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🇺🇸2026 PFML model

Paid Leave by State

Compare mandatory PFML weekly maxima, family weeks, payroll premiums, and paid sick leave mandates—plus head-to-head state comparisons and profiles for all 50 states and DC.

By Sammy S. · Founder · AuthorUpdated for 2026

13

Active PFML programs

$1,765

Highest weekly (California)

22

Sick / any-reason mandates

51

States + DC

View rankingsCompare states

Active PFML programs

13

2026 mandatory benefits

Highest weekly max

$1,765

California

Paid sick / any-reason mandates

22

Statewide private-employer rules

What this paid leave by state guide covers

State paid family and medical leave (PFML) insurance programs replace part of wages during bonding, family care, or a serious health condition. Separate statutes may require paid sick leave or paid leave for any reason. Federal FMLA provides unpaid, job-protected leave for eligible workers—it does not pay wages. This guide compares PFML weekly maxima, weeks, payroll premiums, and sick-leave mandates across all 50 states and DC.

PFML insurance

Mandatory payroll-funded programs (where active) with published weekly caps, family/medical weeks, and premium splits.

Paid sick / any-reason leave

Employer accrual mandates that may cover short illnesses or broader personal time—not the same as PFML bonding benefits.

Unpaid FMLA

Federal job protection without a cash benefit. State PFML or employer PTO may run alongside FMLA subject to coordination rules.

Head-to-head

Compare paid leave between two states

PFML weekly maximum, family weeks, employee premium rates, and paid sick leave requirements.

Compare any two states

PFML weekly max, weeks, premiums, and paid sick leave mandates.

California vs TexasNew York vs FloridaWashington vs OregonMassachusetts vs New HampshireNew Jersey vs PennsylvaniaColorado vs Utah

Active PFML

Paid family leave by state — active programs

Ranked by modeled maximum weekly benefit. Employee premium % is the worker's share of mandatory PFML payroll contributions before wage-base caps.

#1California$1,765
8 family wks · 1.3% employee
#2Washington$1,647
12 family wks · 0.81% employee
#3Oregon$1,636
12 family wks · 0.6% employee
#4Minnesota$1,423
12 family wks · 0.44% employee
#5Colorado$1,381
12 family wks · 0.44% employee
#6Massachusetts$1,230
12 family wks · 0.46% employee
#7New York$1,229
12 family wks · 0.43% employee
#8Maine$1,199
12 family wks · 0.5% employee
#9District of Columbia$1,190
12 family wks · no employee premium
#10New Jersey$1,119
12 family wks · 0.23% employee
#11Rhode Island$1,103
8 family wks · 1.3% employee
#12Connecticut$1,016
12 family wks · 0.5% employee
#14Delaware$900
12 family wks · 0.4% employee

Other PFML and sick-leave categories

Statewide paid sick or any-reason leave

New Jersey · Paid sick leaveIllinois · Paid leave for any reasonConnecticut · Paid sick leaveVermont · Paid sick leaveNebraska · Paid sick leaveNew York · Paid sick leaveMichigan · Paid sick leaveRhode Island · Paid sick leaveMassachusetts · Paid sick leaveMinnesota · Paid sick leaveMaine · Paid leave for any reasonAlaska · Paid sick leaveMaryland · Paid sick leaveOregon · Paid sick leaveVirginia · Paid sick leaveWashington · Paid sick leaveCalifornia · Paid sick leaveNew Mexico · Paid sick leaveDistrict of Columbia · Paid sick leaveNevada · Paid leave for any reasonColorado · Paid sick leaveArizona · Paid sick leave

Key takeaways — paid leave by state 2026

  • 13 jurisdictions currently model active mandatory PFML benefits in 2026; 1 enacted program is still pending benefits (Maryland).
  • Highest modeled weekly maximum among active programs: $1,765 in California.
  • Longest modeled family/bonding weeks among active programs: 12 in Washington.
  • 22 states/DC have a statewide paid sick or any-reason leave mandate (3 any-reason).
  • 10 states authorize voluntary PFML insurance without a mandatory payroll program.
  • There is no universal federal paid family leave paycheck for private-sector workers—FMLA is unpaid job protection.
Jump to rankings →Compare two states →

Highest PFML weekly maxima (2026)

Top active programs by modeled maximum weekly benefit. Caps apply only to qualifying claims at or near the published maximum.

#1

California

$1,765

8 family weeks

#2

Washington

$1,647

12 family weeks

#3

Oregon

$1,636

12 family weeks

#4

Minnesota

$1,423

12 family weeks

#5

Colorado

$1,381

12 family weeks

How to read this page

Paid leave by state in 2026: what differs

Paid leave policy in the United States is a patchwork. Some states run payroll-funded paid family and medical leave (PFML) insurance that replaces a share of wages for bonding, family caregiving, or a serious health condition. Others rely on employer PTO, voluntary insurance products, or unpaid federal FMLA alone.

This hub ranks active PFML programs by weekly maximum, shows family weeks and employee premium rates, and flags statewide paid sick leave or any-reason leave mandates. Use it to compare offers, plan a move, or brief HR—then confirm claim rules with the state agency.

As of this 2026 snapshot, 13 jurisdictions pay mandatory PFML benefits, led on weekly maximum by California at $1,765. Sick-leave mandates cover 22 jurisdictions and are separate from PFML week counts.

How to read PFML weekly maxima and premiums

The weekly maximum is an upper bound for a qualifying claim—not what every worker receives. Benefits usually scale with recent wages and stop at the published cap. Replacement rates in this guide are typical planning midpoints when statutes use brackets.

