Weekly max gap
$1,229
New York higher
2026New York vs Pennsylvania 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
12
New York longer
Premium gap at $80k
$346
Pennsylvania lower rate
Side-by-side paid leave scoreboard
New York
$1,229
Max weekly · rank #7
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.43%
Paid 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 | New York | Pennsylvania | Difference |
|---|---|---|---|
| Max weekly | $1,229 | $0 | $1,229 |
| Family weeks | 12 | 0 | 12 |
| Employee premium | 0.43% | 0% | 0.43% |
| Est. annual premium ($80k) | $346 | $0 | $346 |
Max weekly
New York$1,229
Pennsylvania$0
Family weeks
New York12
Pennsylvania0
Premium at $80k
New York$346
Pennsylvania$0
Key takeaways — New York vs Pennsylvania paid leave
- New York has an active PFML program (New York Paid Family Leave); Pennsylvania has no mandatory statewide PFML insurance.
- New York lists the higher modeled weekly maximum ($1,229 vs $0, gap $1,229).
- New York models more family/bonding weeks (12 vs 0).
- Pennsylvania has the lower employee PFML premium (~0%), saving about $346/year on a $80,000 wage example before wage-base caps.
- New York: Paid 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.
New York vs Pennsylvania leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | New York | Pennsylvania |
|---|---|---|
| PFML status | Active PFML program | No statewide PFML |
| Program | New York Paid Family Leave | — |
| Max weekly benefitNew York higher by $1,229 | $1,229 | — |
| Family / bonding weeksNew York longer by 12 | 12 | — |
| Medical weeks (modeled) | See disability / separate track | See disability / separate track |
| Wage replacement (typical) | 67% | — |
| Employee premiumPennsylvania lower (~$346/yr at $80,000) | 0.43% | None / n/a |
| Paid sick / any-reason | Paid 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 | New York | Pennsylvania | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $4,916 | — | $4,916 |
| 8 weeks at weekly max | $9,832 | — | $9,832 |
| 12 weeks at weekly max | $14,748 | — | $14,748 |
How to read this page
New York vs Pennsylvania paid leave in 2026
Comparing paid leave between New York 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.
New York shows active pfml program with a modeled weekly maximum of $1,229 and about 12 family weeks. Pennsylvania shows no statewide pfml.
If you optimize for cash benefits, New York leads on weekly maximum and New York leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: New York vs Pennsylvania
At the weekly maximum for a full family-leave allotment, New York could approach $14,748 (12 weeks) and Pennsylvania no statewide max total (0 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0.43% in New York (~$346/year on $80,000) versus 0% in Pennsylvania (~$0/year). The gap is about 0.43% / $346 annually on that wage example.
Wage replacement midpoints are about 67% in New York 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
New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules. 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 New York 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 New York vs Pennsylvania comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in New York 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.
New York vs Pennsylvania checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: New York (Active PFML program) vs Pennsylvania (No statewide PFML).
- 2Compare weekly max ($1,229 vs $0) and family weeks (12 vs 0).
- 3Estimate employee premiums on your wage (example gap ~$346 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.
New York vs Pennsylvania paid leave FAQs
New York: Active PFML program (New York Paid Family Leave). Pennsylvania: No statewide PFML.
New York lists a higher modeled weekly maximum ($1,229 vs $0).
New York models 12 family/bonding weeks; Pennsylvania models 0. Medical-leave weeks and combined caps can differ — check each profile.
New York employee rate ~0.43%; Pennsylvania ~0%. On $80,000 wages that is about $346 vs $0 per year (before wage-base caps).
New York: Paid sick leave mandate. Pennsylvania: No statewide sick-leave mandate. Statewide paid sick leave (tiers by employer size); NYC has additional rules. 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 (New York), weeks (New York), 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, New York approaches $14,748 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 $346 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules. 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. New York leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open New York (/paid-leave-by-state/new-york) and Pennsylvania (/paid-leave-by-state/pennsylvania) for program details, neighbor tables, and checklists.
Compare another pair
Compare any two states
PFML weekly max, weeks, premiums, and paid sick leave mandates.
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Chart-based estimates. Confirm claims and premiums with state agencies.