursWash. Rev. Code § 50A.15.020 (2)(c).
Massachusetts	Statute does not mention the minimum length of leave time, just benefits for intermittent leaveMass. Gen. Laws ch. 175m, § 2(2)(A).
Connecticut	Statute does not mention the minimum length of leave time, just benefits for intermittent leaveConn. Gen. Stat. § 31-51(ll).
Oregon	Leave can be taken in increments equivalent to one workdayOr. Rev. Stat. § 657B.090(3), (4).
Colorado	One hourColo. Rev. Stat. § 8-13.3-505(3).
Maryland	Four hoursMD. Code Ann., Lab. and Empl. § 8.3-701(c)(1)(3).
Delaware	One day per weekDel. Code Ann. tit.19 § 3704(b).
Minnesota	One day per week; other than for bonding claims, qualifying event must last at least seven calendar days.Minn. Stat. § 286B.04(6)-(6)(a).
Maine	No less than one work day, unless a lesser increment is agreed to by the employee and the employer, except that the employee and employer may not agree to leave under this section to be taken in increments of less than one hour.Me. Stat. tit. 26, § 850-B(5).

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Employee Eligibility Requirements

Location	Employee Eligibility Requirements
California	Employee must have been paid $300 in wages during the base period.Cal. Unemp. Ins. Code § 2652; Employment Development Department, State of California. (n.d.). Am I Eligible for Paid Family Leave Benefits? Retrieved 13 March 2026, from http://www.edd.ca.gov/Disability/Am_I_Eligible_for_PFL_Benefits.htm
New Jersey	Employee must have had at least 20 calendar weeks of covered New Jersey employment, earned $310 or more each week, or must have been paid $15,500 or more in such employment during the base period.Department of Labor and Workforce Development, State of New Jersey. (n.d.) Temporary Disability Insurance. Retrieved 13 March 2026, from https://myleavebenefits.nj.gov/labor/myleavebenefits/worker/tdi/
Rhode Island	Employee must have been paid wages in Rhode Island and paid into the TDI/TCI fund and must have been paid at least $19,200 in the base period. Alternately, employees qualify if they earned at least $3,200 in a quarter of their base period, their total base period taxable wages were at least 150 percent of their highest quarter of earnings, and their taxable wages during their base period are $6,400 or more.Department of Labor and Training, State of Rhode Island. (n.d.) TDI / TCI For Employers. Retrieved 13 March 2026, from https://dlt.ri.gov/individuals/temporary-disability-caregiver-insurance/tdi-tci-employers
New York	For family care, employee must be currently employed by a covered employer and must have been employed by a covered employer for 26 or more consecutive weeks (or 175 days of employment for part-time employees) For own disability, employee must have been employed by a covered employer for four or more consecutive weeks (or 25 days of employment for part-time employees).N.Y. Workers’ Comp. Law § 203 (as amended by S. 6406C).
District of Columbia	Employee must spend more than 50 percent of work time in the District of Columbia for a covered employer or be based in the District of Columbia and regularly spend a substantial amount of work time for the covered employer in the District of Columbia and not more than 50 percent of work time for that covered employer in another jurisdiction; and must have been a covered employee for some or all of the 52 calendar weeks preceding the covered event. Self-employed individual must have earned self-employment income for work performed more than 50 percent of the time in the District of Columbia during some or all of the 52 calendar weeks preceding the covered event, and must have opted into the paid leave program.D.C. Law 21-264 §§ 101(3)-(4), (6).
Washington	Must have worked for at least 820 hours in four out of the five quarters prior to leave application.Wash. Rev. Code § 50A.15.010.
Massachusetts	Must meet the financial eligibility requirements of the state unemployment insurance law (currently, one must have earned at least $6,300 in the last four completed calendar quarters and at least 30 times the weekly unemployment benefit amount that person would be eligible to collect).Commonwealth of Massachusetts. (n.d.) Check eligibility for unemployment benefits. Retrieved 13 March 2026, from https://www.mass.gov/service-details/check-eligibility-for-unemployment-benefits
Connecticut	Must have earned at least $2,325 from one or more employers during the highest-earning quarter of the base period and have been employed by an employer in the previous 12 weeks.Connecticut Paid Leave. (n.d.). Coverage and Eligibility. Retrieved 12 March 2026 from Connecticut Paid Leave website: https://www.ctpaidleave.org/how-ct-paid-leave-works/ct-paid-leave-and-fmla?language=en_US
Oregon	During the base year or alternative base year, must have earned at least $1,000 in wages and paid into the Paid Family and Medical Leave Insurance Fund. Must also have worked at least 180 days for the employer at an average of at least 25 hours per week. As of 2022, this requirement is reduced to at least 30 days and 25 hours during a public health emergency, but there is no hours requirement for leave to take care of a new child.Or. Rev. Stat. § 657B.010(12); Or. Rev. Stat. Ann. § 659A.156.
Colorado	Must have earned at least $2,500 in wages subject to premiums during the base period.Colo. Rev. Stat. § 8-13.3- 503(3)(a).
Maryland	Must have worked at least 680 hours over the 12-month period immediately preceding the date on which leave is to begin.MD. Code Ann., Lab. and Empl. § 8.3-101(d).
Delaware	Must have been employed for at least 12 months by the employer the worker is requesting leave from and must have been employed for at least 1,250 hours of service with that employer during the previous 12-month period.Del. Code Ann. tit. 19 § 3701(3).
Minnesota	Must have earned at least 5.3 percent of the state’s average annual wage, rounded down to the next lower $100, during the base period.Minn. Stat. § 268B.04(2).
Maine	Must have earned at least six times the state average weekly wage during the 12-month period preceding the date on which leave begins.Me. Stat. tit. 26, § 850-A(9)(A).

