ABCDEFGHIJKLMNOPQRSTUVWXYZ
1
JurisdictionCovered EmployersCovered EmployeesQualifying Reasons for AbsenceCovered Family Members(For illness or military exigency)Leave RequiredReinstatement RequiredContributionsWeekly Benefit AmountMaximum Leave/Benefit Period(s)Waiting PeriodEmployee Notice/Documentation to EmployerEmployer Notice/Posting Requirements
2
FederalN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
3
AlabamaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
4
AlaskaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
5
ArizonaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
6
ArkansasN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
7
CaliforniaEmployers (except public agency employers) that pay $100 or more in wages in a calendar quarter.Employees who earn at least $300, from which state disability insurance deductions were withheld during a base period.• To care for a seriously ill family member;
• To bond with a new child; or
• For a military-related qualifying exigency.		• Child;
• Parent;
• Parent-in-law;
• Spouse;
• Registered domestic partner;
• Grandparent;
• Grandchild;
• Sibling; and
• Beginning July 1, 2028, designated person.		NoNoEmployee: 1.3% of wages.

Employer: None required.		70% of the average weekly earnings shown in highest quarter of the employee's base period (90% for low-income employees). The maximum weekly benefit amount for 2026 is $1,789.Eight weeksNo waiting period.N/AEmployer must:


• Post notice DE 1857A or DE 1858;
• Provide brochure DE 2511 to new employees and to employees taking leave for a covered reason; and
• Provide brochure DE 2320 to all terminated employees.
8
San FranciscoEmployers (except the City of San Francisco and other governmental entities) that have 20 or more employees.Employees who:


• Have applied for and received California PFL benefits for bonding with a new child;
• Have worked at least 180 calendar days prior to the California PFL period;
• Work at least eight hours per week in San Francisco, with at least 40% of total weekly hours worked in San Francisco.		To bond with a new child.N/ANoNoEmployer must contribute.The difference between the California PFL insurance amount and the employee's regular weekly wage, subject to the maximum weekly benefit amount.Employer must follow state law.Employer must follow state law.Employee must submit:


• A form; and
• A notice of computation of California PFL benefits (or else authorize the state to provide the information to the employer).		Employer must:


• Post a notice;
• Provide a form to employees who inquire about parental leave or who disclose they are expecting a child; and
• Include a notice in the employee handbook, if applicable.
9
ColoradoEmployers (except the federal government) that employ at least one person for each working day during 20 or more calendar workweeks in the current or preceding calendar year; or that paid wages of at least $1,500 during any calendar quarter in the preceding calendar year.Employees who have earned $2,500 in wages (from any combination of employers) subject to PFML premiums.• For the employee's own serious health condition;
• To care for a family member with a serious health condition;
• To care for a new child during the first year after their birth, adoption or foster care placement;
• For a qualifying exigency leave; or
• For safe leave.		• Child;
• Parent;
• Spouse or domestic partner;
• Grandparent;
• Grandchild;
• Sibling;
• Parent, grandparent, grandchild or sibling of a spouse or domestic partner; or
• Any other individual with whom the employee has a significant personal bond that is or is like a family relationship, regardless of biological or legal relationship.		YesYes, if the employee has been employed for at least 180 days by the employer prior to taking leave.Employees, and employers with 10 or more employees, must contribute. For 2026, the total premium is 0.88% of an employee's wages up to the Social Security taxable wage base in effect, shared equally by the employer and employee. Employers may choose to pay part of the employee share.• The portion of the employee's average weekly wage that is equal to or less than 50% of the state average weekly wage is replaced at a rate of 90%; and
• The portion of the employee's average weekly wage that is more than 50% of the state average weekly wage is replaced at a rate of 50%.

The maximum weekly benefit is 90% of the state average weekly wage. The maximum weekly benefit is $1,381.45, beginning July 1, 2025.		Twelve weeks in an application year. Four additional weeks if the employee has a serious health condition related to pregnancy or childbirth complications. Twelve additional weeks if an employee's child is receiving care in a neonatal intensive care unit.No waiting period.Employee must provide:


• For foreseeable leave, at least 30 days' notice before the date the leave is to begin.
• For unforeseeable leave, notice as soon as practicable.

