Weekly max gap
$1,229
New York higher
2026Pennsylvania vs New York 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
Pennsylvania
No statewide PFML
Max weekly · rank #41
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
No statewide sick-leave mandate
New York
$1,229
Max weekly · rank #7
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.43%
Paid sick leave mandate
Benefit metric comparison
| Metric | Pennsylvania | New York | Difference |
|---|---|---|---|
| Max weekly | $0 | $1,229 | $1,229 |
| Family weeks | 0 | 12 | 12 |
| Employee premium | 0% | 0.43% | 0.43% |
| Est. annual premium ($80k) | $0 | $346 | $346 |
Max weekly
Pennsylvania$0
New York$1,229
Family weeks
Pennsylvania0
New York12
Premium at $80k
Pennsylvania$0
New York$346
Key takeaways — Pennsylvania vs New York paid leave
- Pennsylvania has no mandatory statewide PFML insurance; New York has an active PFML program (New York Paid Family Leave).
- 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.
- Pennsylvania: No statewide sick-leave mandate. New York: Paid sick leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Pennsylvania vs New York leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Pennsylvania | New York |
|---|---|---|
| PFML status | No statewide PFML | Active PFML program |
| 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) | None / n/a | 0.43% |
| 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 | Pennsylvania | New York | 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
Pennsylvania vs New York paid leave in 2026
Comparing paid leave between Pennsylvania and New York 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. New York shows active pfml program at $1,229/week and 12 family weeks.
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: Pennsylvania vs New York
At the weekly maximum for a full family-leave allotment, Pennsylvania could approach no statewide max total (0 weeks) and New York $14,748 (12 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0% in Pennsylvania (~$0/year on $80,000) versus 0.43% in New York (~$346/year). The gap is about 0.43% / $346 annually on that wage example.
Wage replacement midpoints are about n/a in Pennsylvania and 67% in New York 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). New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules.
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 New York 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 New York comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Pennsylvania vs New York.
- •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 New York checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Pennsylvania (No statewide PFML) vs New York (Active PFML program).
- 2Compare weekly max ($0 vs $1,229) and family weeks (0 vs 12).
- 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.
Pennsylvania vs New York paid leave FAQs
Pennsylvania: No statewide PFML. New York: Active PFML program (New York Paid Family Leave).
New York lists a higher modeled weekly maximum ($1,229 vs $0).
Pennsylvania models 0 family/bonding weeks; New York models 12. Medical-leave weeks and combined caps can differ — check each profile.
Pennsylvania employee rate ~0%; New York ~0.43%. On $80,000 wages that is about $0 vs $346 per year (before wage-base caps).
Pennsylvania: No statewide sick-leave mandate. New York: Paid sick leave mandate. No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). Statewide paid sick leave (tiers by employer size); NYC has additional rules.
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, Pennsylvania approaches no mandatory total and New York $14,748 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. Pennsylvania: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). New York: Statewide paid sick leave (tiers by employer size); NYC has additional rules. 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 Pennsylvania (/paid-leave-by-state/pennsylvania) and New York (/paid-leave-by-state/new-york) 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.