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Discrimination Prohibited

Location	Employee Eligibility Requirements
California	No. Federal Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) protections may apply.
New Jersey	No. Federal FMLA and New Jersey Family Leave Act (NJ FLA) protections may apply.
Rhode Island	No. Federal FMLA and RI Parental and Family Medical Leave Act (PFMLA) protections may apply.
New York	YesN.Y. Workers’ Comp. Law § 120 (as amended by S. 6406C).
District of Columbia	YesD.C. Law 21-264 §§ 101(18), 110.
Washington	YesWA Wash. Rev. Code § 50A.40.010.
Massachusetts	YesMass. Gen. Laws ch. 175m, § 9.
Connecticut	YesConn. Gen. Stat. § 31-51(pp).
Oregon	YesOr. Rev. Stat. § 657B.060.
Colorado	YesColo. Rev. Stat. § 8-13.3-509(4).
Maryland	YesMD. Code Ann., Lab. and Empl. § 8.3-904.
Delaware	YesDel. Code Ann. tit. 19 § 3708(b).
Minnesota	YesMinn. Stat. Rev. § 268B.09(1).
Maine	YesMe. Stat. tit. 26, § 850-J(2).

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Method to Fund Insurance System

Location	Method to Fund Insurance System
California	Own disability and family care are funded by the employee only (currently at 1.3 percent of wages).Cal. Unemp. Ins. Code §§ 2901, 3300(g); Employment Development Department, State of California. (n.d.). Contribution Rates, Withholding Schedules, and Meals and Lodging Values. Retrieved 9 March 2026, from https://edd.ca.gov/en/Payroll_Taxes/Rates_and_Withholding
New Jersey	State’s temporary disability insurance program is financed jointly by employee and employer payroll contributions. The contribution rate for employers varies from 0.10 to 0.75 percent of the employee’s wages on the first $44,800 they make in 2026.Department of Labor and Workforce Development, State of New Jersey. (n.d.). Information for Employers. Retrieved 13 March 2026, from https://nj.gov/labor/myleavebenefits/employer/; Department of Labor and Workforce Development, State of New Jersey. (n.d.). Information for Workers: Family Leave Insurance. Retrieved 13 March 2026, from https://nj.gov/labor/myleavebenefits/worker/fli/index.shtml; Department of Labor and Workforce Development, State of New Jersey. (n.d.). Information for Workers: Temporary Disability Insurance. Retrieved 13 March 2026, from https://nj.gov/labor/myleavebenefits/worker/tdi/index.shtml Family care is funded entirely by the employee. For 2026, workers contribute 0.19% on the first $171,100 in covered wages earned during the calendar year.N.J. Stat. Ann. § 43:21-46(a)-(b); Department of Labor and Workforce Development, State of New Jersey. (n.d.). Information for Workers: Family Leave Insurance. Retrieved 13 March 2026, from https://nj.gov/labor/myleavebenefits/worker/fli/index.shtml
Rhode Island	Own disability and family care are funded by the employee only. The current withholding rate is 1.1 percent of worker’s first $100,000 in wages.28 R.I. Gen. Laws § 28-40-1; Department of Labor and Training, State of Rhode Island. (n.d.) TDI / TCI For Employers. Retrieved 13 March 2026, from https://dlt.ri.gov/individuals/temporary-disability-caregiver-insurance/tdi-tci-employers
New York	Own disability can be funded jointly by employee and employer payroll contributions. Each worker contributes one half of 1 percent of the worker’s wages, up to 60 cents per week.N.Y. Workers’ Comp. Law § 209(3); Workers Compensation Board, New York State. (n.d.). Disability Benefits. Retrieved 13 March 2026, from http://www.wcb.ny.gov/content/main/DisabilityBenefits/employee-disability-benefits.jsp Family care is funded by the employee only. The current rate is 0.388 percent of the worker’s wages, up to $354.53 per year.N.Y. Workers’ Comp. Law § 209(3); Paid Family Leave, New York State. (n.d.). Paid Family Leave Information for Employers. Retrieved 13 March 2026, from https://paidfamilyleave.ny.gov/cost
District of Columbia	Funded by employer only. The current rate is 0.75 percent of wages or of annual self-employment income.D.C. Law 21-264 § 103(a); D.C. Office of the Chief Financial Officer. (2025, October 3). 2026 UL0 Universal Paid Leave. Retrieved 13 March 2026, from https://cfo.dc.gov/publication/2026-ul0-universal-paid-leave
Washington	Funded jointly by employee and employer payroll contributions. The total premium rate is 1.13 percent of the worker’s wages up to the Social Security cap ($184,500 in 2026); employers with fifty of more employees can deduct from the wages of each employee 71.43 % of the full amount of the premium for family leave and 45 percent of the premium for medical leave. The employer must pay 28.57%. For each year following implementation, the premium rate is adjusted annually based on the solvency of the fund while limiting premium rates.WA Wash. Rev. Code § 50A.10.030; Washington Paid Family & Medical Leave. (n.d.) Premiums Estimator. Retrieved 13 March 2026, from https://paidleave.wa.gov/estimate-your-paid-leave-payments/; Social Security Administration. (n.d.). Contribution and Benefit Base. Retrieved 13 March 2026, from the Social Security Administration website: https://www.ssa.gov/oact/cola/cbb.html Employers with fewer than 50 employees are not required to pay their portion; if they do pay, they are eligible for state assistance. Employers with 150 or fewer employees are also eligible for state assistance with premiums.Washington: Paid Family & Medical Leave. (n.d.). Employers: Learn about your role in Paid Family and Medical Leave. Retrieved 3 March 2026, from https://paidleave.wa.gov/employers/
