Weekly max gap
$116
Connecticut higher
2026Delaware vs Connecticut Paid Leave
Connecticut 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
$80
Delaware lower rate
Side-by-side paid leave scoreboard
Delaware
$900
Max weekly · rank #14
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.4%
No statewide sick-leave mandate
Connecticut
$1,016
Max weekly · rank #12
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.5%
Paid sick leave mandate
Benefit metric comparison
| Metric | Delaware | Connecticut | Difference |
|---|---|---|---|
| Max weekly | $900 | $1,016 | $116 |
| Family weeks | 12 | 12 | 0 |
| Employee premium | 0.4% | 0.5% | 0.1% |
| Est. annual premium ($80k) | $320 | $400 | $80 |
Max weekly
Delaware$900
Connecticut$1,016
Family weeks
Delaware12
Connecticut12
Premium at $80k
Delaware$320
Connecticut$400
Key takeaways — Delaware vs Connecticut paid leave
- Delaware has an active PFML program (Delaware Paid Leave); Connecticut has an active PFML program (Connecticut Paid Family and Medical Leave).
- Connecticut lists the higher modeled weekly maximum ($1,016 vs $900, gap $116).
- Both model 12 family/bonding weeks in this 2026 snapshot.
- Delaware has the lower employee PFML premium (~0.4%), saving about $80/year on a $80,000 wage example before wage-base caps.
- Delaware: No statewide sick-leave mandate. Connecticut: Paid sick leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Delaware vs Connecticut leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Delaware | Connecticut |
|---|---|---|
| PFML status | Active PFML program | Active PFML program |
| Program | Delaware Paid Leave | Connecticut Paid Family and Medical Leave |
| Max weekly benefitConnecticut higher by $116 | $900 | $1,016 |
| Family / bonding weeksSame modeled weeks | 12 | 12 |
| Medical weeks (modeled) | 6 | 12 |
| Wage replacement (typical) | 8% | 95% |
| Employee premiumDelaware lower (~$80/yr at $80,000) | 0.4% | 0.5% |
| Paid sick / any-reason | No statewide 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 | Delaware | Connecticut | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $3,600 | $4,064 | $464 |
| 8 weeks at weekly max | $7,200 | $8,128 | $928 |
| 12 weeks at weekly max | $10,800 | $12,192 | $1,392 |
How to read this page
Delaware vs Connecticut paid leave in 2026
Comparing paid leave between Delaware and Connecticut 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.
Delaware shows active pfml program with a modeled weekly maximum of $900 and about 12 family weeks. Connecticut shows active pfml program at $1,016/week and 12 family weeks.
If you optimize for cash benefits, Connecticut 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: Delaware vs Connecticut
At the weekly maximum for a full family-leave allotment, Delaware could approach $10,800 (12 weeks) and Connecticut $12,192 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0.4% in Delaware (~$320/year on $80,000) versus 0.5% in Connecticut (~$400/year). The gap is about 0.1% / $80 annually on that wage example.
Wage replacement midpoints are about 8% in Delaware and 95% in Connecticut before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Delaware: No statewide private-employer paid sick leave mandate (local rules may differ). Connecticut: Statewide paid sick leave (expanded coverage in recent years).
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 Delaware or Connecticut 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 Delaware vs Connecticut comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Delaware vs Connecticut.
- •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.
Delaware vs Connecticut checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Delaware (Active PFML program) vs Connecticut (Active PFML program).
- 2Compare weekly max ($900 vs $1,016) and family weeks (12 vs 12).
- 3Estimate employee premiums on your wage (example gap ~$80 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.
Delaware vs Connecticut paid leave FAQs
Delaware: Active PFML program (Delaware Paid Leave). Connecticut: Active PFML program (Connecticut Paid Family and Medical Leave).
Connecticut lists a higher modeled weekly maximum ($1,016 vs $900).
Delaware models 12 family/bonding weeks; Connecticut models 12. Medical-leave weeks and combined caps can differ — check each profile.
Delaware employee rate ~0.4%; Connecticut ~0.5%. On $80,000 wages that is about $320 vs $400 per year (before wage-base caps).
Delaware: No statewide sick-leave mandate. Connecticut: Paid sick leave mandate. No statewide private-employer paid sick leave mandate (local rules may differ). Statewide paid sick leave (expanded coverage in recent years).
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 (Connecticut), weeks (tied), premiums (Delaware), 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, Delaware approaches $10,800 and Connecticut $12,192 before taxes and offsets. Most claimants earn less than the maximum.
Delaware models the lower employee rate (0.4%). On $80,000 wages the annual gap is about $80 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. Delaware: No statewide private-employer paid sick leave mandate (local rules may differ). Connecticut: Statewide paid sick leave (expanded coverage in recent years). 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. Connecticut leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open Delaware (/paid-leave-by-state/delaware) and Connecticut (/paid-leave-by-state/connecticut) 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.