Weekly max gap
$900
Delaware higher
2026Delaware vs Pennsylvania Paid Leave
Delaware 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
Delaware longer
Premium gap at $80k
$320
Pennsylvania 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
Pennsylvania
No statewide PFML
Max weekly · rank #41
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
No statewide sick-leave mandate
Benefit metric comparison
| Metric | Delaware | Pennsylvania | Difference |
|---|---|---|---|
| Max weekly | $900 | $0 | $900 |
| Family weeks | 12 | 0 | 12 |
| Employee premium | 0.4% | 0% | 0.4% |
| Est. annual premium ($80k) | $320 | $0 | $320 |
Max weekly
Delaware$900
Pennsylvania$0
Family weeks
Delaware12
Pennsylvania0
Premium at $80k
Delaware$320
Pennsylvania$0
Key takeaways — Delaware vs Pennsylvania paid leave
- Delaware has an active PFML program (Delaware Paid Leave); Pennsylvania has no mandatory statewide PFML insurance.
- Delaware lists the higher modeled weekly maximum ($900 vs $0, gap $900).
- Delaware models more family/bonding weeks (12 vs 0).
- Pennsylvania has the lower employee PFML premium (~0%), saving about $320/year on a $80,000 wage example before wage-base caps.
- Delaware: No statewide sick-leave mandate. Pennsylvania: No statewide sick-leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Delaware vs Pennsylvania leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Delaware | Pennsylvania |
|---|---|---|
| PFML status | Active PFML program | No statewide PFML |
| Program | Delaware Paid Leave | — |
| Max weekly benefitDelaware higher by $900 | $900 | — |
| Family / bonding weeksDelaware longer by 12 | 12 | — |
| Medical weeks (modeled) | 6 | See disability / separate track |
| Wage replacement (typical) | 8% | — |
| Employee premiumPennsylvania lower (~$320/yr at $80,000) | 0.4% | None / n/a |
| Paid sick / any-reason | No statewide sick-leave mandate | No statewide 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 | Pennsylvania | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $3,600 | — | $3,600 |
| 8 weeks at weekly max | $7,200 | — | $7,200 |
| 12 weeks at weekly max | $10,800 | — | $10,800 |
How to read this page
Delaware vs Pennsylvania paid leave in 2026
Comparing paid leave between Delaware and Pennsylvania 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. Pennsylvania shows no statewide pfml.
If you optimize for cash benefits, Delaware leads on weekly maximum and Delaware leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: Delaware vs Pennsylvania
At the weekly maximum for a full family-leave allotment, Delaware could approach $10,800 (12 weeks) and Pennsylvania no statewide max total (0 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% in Pennsylvania (~$0/year). The gap is about 0.4% / $320 annually on that wage example.
Wage replacement midpoints are about 8% in Delaware and n/a in Pennsylvania 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). Pennsylvania: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide 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 Delaware or Pennsylvania 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 Pennsylvania comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Delaware vs Pennsylvania.
- •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 Pennsylvania checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Delaware (Active PFML program) vs Pennsylvania (No statewide PFML).
- 2Compare weekly max ($900 vs $0) and family weeks (12 vs 0).
- 3Estimate employee premiums on your wage (example gap ~$320 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 Pennsylvania paid leave FAQs
Delaware: Active PFML program (Delaware Paid Leave). Pennsylvania: No statewide PFML.
Delaware lists a higher modeled weekly maximum ($900 vs $0).
Delaware models 12 family/bonding weeks; Pennsylvania models 0. Medical-leave weeks and combined caps can differ — check each profile.
Delaware employee rate ~0.4%; Pennsylvania ~0%. On $80,000 wages that is about $320 vs $0 per year (before wage-base caps).
Delaware: No statewide sick-leave mandate. Pennsylvania: No statewide sick-leave mandate. No statewide private-employer paid sick leave mandate (local rules may differ). No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide 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 (Delaware), weeks (Delaware), premiums (Pennsylvania), 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 Pennsylvania no mandatory total before taxes and offsets. Most claimants earn less than the maximum.
Pennsylvania models the lower employee rate (0%). On $80,000 wages the annual gap is about $320 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). Pennsylvania: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide 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. Delaware 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 Pennsylvania (/paid-leave-by-state/pennsylvania) 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.