Massachusetts	Funded jointly by employee and employer payroll contributions. The total premium rate is 0.88 percent of an employee’s wages; employers can deduct from the employee’s wages the full amount of the premium for family leave and 40 percent of the premium for medical leave. Employers with fewer than 25 employees are not required to pay their portion and must remit 0.46% of eligible wages.Massachusetts Department of Family and Medical Leave. (2025, October 1). Paid Family and Medical Leave employer contribution rates and calculator: 2024. Retrieved 13 March 2026, from https://www.mass.gov/info-details/paid-family-and-medical-leave-employer-contribution-rates-and-calculator
Connecticut	Funded by employee payroll contributions only. The total premium rate is 0.5 percent of the worker’s wages up to the FICA Old-Age, Survivors, and Disability Insurance cap ($184,500 in 2026).Connecticut Paid Leave Authority. (n.d.) Contributions. Retrieved 13 March 2026, from https://www.ctpaidleave.org/how-ct-paid-leave-works/contributions; Social Security Administration. (n.d.). Contribution and Benefit Base. Retrieved 11 March 2026, from the Social Security Administration website: https://www.ssa.gov/oact/cola/cbb.html The contribution rate shall be set by the Paid Family and Medical Leave Insurance Authority but shall not exceed 0.5 percent.Conn. Gen. Stat. § 31-49g(b)(1).
Oregon	Funded jointly by employee and employer payroll contributions. Total contribution rate shall not exceed 1 percent of the worker’s wages up to the FICA Old-Age, Survivors, and Disability Insurance cap ($184,500 in 2026); employee pays 60 percent of this total rate and employer pays 40 percent. The premium rate for 2026 is 1 percent, and is adjusted annually based on the fund’s expenditures. Employers with fewer than 25 employees are not required to pay their portion; if they do pay, they are eligible for state assistance.Or. Rev. Stat. § 657B.150; Paid Leave Oregon. (n.d.) All common questions: General questions. Retrieved 13 March 2026, from https://paidleave.oregon.gov/resources/common-questions.html; Contribution and Benefit Base. Retrieved 13 March 2026, from the Social Security Administration website: https://www.ssa.gov/oact/cola/cbb.html
Colorado	Funded jointly by employee and employer payroll contributions. For the program’s first two years, the total premium rate is 0.9 percent of an employee’s wages. Employers can deduct 50 percent of the premium from the employee’s wages. For each following year, the premium rate is adjusted based on the fund’s expenditures, not to exceed 1.2 percent. Employers with fewer than 10 employees are not required to pay their portion.Colo. Rev. Stat. § 8-13.3-507.
Maryland	Funded jointly by employees, employers with 15 or more employees, and self-employed individuals participating in the program Once a year, beginning in 2026, the Secretary of Labor will conduct an analysis to determine the cost-sharing formula between employers and employees.MD. Code Ann., Lab. and Empl. § 8.3-601.
Delaware	Funded jointly by employee and employer payroll contributions. For the program’s first two years, the total premium rate is 0.8 percent of an employee’s wages. Employers can deduct 50 percent of the premium from the employee’s wages. For each following year, the premium rate is adjusted based on the fund’s expenditures, not to exceed 1 percent.Del. Code Ann. tit. 19 § 3705.
Minnesota	Funded jointly by employee and employer payroll contributions; employers can deduct up to 50 percent of the premium from the employee’s wages. For the first year, the total premium rate for is 0.7 percent (0.4 percent for an employer with an approved private plan for the family benefit and 0.3 percent for an employer with an approved private plan for the medical benefit) up to the FICA Old-Age, Survivors, and Disability Insurance cap ($184,500 in 2026). For each following year, the premium rate is adjusted based on the fund’s expenditures, not to exceed 1.1 percent.Minn. Stat. § 268B.14.
Maine	Funded jointly by employee and employer payroll contributions; employer can deduct up to 50 percent of the premium from the employee’s wages. The premium may not be more than 1.0 percent up to the FICA Old-Age, Survivors, and Disability Insurance cap ($184,500 in 2026). Starting in 2028, the premium rate is adjusted to maintain fund solvency.Me. Stat. tit. 26, § 850-F. Self-employed individuals who elect coverage pay up to 50 percent of the premium otherwise required.Me. Stat. tit. 26, § 850-F(10). Employers with fewer than 15 employees pay 50 percent of the premium otherwise required, but may still deduct up to 50 percent of the total premium from the employee’s wages.Me. Stat. tit. 26, § 850-F(5)(B).

