Weekly max gap
$213
New York higher
2026Connecticut vs New York Paid Leave
New York 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
0
Same modeled family weeks
Premium gap at $80k
$54
New York lower rate
Side-by-side paid leave scoreboard
Connecticut
$1,016
Max weekly · rank #12
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.5%
Paid sick leave mandate
New York
$1,229
Max weekly · rank #7
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.43%
Paid sick leave mandate
Benefit metric comparison
| Metric | Connecticut | New York | Difference |
|---|---|---|---|
| Max weekly | $1,016 | $1,229 | $213 |
| Family weeks | 12 | 12 | 0 |
| Employee premium | 0.5% | 0.43% | 0.07% |
| Est. annual premium ($80k) | $400 | $346 | $54 |
Max weekly
Connecticut$1,016
New York$1,229
Family weeks
Connecticut12
New York12
Premium at $80k
Connecticut$400
New York$346
Key takeaways — Connecticut vs New York paid leave
- Connecticut has an active PFML program (Connecticut Paid Family and Medical Leave); New York has an active PFML program (New York Paid Family Leave).
- New York lists the higher modeled weekly maximum ($1,229 vs $1,016, gap $213).
- Both model 12 family/bonding weeks in this 2026 snapshot.
- New York has the lower employee PFML premium (~0.43%), saving about $54/year on a $80,000 wage example before wage-base caps.
- Connecticut: Paid sick leave mandate. New York: Paid sick leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Connecticut vs New York leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Connecticut | New York |
|---|---|---|
| PFML status | Active PFML program | Active PFML program |
| Program | Connecticut Paid Family and Medical Leave | New York Paid Family Leave |
| Max weekly benefitNew York higher by $213 | $1,016 | $1,229 |
| Family / bonding weeksSame modeled weeks | 12 | 12 |
| Medical weeks (modeled) | 12 | See disability / separate track |
| Wage replacement (typical) | 95% | 67% |
| Employee premiumNew York lower (~$54/yr at $80,000) | 0.5% | 0.43% |
| 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 | Connecticut | New York | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $4,064 | $4,916 | $852 |
| 8 weeks at weekly max | $8,128 | $9,832 | $1,704 |
| 12 weeks at weekly max | $12,192 | $14,748 | $2,556 |
How to read this page
Connecticut vs New York paid leave in 2026
Comparing paid leave between Connecticut and New York 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.
Connecticut shows active pfml program with a modeled weekly maximum of $1,016 and about 12 family weeks. New York shows active pfml program at $1,229/week and 12 family weeks.
If you optimize for cash benefits, New York leads on weekly maximum and neither state leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: Connecticut vs New York
At the weekly maximum for a full family-leave allotment, Connecticut could approach $12,192 (12 weeks) and New York $14,748 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0.5% in Connecticut (~$400/year on $80,000) versus 0.43% in New York (~$346/year). The gap is about 0.07% / $54 annually on that wage example.
Wage replacement midpoints are about 95% in Connecticut and 67% in New York before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Connecticut: Statewide paid sick leave (expanded coverage in recent years). New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules.
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 Connecticut or New York 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 Connecticut vs New York comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Connecticut vs New York.
- •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.
Connecticut vs New York checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Connecticut (Active PFML program) vs New York (Active PFML program).
- 2Compare weekly max ($1,016 vs $1,229) and family weeks (12 vs 12).
- 3Estimate employee premiums on your wage (example gap ~$54 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.
Connecticut vs New York paid leave FAQs
Connecticut: Active PFML program (Connecticut Paid Family and Medical Leave). New York: Active PFML program (New York Paid Family Leave).
New York lists a higher modeled weekly maximum ($1,229 vs $1,016).
Connecticut models 12 family/bonding weeks; New York models 12. Medical-leave weeks and combined caps can differ — check each profile.
Connecticut employee rate ~0.5%; New York ~0.43%. On $80,000 wages that is about $400 vs $346 per year (before wage-base caps).
Connecticut: Paid sick leave mandate. New York: Paid sick leave mandate. Statewide paid sick leave (expanded coverage in recent years). Statewide paid sick leave (tiers by employer size); NYC has additional rules.
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 (New York), weeks (tied), premiums (New York), 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, Connecticut approaches $12,192 and New York $14,748 before taxes and offsets. Most claimants earn less than the maximum.
New York models the lower employee rate (0.43%). On $80,000 wages the annual gap is about $54 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. Connecticut: Statewide paid sick leave (expanded coverage in recent years). New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules. 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. New York leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open Connecticut (/paid-leave-by-state/connecticut) and New York (/paid-leave-by-state/new-york) 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.