An employee must comply with an employer's normal procedures for giving notice of the need for leave.
An employer may require that an employee's notice of PFML contain the anticipated start time, duration, and frequency (if applicable) of leave.		An employer must:


• Post a notice in a prominent location in the workplace;
• Provide the notice to new hires; and
• Provide the notice to current employees within five days of either learning the employee is experiencing an event that triggers eligibility or the employee requesting protected leave under other family and medical leave laws.
10
ConnecticutAll employers.Employees who earn at least $2,325 during the employee's highest earning quarter within the base period.• To bond with a new child;
• For the employee's or a family member's serious health condition;
• To donate an organ or bone marrow;
• For a military-related qualifying exigency;
• To care for a family member who is a servicemember; and
• For reasons related to family violence and sexual assault.		• Parent;
• Child;
• Spouse;
• Parent-in-law;
• Grandparent;
• Grandchild;
• Sibling; and
• Individual related by blood or affinity whose close association is equivalent to a covered family relationship.		Yes, under the Connecticut Family and Medical Leave Act and family violence and sexual assault victim leave law.Yes, to the extent required by the Connecticut Family and Medical Leave Act and family violence and sexual assault victim leave law.Employee: Not more than 0.5% of earnings up to the annual Social Security taxable wage base in effect.

Employer: None required.		95% of base weekly earnings, capped at 60 times the state minimum wage (60 times the minimum wage is $1,016.50, beginning January 1, 2026). If wages are less than or equal to the state minimum wage multiplied by 40 ($677.60, beginning January 1, 2026): weekly benefit rate is 95% of average weekly wage. If wages are more than the state minimum wage multiplied by 40: weekly benefit rate is 95% of the state minimum wage multiplied by 40 plus 60% of the amount that the average weekly wage exceeds the state minimum wage multiplied by 40.Twelve weeks in any 12-month period. Two additional weeks if the employee is incapacitated during pregnancy.No waiting period.Employee must provide notice. (Regulations providing more clarity are expected to be issued.)Employer must provide written notice:


• To new hires; and
• Annually.
11
DelawareEmployers with 10 or more employees working in Delaware during the previous 12 months.Employees who primarily report for work at a worksite in Delaware and who have worked at least 12 months and 1,250 hours in the previous 12 months for an employer.• Parental leave (birth, adoption, foster care placement of a child);
• Family caregiving leave (family member's serious health condition or qualifying exigency); and
• Medical leave (employee's serious health condition).		• Parent;
• Child; and
• Spouse.		YesYesEmployers and employees must contribute. For 2026, the contribution rates are: .32% (parental leave), .4% (medical leave) and .08% (family caregiving leave) of wages. Employers can deduct up to half of the contribution from employees' wages, or choose to pay all or part of the employees' share.80% of an employee's average weekly wage during the preceding 12 months. The maximum weekly benefit amount for 2026 and 2027 is $900.Twelve weeks in an application year (up to 12 weeks of parental leave in an application year, and up to six weeks of medical leave and family caregiving leave in any 24-month period).No waiting period.Employee must provide 30 days' advance notice of the intention to take leave, if known; otherwise, notice as soon as practicable.
Employee must provide verification of parental leave status, a serious health condition or a qualifying exigency, and documentation demonstrating the nature and extent of their relationship to their family member (if applicable).
If employee is taking approved family caregiving leave and the family member dies, the employee must notify the employer and the DDOL of the date of the death within 72 hours of the family member's passing.		An employer must:

• Post a notice;
• Provide written notice to new hires and when an employee requests leave or the employer knows that the leave may be for a qualifying event; and
• Provide notice to employees if employees gain or lose coverage due to a change in the employer's size.
12
District of Columbia
Employers required to pay unemployment insurance on behalf of their employees (except the US, the District of Columbia and employers that the District is not authorized to tax under federal law or treaty).Employees who spend more than 50% of work time working for a covered employer in the District for some or all of the 52 calendar weeks immediately preceding the need for leave.• Family leave (family member's serious health condition);
• Medical leave (employee's own serious health condition);
• Parental leave (birth, adoption, foster care placement or placement of a child for whom the employee legally assumes parental responsibility); and
• Prenatal leave (routine and specialty appointments, exams and treatments associated with a pregnancy provided by a health care provider, including prenatal check-ups, ultrasounds, physical therapy, treatment for pregnancy complications, and bedrest).		• Child;
• Parent;
• Parent-in-law;
• Spouse;
• Domestic partner;
• Grandparent; and
• Sibling.		YesYes, to the extent required by the District of Columbia Family and Medical Leave Act.Employer: 0.75% of the gross wages paid to each employee covered by the Family and Medical Leave Act on a quarterly basis.