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Size of Employer Covered

Location	Size of Employer Covered
California	All private sector employers are covered; self-employed individuals can opt in; only some public employees are covered.Cal. Unemp. Ins. Code §§ 135, 675, 2606, 3302.
New Jersey	Private and public sector employers covered by the New Jersey Unemployment Compensation Law must provide paid leave for family care and temporary disability, with some exceptions for government employers.N.J. Stat. Ann. § 43:21-27(a)(1)-(2).
Rhode Island	All private sector employers are covered. Only some public employees are covered.28 R.I. Gen. Laws §§ 28-39-2(11)-3.3.
New York	Most private sector employers are covered. Self-employed individuals can opt in. Certain public employers (other than the state government) can opt in to family care or own disability; the state government, certain public employers, and public employees represented by an employee organization can only opt in to family care.N.Y. Workers’ Comp. Law §§ 201(4), 212(2), (4)(B), 212-A, 212-B (as amended by S. 6406C).
District of Columbia	Private sector employers covered by the D.C. Unemployment Compensation Act are covered. Self-employed individuals can opt in. Employees of the D.C. city government and the United States government, or of any employer the District is not authorized to tax under federal law or treaty, are not covered.D.C. Law 21- 264 § 101(4).
Washington	All employers are covered.Wash. Rev. Code § 50A.15.010. Self-employed individuals and independent contractors can opt in.Wash. Rev. Code § 50A.15.010.(1).
Massachusetts	Private sector employers and the state government are covered. Self-employed individuals and local governments can opt in (though some self-employed individuals may be automatically covered).Mass. Gen. Laws ch. 175m, § 1; Mass. Gen. Laws ch. 175m, § 6.
Connecticut	All private sector employers are covered. Self-employed individuals and state or local collective bargaining units can opt in.Conn. Gen. Stat. § 31-49e(4).
Oregon	All employers are covered. Self-employed individuals and independent contractors can opt in.Or. Rev. Stat. § 657B.010(9).
Colorado	Private sector employers and the state government are covered. Local government employers can opt out. Self-employed individuals and independent contractors can opt in.Colo. Rev. Stat. §§ 8-13.3-503(8); 8-13.3-507(4).
Maryland	All employers are covered. Self-employed individuals can opt in.MD. Code Ann., Lab. and Empl. § 8.3-101.
Delaware	Employers with 10 to 24 employees during previous 12 months covered only for parental leave. Employers with 25 or more employees during previous 12 months covered for all forms of leave. Any business closed in its entirety for 30 consecutive days or more per year is not covered.Del. Code Ann. tit. 19 § 3701(7).
Minnesota	All employers are covered. Self-employed individuals can opt in.Minn. Stat. § 268B.01(15).
Maine	All employers are covered. Self-employed individuals can opt in.Me. Stat. tit. 26, § 850-A(9).

