Weekly max gap
$190
District of Columbia higher
2026District of Columbia vs Maryland Paid Leave
District of Columbia 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
$360
District of Columbia lower rate
Side-by-side paid leave scoreboard
District of Columbia
$1,190
Max weekly · rank #9
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- —
Paid sick leave mandate
Maryland
$1,000
Max weekly · rank #13
- PFML status
- Enacted — benefits pending
- Family weeks
- 12
- Employee premium
- 0.45%
Paid sick leave mandate
Benefit metric comparison
| Metric | District of Columbia | Maryland | Difference |
|---|---|---|---|
| Max weekly | $1,190 | $1,000 | $190 |
| Family weeks | 12 | 12 | 0 |
| Employee premium | 0% | 0.45% | 0.45% |
| Est. annual premium ($80k) | $0 | $360 | $360 |
Max weekly
District of Columbia$1,190
Maryland$1,000
Family weeks
District of Columbia12
Maryland12
Premium at $80k
District of Columbia$0
Maryland$360
Key takeaways — District of Columbia vs Maryland paid leave
- District of Columbia has an active PFML program (DC Universal Paid Leave); Maryland has enacted PFML with benefits still pending (Maryland Family and Medical Leave Insurance (FAMLI)).
- District of Columbia lists the higher modeled weekly maximum ($1,190 vs $1,000, gap $190).
- Both model 12 family/bonding weeks in this 2026 snapshot.
- District of Columbia has the lower employee PFML premium (~0%), saving about $360/year on a $80,000 wage example before wage-base caps.
- District of Columbia: Paid sick leave mandate. Maryland: Paid sick leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
District of Columbia vs Maryland leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | District of Columbia | Maryland |
|---|---|---|
| PFML status | Active PFML program | Enacted — benefits pending |
| Program | DC Universal Paid Leave | Maryland Family and Medical Leave Insurance (FAMLI) |
| Max weekly benefitDistrict of Columbia higher by $190 | $1,190 | $1,000 |
| Family / bonding weeksSame modeled weeks | 12 | 12 |
| Medical weeks (modeled) | 12 | 12 |
| Wage replacement (typical) | 9% | 9% |
| Employee premiumDistrict of Columbia lower (~$360/yr at $80,000) | None / n/a | 0.45% |
| 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 | District of Columbia | Maryland | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $4,760 | $4,000 | $760 |
| 8 weeks at weekly max | $9,520 | $8,000 | $1,520 |
| 12 weeks at weekly max | $14,280 | $12,000 | $2,280 |
How to read this page
District of Columbia vs Maryland paid leave in 2026
Comparing paid leave between District of Columbia and Maryland 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.
District of Columbia shows active pfml program with a modeled weekly maximum of $1,190 and about 12 family weeks. Maryland shows enacted — benefits pending at $1,000/week and 12 family weeks.
If you optimize for cash benefits, District of Columbia 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: District of Columbia vs Maryland
At the weekly maximum for a full family-leave allotment, District of Columbia could approach $14,280 (12 weeks) and Maryland $12,000 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0% in District of Columbia (~$0/year on $80,000) versus 0.45% in Maryland (~$360/year). The gap is about 0.45% / $360 annually on that wage example.
Wage replacement midpoints are about 9% in District of Columbia and 9% in Maryland before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
District of Columbia: DC Accrued Sick and Safe Leave Act (tiered by employer size). Maryland: Maryland Healthy Working Families Act paid sick leave (employer-size thresholds apply).
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 District of Columbia or Maryland 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 District of Columbia vs Maryland comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in District of Columbia vs Maryland.
- •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.
District of Columbia vs Maryland checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: District of Columbia (Active PFML program) vs Maryland (Enacted — benefits pending).
- 2Compare weekly max ($1,190 vs $1,000) and family weeks (12 vs 12).
- 3Estimate employee premiums on your wage (example gap ~$360 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.
District of Columbia vs Maryland paid leave FAQs
District of Columbia: Active PFML program (DC Universal Paid Leave). Maryland: Enacted — benefits pending (Maryland Family and Medical Leave Insurance (FAMLI)).
District of Columbia lists a higher modeled weekly maximum ($1,190 vs $1,000).
District of Columbia models 12 family/bonding weeks; Maryland models 12. Medical-leave weeks and combined caps can differ — check each profile.
District of Columbia employee rate ~0%; Maryland ~0.45%. On $80,000 wages that is about $0 vs $360 per year (before wage-base caps).
District of Columbia: Paid sick leave mandate. Maryland: Paid sick leave mandate. DC Accrued Sick and Safe Leave Act (tiered by employer size). Maryland Healthy Working Families Act paid sick leave (employer-size thresholds apply).
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 (District of Columbia), weeks (tied), premiums (District of Columbia), 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, District of Columbia approaches $14,280 and Maryland $12,000 before taxes and offsets. Most claimants earn less than the maximum.
District of Columbia models the lower employee rate (0%). On $80,000 wages the annual gap is about $360 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. District of Columbia: DC Accrued Sick and Safe Leave Act (tiered by employer size). Maryland: Maryland Healthy Working Families Act paid sick leave (employer-size thresholds apply). 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. District of Columbia leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open District of Columbia (/paid-leave-by-state/district-of-columbia) and Maryland (/paid-leave-by-state/maryland) for program details, neighbor tables, and checklists.
Compare another pair
Compare any two states
PFML weekly max, weeks, premiums, and paid sick leave mandates.
Related paid leave comparisons
Related tools
Chart-based estimates. Confirm claims and premiums with state agencies.