Weekly max gap
$1,381
Colorado higher
2026Arizona vs Colorado Paid Leave
Colorado lists a higher modeled weekly maximum. Compare PFML status, weekly caps, family weeks, payroll premiums, and sick-leave rules.
By Sammy S. · Founder · AuthorUpdated for 2026
Family weeks gap
12
Colorado longer
Premium gap at $80k
$352
Arizona lower rate
Side-by-side paid leave scoreboard
Arizona
No statewide PFML
Max weekly · rank #17
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
Paid sick leave mandate
Colorado
$1,381
Max weekly · rank #5
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.44%
Paid sick leave mandate
Benefit metric comparison
| Metric | Arizona | Colorado | Difference |
|---|---|---|---|
| Max weekly | $0 | $1,381 | $1,381 |
| Family weeks | 0 | 12 | 12 |
| Employee premium | 0% | 0.44% | 0.44% |
| Est. annual premium ($80k) | $0 | $352 | $352 |
Max weekly
Arizona$0
Colorado$1,381
Family weeks
Arizona0
Colorado12
Premium at $80k
Arizona$0
Colorado$352
Key takeaways — Arizona vs Colorado paid leave
- Arizona has no mandatory statewide PFML insurance; Colorado has an active PFML program (Colorado FAMLI).
- Colorado lists the higher modeled weekly maximum ($1,381 vs $0, gap $1,381).
- Colorado models more family/bonding weeks (12 vs 0).
- Arizona has the lower employee PFML premium (~0%), saving about $352/year on a $80,000 wage example before wage-base caps.
- Arizona: Paid sick leave mandate. Colorado: Paid sick leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Arizona vs Colorado leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Arizona | Colorado |
|---|---|---|
| PFML status | No statewide PFML | Active PFML program |
| Program | — | Colorado FAMLI |
| Max weekly benefitColorado higher by $1,381 | — | $1,381 |
| Family / bonding weeksColorado longer by 12 | — | 12 |
| Medical weeks (modeled) | See disability / separate track | 12 |
| Wage replacement (typical) | — | 9% |
| Employee premiumArizona lower (~$352/yr at $80,000) | None / n/a | 0.44% |
| Paid sick / any-reason | Paid sick leave mandate | Paid sick leave mandate |
PFML at weekly max — claim length scenarios
Illustrative totals if every week paid the modeled maximum. Caps stop at each state’s family weeks when shorter. Most claimants earn less than the maximum.
| Scenario | Arizona | Colorado | Gap |
|---|---|---|---|
| 4 weeks at weekly max | — | $5,524 | $5,524 |
| 8 weeks at weekly max | — | $11,048 | $11,048 |
| 12 weeks at weekly max | — | $16,572 | $16,572 |
How to read this page
Arizona vs Colorado paid leave in 2026
Comparing paid leave between Arizona and Colorado means stacking three layers: mandatory PFML cash benefits (where they exist), statewide paid sick or any-reason leave mandates, and unpaid federal FMLA job protection. This page uses the same 2026 planning snapshot as the paid-leave hub.
Arizona shows no statewide pfml. Colorado shows active pfml program at $1,381/week and 12 family weeks.
If you optimize for cash benefits, Colorado leads on weekly maximum and Colorado leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: Arizona vs Colorado
At the weekly maximum for a full family-leave allotment, Arizona could approach no statewide max total (0 weeks) and Colorado $16,572 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0% in Arizona (~$0/year on $80,000) versus 0.44% in Colorado (~$352/year). The gap is about 0.44% / $352 annually on that wage example.
Wage replacement midpoints are about n/a in Arizona and 9% in Colorado before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Arizona: Fair Wages and Healthy Families Act paid sick leave. Colorado: Statewide Healthy Families and Workplaces Act paid sick leave.
Short sick or any-reason leave banks are not a substitute for multi-week PFML bonding benefits. A state can lead on sick leave and still lack mandatory PFML—or the reverse.
FMLA can run alongside state PFML for eligible employees of covered employers, but it does not pay wages. Job restoration rules depend on employer size, tenure, and which statute applies—not on which state has the higher weekly max.
When Arizona or Colorado looks better for leave
Choose the higher weekly max if your wages would hit the cap and you need maximum cash replacement during bonding or family care.
Choose more family weeks if bonding length matters more than the weekly dollar cap—especially when medical and family weeks share a combined annual ceiling.
Weigh employee premiums and sick-leave mandates for everyday short absences. Relocating for leave benefits alone is rarely enough without checking cost of living, wages, and employer policies.
Who this Arizona vs Colorado comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Arizona vs Colorado.
- •Parents estimating bonding leave wage replacement and payroll deductions.
- •HR teams mapping multi-state PFML and sick-leave compliance.
- •Workers weighing whether sick-leave mandates offset a missing PFML program.
Use official tools if…
- •You need an official claim determination, waiting period, or private-plan approval.
- •Your hours or employer size fall below statutory thresholds.
- •City ordinances exceed the statewide sick-leave rules modeled here.
- •You are self-employed and need opt-in PFML rules rather than employee coverage.
Arizona vs Colorado checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Arizona (No statewide PFML) vs Colorado (Active PFML program).
- 2Compare weekly max ($0 vs $1,381) and family weeks (0 vs 12).
- 3Estimate employee premiums on your wage (example gap ~$352 at $80,000).
- 4Review sick/any-reason leave separately from PFML week counts.
- 5Document FMLA eligibility if you need job protection alongside cash benefits.
- 6Open each state profile and confirm agency rules before relocating for leave alone.
Arizona vs Colorado paid leave FAQs
Arizona: No statewide PFML. Colorado: Active PFML program (Colorado FAMLI).
Colorado lists a higher modeled weekly maximum ($1,381 vs $0).
Arizona models 0 family/bonding weeks; Colorado models 12. Medical-leave weeks and combined caps can differ — check each profile.
Arizona employee rate ~0%; Colorado ~0.44%. On $80,000 wages that is about $0 vs $352 per year (before wage-base caps).
Arizona: Paid sick leave mandate. Colorado: Paid sick leave mandate. Fair Wages and Healthy Families Act paid sick leave. Statewide Healthy Families and Workplaces Act paid sick leave.
No. FMLA is unpaid job-protected leave for eligible employees of covered employers. State PFML programs (where active) can provide partial wage replacement during qualifying leave.
It depends whether you optimize for weekly maximum (Colorado), weeks (Colorado), premiums (Arizona), or sick-leave mandates. Read both profiles and confirm eligibility with the state agency.
At each state’s modeled weekly maximum for its family allotment, Arizona approaches no mandatory total and Colorado $16,572 before taxes and offsets. Most claimants earn less than the maximum.
Arizona models the lower employee rate (0%). On $80,000 wages the annual gap is about $352 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. Arizona: Fair Wages and Healthy Families Act paid sick leave. Colorado: Statewide Healthy Families and Workplaces Act paid sick leave. Use PFML (where active) or unpaid FMLA for multi-week bonding.
Not always. Weeks, premiums, sick-leave mandates, waiting periods, and employer PTO coordination matter. Colorado leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open Arizona (/paid-leave-by-state/arizona) and Colorado (/paid-leave-by-state/colorado) for program details, neighbor tables, and checklists.
Compare another pair
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PFML weekly max, weeks, premiums, and paid sick leave mandates.
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Chart-based estimates. Confirm claims and premiums with state agencies.