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Benefit Amount

Location	Benefit Amount
California	As of January 1, 2025, for workers whose quarterly earnings are at least $722.50 but 70 percent or less of the state average quarterly wage, the weekly benefit will be 90 percent of the workers’ weekly wage; for workers whose quarterly earnings are more than 70 percent of the state weekly wage, the weekly benefit rate will be 63 percent of the state average weekly wage OR 70 percent of the worker’s weekly wage, whichever is greater. Workers with quarterly earnings less than $722.50 will receive a weekly benefit of $50.Cal. Unemp. Ins. Code § 3301.5. The maximum weekly benefit is $1,765 in 2025 (maximum adjusted annually based on statewide average weekly wage). As of 2025, the average weekly benefit in the state for family care was $1,151 and the average for own disability was $1,054.Employment Development Department, State of California. (n.d.). Quick Statistics. Retrieved 16 March 2026, from https://edd.ca.gov/en/about_edd/Quick_Statistics Note: The San Francisco Board of Supervisors passed an ordinance requiring covered employers to provide supplemental compensation to covered employees taking leave to care for a new child for up to six weeks such that the combined weekly benefit equals 100 percent of the employee’s weekly wage. This requirement applies to employers with 20 or more.San Francisco, Cal. Ordinance 160065
New Jersey	The weekly benefit rate is 85 percent of a worker’s AWW, with a maximum benefit equivalent to 70 percent of the statewide AWW.N.J. Stat. Ann. § 43:21-40. The average weekly benefit in 2024 was $911 for family care and $820 for own disability.Division of Temporary Disability and Family Leave Insurance, State of New Jersey. (n.d.). Annual Report for 2024: Family Leave Insurance and Temporary Disability Insurance Programs. Retrieved 16 March 2026, from https://nj.gov/labor/myleavebenefits/assets/pdfs/Annual%20FLI%20TDI%20Report%20for%202024.pdf
Rhode Island	The average weekly benefit rate is 4.62 percent of wages paid during the highest quarter of worker’s base period, up to $1,103 per week for claims effective January 1, 2026 or later (maximum adjusted annually based on statewide average weekly wage).Department of Labor and Training, State of Rhode Island. (n.d.). 2026 UI AND TDI Quick Reference. Retrieved 17 March 2026, from https://share.google/MgiwKD9or9BlUL1jM In 2024, the average weekly benefit was $719 for family care and the average for all claims was $666.Department of Labor and Training, State of Rhode Island. (n.d.). Monthly TDI/TCI Summary (Annual 2025). Retrieved 16 March 2026, from https://dlt.ri.gov/labor-market-information/data-center/unemployment-insurance-ui-temporary-disability-insurance-tdi
New York	For family care, in 2019, the weekly benefit rate is 55 percent of a worker’s average weekly wage (AWW), not to exceed 55 percent of the state AWW; benefit amounts increase in 2020 to 60 percent of the worker’s weekly wage up to 60 percent of the state AWW; and in 2021 and beyond, to 67 percent of the worker’s weekly wage up to 67 percent of the state AWW (increases subject to delay) For own disability, the weekly benefit rate is 50 percent of the employee’s weekly wage, with a maximum benefit of $170; however, if the employee earns less than $20 per week, the benefit will be their full AWW.N.Y. Workers’ Comp. Law §§ 204(2)(A), (B) (as amended by S. 6406C).
District of Columbia	For workers paid wages less than or equal to 150 percent of the D.C. minimum wage multiplied by 40, the weekly benefit rate is 90 percent of the worker’s average weekly wage (AWW) rate. For workers paid more than 150 percent of the D.C. minimum wage multiplied by 40, the weekly benefit rate is 90 percent of 150 percent of the D.C. minimum wage multiplied by 40 plus 50 percent of the amount by which the worker’s AWW exceeds 150 percent of the D.C. minimum wage multiplied by 40, up to a maximum of $1,153 per week (maximum is increased annually to account for inflation).D.C. Law 21- 264 § 104(g); D.C. Paid Family Leave. (n.d.) Paid Family Leave: Information for Workers. Retrieved 16 March 2026, from https://dcpaidfamilyleave.dc.gov/workers/
Washington	For workers paid 50 percent or less of the statewide average weekly wage (AWW), the weekly benefit rate is 90 percent of the worker’s AWW. For workers paid more than 50 percent of the statewide AWW, the weekly benefit rate is 90 percent of the employee’s AWW up to 50 percent of the statewide AWW, plus 50 percent of the employee’s AWW that is more than 50 percent of the statewide AWW. The maximum weekly benefit is adjusted annually to an amount equaling 90 percent of the state AWW.Wash. Rev. Code § 50A.15.020 (2); Washington Paid Family & Medical Leave. (n.d.) Find out how Paid Leave works. Retrieved 16 March 2026, from https://paidleave.wa.gov/find-out-how-paid-leave-works/147 In 2025, the average weekly benefit was $1,073.Washington Employment Security Department. (n.d.). Paid Family and Medical Leave claims data. Retrieved 16 March 2026, from https://esd.wa.gov/labormarketinfo/paidleave/claims-data