Employee premium % is the worker’s share of the mandatory PFML payroll tax before Social Security wage-base caps. Employer-funded programs (for example DC) show 0% employee share. Shared programs split the total rate; small employers are often exempt from the employer portion.

Family weeks count bonding/care allotments. Medical weeks may live in the same PFML statute or in a parallel disability program (SDI/TDI). Combined caps matter when someone uses both family and medical leave in one year.

FMLA vs state paid leave vs sick leave

Federal FMLA can provide up to 12 weeks of unpaid, job-protected leave for eligible employees of covered employers. It does not replace wages. State PFML can pay partial wages during overlapping reasons, subject to waiting periods and coordination with employer PTO.

Paid sick leave mandates require employers to accrue short-term leave for illness, preventive care, or safe leave. Illinois, Maine, and Nevada model broader “any reason” leave. These banks are not a substitute for multi-week PFML bonding benefits.

When comparing states, score three layers separately: (1) PFML cash benefits, (2) sick/any-reason mandates, and (3) unpaid job protection. A high weekly PFML max with no sick-leave mandate is a different package than a sick-leave state with no PFML.

Who pays for paid family leave?

Funding models vary. Employee-funded programs (often CA, NY, NJ, CT, RI) withhold a payroll percentage from wages. Shared models (WA, OR, CO, MA, MN, ME, DE) split premiums. DC’s Universal Paid Leave is employer-funded in this guide.

Among active programs, lower employee premium rates can still pair with high weekly maxima—or the reverse. District of Columbia models about 0% employee share in this table; always check wage-base caps and small-employer rules.

Voluntary-only states let insurers sell PFML products without a statewide mandate. Coverage exists only if an employer (or sometimes an employee) buys a policy.

Who this paid leave hub helps

Useful if…

  • •Candidates comparing relocation offers between a PFML state and a non-PFML state.
  • •Parents estimating bonding leave wage replacement and payroll deductions.
  • •HR and founders mapping multi-state compliance for sick leave vs PFML.
  • •Researchers needing a dated ranking of weekly maxima and mandates.

Use official tools if…

  • •You need an official claim determination, waiting-period calculation, or private-plan approval.
  • •Your employer size, hours, or out-of-state work pattern changes eligibility.
  • •Local city sick-leave ordinances exceed the statewide minimum modeled here.
  • •You are modeling federal employee paid parental leave or a union contract benefit.

Methodology and caveats

  • Weekly maxima and premium rates are planning snapshots for 2026, not claim determinations.
  • Actual benefits depend on wages, claim type, waiting periods, employer size, and agency rules updated after 2026-07-31.
  • Some states cover own serious health conditions under disability insurance rather than the family-leave week count shown here.
  • Local sick-leave ordinances can exceed statewide minimums—check city rules where you work.
  • Job protection may come from FMLA, state FMLA, or separate statutes—not always from PFML cash benefits.

Plan employer PTO and accrual

PFML is separate from vacation and sick banks. Use the PTO calculator to model accrual and balances.

PTO calculator

Paid leave by state FAQs

13 jurisdictions currently model active mandatory PFML benefits (NJ, CT, NY, RI, MA, MN, ME, OR, WA, CA, DC, DE, CO). Maryland has enacted programs with benefits still pending.

Among active programs, California shows the highest modeled weekly maximum at $1,765.

Many PFML programs center on about 12 weeks of family leave. Massachusetts models 12 family weeks (combined caps can be higher for medical + family). California and Rhode Island family leave are shorter (8 weeks) in this table.

It depends. Some programs are employee-funded (CA, NY, NJ, CT, RI). Others share premiums (WA, OR, CO, MA, MN, ME, DE) or are employer-funded (DC). Voluntary states leave funding to private insurance.

There is no universal federal paid family leave insurance for private-sector workers. FMLA can provide unpaid job-protected leave. Some federal employees have separate paid parental leave rules.

22 jurisdictions in this guide have a statewide paid sick or any-reason leave mandate. Open a state profile for accrual notes — cities can add stricter local rules.

PFML is usually a state insurance benefit for bonding, family care, or a serious health condition. PTO/vacation/sick banks are employer policies (sometimes mandated). Workers may use both subject to coordination rules.

Often yes for federal income tax, similar to other wage-replacement benefits. State tax treatment and withholding vary — check the state agency and IRS guidance for your situation.

They are planning snapshots for 2026 drawn from insurer/agency charts. Exact benefits depend on wages, claim type, waiting periods, and annual updates.

Voluntary states authorize private PFML insurance products but do not run a mandatory payroll program. Coverage exists only if an employer (or sometimes an employee) buys a policy.

1. California $1,765; 2. Washington $1,647; 3. Oregon $1,636; 4. Minnesota $1,423; 5. Colorado $1,381.

Sometimes. Many programs allow limited supplementation up to full wage; others reduce PFML when PTO is paid. Coordination rules are state-specific—read the agency handbook for your claim type.

Usually not automatically. Coverage often depends on where you work or earn covered wages. Multi-state remote setups need payroll and agency guidance; this hub compares state statutes, not every remote nexus case.

Illinois, Maine, Nevada model statewide paid leave usable for any reason (including sick needs). Accrual caps and employer-size rules still apply.

Maryland’s FAMLI program is enacted but contributions and benefits are still pending in this mid-year snapshot (verify MD Labor for the latest start dates). Maryland already has a paid sick leave mandate.

Educational comparison only. Confirm eligibility, premiums, and benefits with your state agency or employer.