Weekly max gap
$900
Delaware higher
2026Pennsylvania vs Delaware 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
Pennsylvania
No statewide PFML
Max weekly · rank #41
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
No statewide sick-leave mandate
Delaware
$900
Max weekly · rank #14
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.4%
No statewide sick-leave mandate
Benefit metric comparison
| Metric | Pennsylvania | Delaware | Difference |
|---|---|---|---|
| Max weekly | $0 | $900 | $900 |
| Family weeks | 0 | 12 | 12 |
| Employee premium | 0% | 0.4% | 0.4% |
| Est. annual premium ($80k) | $0 | $320 | $320 |
Max weekly
Pennsylvania$0
Delaware$900
Family weeks
Pennsylvania0
Delaware12
Premium at $80k
Pennsylvania$0
Delaware$320
Key takeaways — Pennsylvania vs Delaware paid leave
- Pennsylvania has no mandatory statewide PFML insurance; Delaware has an active PFML program (Delaware Paid Leave).
- 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.
- Pennsylvania: No statewide sick-leave mandate. Delaware: No statewide sick-leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Pennsylvania vs Delaware leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Pennsylvania | Delaware |
|---|---|---|
| PFML status | No statewide PFML | Active PFML program |
| Program | — | Delaware Paid Leave |
| Max weekly benefitDelaware higher by $900 | — | $900 |
| Family / bonding weeksDelaware longer by 12 | — | 12 |
| Medical weeks (modeled) | See disability / separate track | 6 |
| Wage replacement (typical) | — | 8% |
| Employee premiumPennsylvania lower (~$320/yr at $80,000) | None / n/a | 0.4% |
| 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 | Pennsylvania | Delaware | 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
Pennsylvania vs Delaware paid leave in 2026
Comparing paid leave between Pennsylvania and Delaware 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.
Pennsylvania shows no statewide pfml. Delaware shows active pfml program at $900/week and 12 family weeks.
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: Pennsylvania vs Delaware
At the weekly maximum for a full family-leave allotment, Pennsylvania could approach no statewide max total (0 weeks) and Delaware $10,800 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0% in Pennsylvania (~$0/year on $80,000) versus 0.4% in Delaware (~$320/year). The gap is about 0.4% / $320 annually on that wage example.
Wage replacement midpoints are about n/a in Pennsylvania and 8% in Delaware before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Pennsylvania: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). Delaware: No statewide private-employer paid sick leave mandate (local rules may differ).
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 Pennsylvania or Delaware 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 Pennsylvania vs Delaware comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Pennsylvania vs Delaware.
- •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.
Pennsylvania vs Delaware checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Pennsylvania (No statewide PFML) vs Delaware (Active PFML program).
- 2Compare weekly max ($0 vs $900) and family weeks (0 vs 12).
- 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.
Pennsylvania vs Delaware paid leave FAQs
Pennsylvania: No statewide PFML. Delaware: Active PFML program (Delaware Paid Leave).
Delaware lists a higher modeled weekly maximum ($900 vs $0).
Pennsylvania models 0 family/bonding weeks; Delaware models 12. Medical-leave weeks and combined caps can differ — check each profile.
Pennsylvania employee rate ~0%; Delaware ~0.4%. On $80,000 wages that is about $0 vs $320 per year (before wage-base caps).
Pennsylvania: No statewide sick-leave mandate. Delaware: No statewide sick-leave mandate. No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). No statewide private-employer paid sick leave mandate (local rules may differ).
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, Pennsylvania approaches no mandatory total and Delaware $10,800 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. Pennsylvania: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). Delaware: No statewide private-employer paid sick leave mandate (local rules may differ). 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 Pennsylvania (/paid-leave-by-state/pennsylvania) and Delaware (/paid-leave-by-state/delaware) 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.