Massachusetts	For workers paid 50 percent or less of the statewide average weekly wage (AWW), the weekly benefit rate is 80 percent of the worker’s AWW. For workers paid more than 50 percent of the statewide AWW, the weekly benefit rate is 80 percent of the employee’s AWW up to 50 percent of the statewide AWW, plus 50 percent of the employee’s AWW that is more than 50 percent of the statewide AWW. In 2026, the maximum weekly benefit is $1,230.39, and is adjusted annually to an amount equaling 64 percent of the state AWW.Mass. Gen. Laws ch. 175m, §3); Massachusetts Department of Family and Medical Leave. (n.d.) Paid Family and Medical Leave (PFML) overview and benefits. Retrieved 16 March 2026, from https://www.mass.gov/info-details/paid-family-and-medical-leave-pfml-overview-and-benefits#how-much-will-i-get-paid
Connecticut	For workers paid wages less than or equal to the Connecticut minimum wage multiplied by 40, the weekly benefit rate is 95 percent of the worker’s average weekly wage (AWW) rate. For workers paid more than the Connecticut minimum wage multiplied by 40, the weekly benefit rate is 95 percent of the Connecticut minimum wage multiplied by 40 plus 60 percent of the amount by which the worker’s AWW exceeds the Connecticut minimum wage multiplied by 40, up to a maximum of 60 times the Connecticut minimum wage.Conn. Gen. Stat. § 31-49g(2).
Oregon	For workers paid 65 percent or less of the statewide average weekly wage (AWW), the weekly benefit rate is 100 percent of the worker’s AWW. For workers paid more than 65 percent of the statewide AWW, the weekly benefit rate is 65 percent of the statewide AWW plus 50 percent of the employee’s wages above that amount. The maximum weekly benefit is 120 percent of the statewide AWW, and the minimum weekly benefit is 5 percent of the statewide AWW. In 2025, the maximum weekly benefit is $1,636.56.Or. Rev. Stat. § 657B.050; The Oregon Employment Department. (3 June 2025). Minimum and Maximum Weekly Benefit Amounts to Increase for New Unemployment Insurance and Paid Leave Oregon Claims. Retrieved 17 March 2026, from https://www.oregon.gov/employ/NewsAndMedia/Documents/2025-06-03-Minimum-Maximum-Weekly-Benefit-Amounts.pdf
Colorado	The weekly benefit rate is 90 percent of the individual’s average weekly wages (AWW) that are at or below 50 percent of the statewide AWW, plus 50 percent of the individual’s AWW that are above 50 percent of the statewide AWW. The maximum weekly benefit is $1,100 in the program’s first year and will be adjusted annually to an amount equaling 90 percent of the state AWW. As of March 2026, the maximum weekly benefit was $1,381.45Colo. Rev. Stat. § 8-13.3.506; Colorado Family and Medical Leave Insurance Program. (n.d.). Premium and Benefits Calculator. Retrieved 16 March 2026 from Colorado Family and Medical Leave Insurance Program website: https://famli.colorado.gov/individuals-and-families/how-famli-works/premium-and-benefits-calculator
Maryland	For workers paid 65 percent or less of the state’s average weekly wage (AWW), the weekly benefit rate is 90 percent of the worker’s AWW. If the worker’s AWW is greater than 65 percent of the state AWW, then the weekly benefit rate is 90 percent of the worker’s AWW up to 65 percent of the state AWW plus 50 percent of the worker’s AWW that is greater than 65 percent of the state AWW.MD. Code Ann., Lab. and Empl. § 8.3-703. The maximum weekly benefit will be $1,000 for the 12-month period beginning January 1, 2028 and will be adjusted annually based on the product of the maximum weekly benefit amount in the immediately preceding 12-month period and the annual percentage growth in the Consumer Price Index for the D.C. area in the immediately preceding 12-month period.MD. Code Ann., Lab. and Empl. § 8.3-703(b)(3)-(4).
Delaware	The weekly benefit is 80 percent of the worker’s average weekly wages (AWW), rounded up to the nearest even $1 increment, during preceding 12 months. Maximum weekly benefit is $900 in 2026 and 2027. For each year after 2027, the maximum weekly benefit will increase in proportion to the Consumer Price Index for the Philadelphia area. The maximum amount, as determined using the Consumer Price Index, must be rounded to the nearest even $5 increment.Del. Code Ann. tit. 19 § 3704(a).
Minnesota	For workers paid 50 percent or less than the state average weekly wage (AWW), the weekly benefit is 90 percent of the worker’s AWW. For workers paid more, the weekly benefit is the sum of 90 percent of the worker’s AWW up to 50 percent of the state AWW, plus 66 percent of wages that exceed 50 percent but not 100 percent of the state’s AWW, plus 55 percent of wages that exceed the state’s AWW, with a maximum benefit of the state’s AWW. In 2026, the maximum weekly benefit is $1,423.Minn. Stat. § 268B.04(3); Minnesota Paid Leave. (n.d.). Estimate your payments. Retrieved 16 March 2026 from the Minnesota Department of Employment and Economic Development website: https://pl.mn.gov/resources/calculators/estimate-your-payments
Maine	For workers paid 50 percent or less than the state average weekly wage (AWW), the weekly benefit is 90 percent of the worker’s AWW. For workers paid more, the weekly benefit is the sum of 90 percent of the worker’s AWW up to 50 percent of the state AWW, plus 66 percent of wages up to the maximum weekly benefit, with a maximum benefit of the state’s AWW. The maximum weekly benefit will be adjusted annually in order to maintain the solvency of the fund. In 2026, the maximum weekly benefit is $1,199.Me. Stat. tit. 26, § 850-C); Maine Department of Labor. (n.d.) Estimated PFML Premium and Benefit Amounts Based on Earnings Base Period. Retrieved 11 March 2026 from the Maine Department of Labor website: https://www.maine.gov/paidleave/docs/2025/employeeresources/pfmlpremiumandbenefitchart.pdf

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Job Protection While on Leave

Location	Job Protection While on Leave
California	California’s Paid Family Leave does not provide job protection. However, the California Family Rights Act (CFRA) requires employers, upon granting leave request, to guarantee eligible employees’ employment in the same or a comparable position after leave.Cal. Civ. Rights Code § 12945.2; Cal. Code of Regs., tit. 2 § 11035.
New Jersey	Employees who use temporary disability benefits or family temporary disability leave benefits have the right to be restored, upon return from leave, to their previous position or to a position of like seniority, status, employment benefits, pay, and other terms and conditions of employment.N.J. Stat. Ann. § 43:21-55.2; Act of January 16, 2026, P.L.2025, c.279; The New Jersey Family Leave Act, which provides eligible employees with unpaid, job protected leave, was amended to lower the employer threshold. The law applies beginning July 17, 2026, until July 16, 2027, to employers with 15 or more employees; beginning July 17, 2027, until July 16, 2028, to employers with 10 or more employees; after July 17, 2028, to employers with five or more employees.159
Rhode Island	Employees who take family care leave have the right to be restored, upon return from leave, to their previous position or to a position with equivalent seniority, status, employment benefits, pay.28 R.I. Gen. Laws § 28-41-35(f). The law does not provide job protection for employees taking leave for their own health condition. However, the Rhode Island Parental and Family Medical Leave Act provides eligible employees with the right their previous position or to a position with equivalent seniority, status, employment benefits, pay, and other terms and conditions of employment.28 R.I. Gen. Laws § 28-48-3(a).
New York	Employees who take leave for family care have the right to be restored, upon return from leave, to their previous position or to a position with comparable employment benefits, pay and other terms and conditions of employment.N.Y. Workers’ Comp. Law § 203-b (as amended by S. 6406C). The state’s Disability Benefits Law does not include job protection for employees taking leave for their own medical conditions. Employees may be covered under the federal FMLA.
District of Columbia	DC Paid Family Leave does not provide job protection. However, eligible employees under DC Family and Medical Leave Act have the right to be restored, upon return from leave, to their previous position or to an equivalent position with equivalent employment benefits, pay, seniority, and other terms and conditions of employment.D.C. Law § 32–505(d).
Washington	Employees who have worked for an employer at least 180 days before taking leave have the right to be restored, upon return from leave, to their previous position or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. This applies only to employees who work for employers with 25 or more employees beginning January 1, 2026, until December 31, 2026; 15 or more employees beginning January 1, 2027, until December 31, 2027; and eight or more employees after January 1, 2028.Wash. Rev. Code § 50A.35.010.
Massachusetts	Employees have the right to be restored, upon return from leave, to their previous position or to an equivalent position with the same status, pay, employment benefits, length-of-service credit and seniority as of the date of leave. However, employers are not required to restore an employee who has taken leave where employees with equal length of service credit and status in the same or equivalent positions have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of leave.Mass. Gen. Laws ch. 175m, § 2(e).
Connecticut	Employees have the right to be restored, upon return from leave, to their previous position. If the position no longer exists, they have a right to be restored to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. If the employee is medically unable to perform the employee’s original job after leave, they have a right to be transferred to work suitable to their physical condition if such work is available.Conn. Gen. Stat. § 31-51nn(a).
Oregon	Employees who work for an employer with 25 or more employees have the right to be restored, upon return from leave, to their previous position. If that position no longer exists, employees have the right to be restored to any available equivalent position with equivalent employment benefits, pay and other terms and conditions of employment.Or. Rev. Stat. § 657B.060(1)(a). For employees who work for an employer fewer than 25 employees, if the position no longer exists, an employer may, at the employer’s discretion based on business necessity, restore the employee to a different position with similar job duties and with the same employment benefits and pay.Or. Rev. Stat. § 657B.060(b).
Colorado	Employees who have worked for their employer for at least 180 days prior to the taking leave have the right to be restored, upon return from leave, to their position or a position with equivalent employment benefits, pay and other terms and conditions of employment.Colo. Rev. Stat. § 8-13.3-509.
Maryland	Employers must restore employees to an equivalent position of employment. However, an employer may refuse job restoration if it is necessary to prevent substantial and grievous economic injury to the operations of employer, the employer notifies the employee of this, and, if already on leave, the employee elects not to return to employment after receiving this notice.MD. Code Ann., Lab. and Empl. § 8.3-706(c)(2)(i)-(iii).
Delaware	Employees have the right to be restored, upon return from leave, to their previous position or a position with equivalent seniority, status, employment benefits, pay, and other terms and conditions of employment.Del. Code Ann. Tit. 19 § 3707(a).
Minnesota	Employees who have been employed for 90 days have the right to be restored, upon return from leave, to their previous position or a position with equivalent benefits, pay, and other terms and conditions of employment.Minn. Stat. § 268B.09(6)(a),(h).
Maine	Employees who have been employed for at least 120 days before leave was taken have the right to be restored, upon return from leave, to their position or a position with equivalent employment benefits, pay and other terms and conditions of employment.Me. Stat. tit. 26, § 850-J(1).

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Waiting Period

Location	Waiting Period
California	None for family care (effective 2018); seven days for own disability.Cal. Unemp. Ins. Code §§ 2627(b), 3303(b)-1 (as amended by A.B. 908).
New Jersey	None (effective July 1, 2019); seven days for own disability.N.J. Stat. Ann. § 43:21-38(b).
Rhode Island	None (effective July 1, 2012); seven days for own disability.11-000-002 R.I. Code R. §§ 16(G), 37(D); Rhode Island Department of Labor & Training. (n.d.). Temporary Disability Insurance (TDI) & Temporary Caregiver Insurance (TCI) FAQs. Retrieved 16 March 2026, from https://dlt.ri.gov/individuals/temporary-disability-caregiver-insurance/claimants/tditci-frequently-asked-questions176
New York	None for family care; seven days for own disability.N.Y. Workers’ Comp. Law § 204(1) (as amended by S. 6406C).
District of Columbia	None (effective 2022)D.C. Law 21- 264 § 104(b).
Washington	Seven days for family care and own serious health conditionWash. Rev. Code § 50A.15.020(a).
Massachusetts	Seven calendar days; waiting period is not required for family leave taken immediately after a period of medical leave for pregnancy or childbirth recovery.Mass. Gen. Laws ch. 175m, § 2(2)(c)(1).
Connecticut	None
Oregon	None
Colorado	None. Benefits are not payable until an employee has taken at least eight hours of leave.Colo. Rev. Stat. § 8-13.3-505(3).
Maryland	None
Delaware	None
Minnesota	None
Maine	Seven days for medical leaveMe. Stat. tit. 26, § 850-C(1).

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Back to Paid Leave

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