Employee: None required.		Amount varies depending on whether an employee's average weekly wage equals, exceeds or is less than 150% of the District's minimum wage multiplied by 40. Beginning October 1, 2025, the maximum weekly benefit amount is $1,190.12 workweeks in a 52-workweek period, generally (maximum of 12 weeks for family leave, 12 weeks for medical leave, 12 weeks for parental leave and two weeks for prenatal leave).No waiting period.For foreseeable leave, employee must provide written notice 10 days in advance or as early as possible.

For unforeseeable leave, employee must provide oral or written notice before the start of the work shift for which leave is being used.		An employer must:

• Post a notice; and
• Provide notice to new hires, to all employees annually and to an individual employee when employer becomes aware leave is needed.
13
FloridaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
14
GeorgiaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
15
HawaiiN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
16
IdahoN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
17
IllinoisN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
18
IndianaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
19
IowaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
20
KansasN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
21
KentuckyN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
22
LouisianaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
23
MaineAny person or business that employs employees at a location in Maine.A person who:

• Works for an employer in Maine;
• Has earned at least six times the state's average weekly wage during the base period; and
• Meets the law's administrative requirements.		Starting May 1, 2026:

• To bond with a new child;
• An employee's or their family member's serious health condition;
• To donate an organ;
• For a qualifying exigency;
• To care for a family member who is a covered servicemember;
• A family member's death that occurs while on active duty service; and
• For reasons related to violence, assault, sexual assault or stalking (i.e., safe leave).		Starting May 1, 2026:

• Child;
• Parent;
• Grandparent;
• Sibling;
• Spouse or domestic partner; or
• A designated person with whom the employee has a significant personal bond that is or is like a family relationship.		Yes, beginning May 1, 2026.Starting May 1, 2026, yes, for employees who have been employed at least 120 consecutive calendar days.Employers and employees must contribute.

• The maximum total contribution is 1% of the employee's wages, up to the Social Security taxable wage base in effect.
• An employer with 15 or more employees must remit 100% of the premium (i.e., 1% of wages, both the employer and employee share) and may deduct up to 50% of the premium from employees' wages.
• Small employers with fewer than 15 employees must remit 50% of the full premium contribution (i.e., 0.5% of wages) and may deduct the entire amount from employees' wages. Alternatively, small employers may choose to pay the employee share.
• An employer with an approved private plan is not required to remit premiums.		Access to benefits begins May 1, 2026.
The weekly benefit amount is the total of:

• 90% of the employee's wages that do not exceed 50% of the state's average weekly wage; plus
• 66% of the employee's wages that do not exceed 50% of the state's average weekly wage.		Starting May 1, 2026, 12 weeks per benefit year.Starting May 1, 2026, for medical leave, benefits are not payable during the first seven calendar days of leave.Access to benefits begins May 1, 2026. An employee must provide:

• 30 days' written notice, for foreseeable leave; and
• Written notice as soon as is feasible, for unforeseeable leave.		Access to benefits begins May 1, 2026. An employer must:

• Provide written notice to employees within 30 days of their start date; and
• Post a notice.
24
MarylandPersons that employ at least one person in the state of Maryland.Employees who have worked at least 680 hours over the four most recently completed quarters for which quarterly reports have been required immediately preceding the date that leave is to begin; self-employed individuals who opt in to the paid leave program.• To care for or bond with a child of the covered employee during the first year after their birth, during the process through which a child is placed with the covered employee or during the first year after placement for foster care, kinship care or adoption;
• To care for a family member with a serious health condition;
• For the employee's own serious health condition;
• To care for a service member with a serious health condition; or
• To attend to a qualifying exigency.		• Child;
• Parent;
• Parent-in-law;
• Spouse;
• Domestic partner;
• Grandparent;
• Grandchild; and
• Sibling.		Yes, beginning January 3, 2028.Yes.Employees, employers with 15 or more employees, and self-employed individuals participating in the program must contribute.
Contributions begin January 1, 2027. Effective from January 1, 2027, through December 31, 2027, the initial contribution rate is 0.90% of covered wages, equally divided between employer and employee (i.e., 0.45% each).		Covered individuals may submit claims for benefits beginning January 3, 2028. The amount varies depending on whether a covered individual's average weekly wage equals, exceeds or is less than 65% of the state's average weekly wage. The maximum weekly benefit amount is $1,000 until December 31, 2028.12 weeks per application year. A covered individual may qualify for an additional 12 weeks if leave for their own serious health condition either precedes or follows leave taken to care for a child after birth or placement.No waiting period.An employee must provide:

• 30 days' written notice, for foreseeable leave.
• Notice as soon as practicable, and must generally comply with employer's requirements for requesting or reporting other leave, for unforeseeable leave.
• Certification for the employee's or a family member's serious health condition, to care for a service member, or for intermittent leave.		Covered employers must:

• Provide written notice to all employees at the time of hire and annually; and
• Notify an employee of their eligibility to take leave within five business days of the leave request or the employer becoming aware that the employee needs leave.

The MDOL is expected to create model notices for employers to use, and it plans to issue regulations providing clarity.
25
MassachusettsEmployers subject to the Massachusetts Unemployment Insurance Law.Current employees, former employees and self-employed individuals who meet the financial eligibility requirements for state unemployment benefits. A former employee is not covered if they were separated from employment for more than 26 weeks. A self-employed individual is not covered unless they filed a notice of election and made contributions or they are a covered contract worker.• Family leave (bond with a new child, military-related qualifying exigency, care for a family member who is a servicemember, family member's serious health condition); and
• Medical leave (individual's own serious health condition).		• Child;
• Parent;
• Parent-in-law;
• Spouse;
• Domestic partner;
• Grandparent;
• Grandchild; and
• Sibling.		YesYes, but only for current employees.Combination of employer and employee contributions. The 2026 withholding rate is 0.88% (adjusted annually) of each eligible individual's wages up to the Social Security taxable wage base in effect for the particular year.
An employer with 25 or more employees may withhold up to 40% of medical leave contributions and up to 100% of family leave contributions from eligible employees' wages. An employer with fewer than 25 employees is not required to pay the employer portions of family and medical leave contributions.		For 2026, the maximum weekly benefit amount is $1,230.39 (adjusted annually to equal 64% of the state average weekly wage).26 weeks in a 52-consecutive-week period (maximum of 20 weeks for medical leave, 26 weeks for family leave to care for a covered servicemember and 12 weeks for family leave for all other qualifying reasons).Seven calendar days of leave.Employee must provide:


• 30 days' notice, or notice as soon as practicable; and
• Supporting certification with any benefits claim.		Employer must:


• Post a notice; and
• Provide notice to current employees and new hires.
26
MichiganN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
27
MinnesotaAll employers.An individual who earns 5.3% of the state's average annual wage in the four most recently completed quarters and who performs services for an employer and at least 50 percent of their work is either:

• Performed in Minnesota; or
• Not performed in Minnesota or any other state within the United States or United States territory or foreign nation but some of the work is performed in Minnesota and the employee lives in Minnesota for at least 50 percent of the calendar year.		• The employee's or their family member's serious health condition;
• Medical care related to the employee's pregnancy or childbirth;
• Bonding with a new child;
• Reasons related to domestic violence, sexual assault or stalking;
• To care for a family member who is a military member; and
• Qualifying exigency leave.		• An employee's:

• Spouse or domestic partner;
• Child;
• Parent;
• Sibling;
• Grandchild;
• Grandparent;
• Grandparent;
• Child-in-law;


• The above family members of the employee's spouse or domestic partner; or
• An individual who has a personal relationship with the employee that creates an expectation and reliance that the employee care for them without compensation.		YesYes, starting 90 calendar days from an employee's hire date.The 2026 premium rate is 0.88%.
Employers must pay at least 50% of the annual premiums due. Employees pay any remaining portion by wage deduction. After receiving the required wage detail report, the Commissioner will notify employers of their premium rate.		The weekly benefit amount is the total of:
 

• 90% of the employee's wages that do not exceed 50% of the state's average weekly wage; plus
• 66% of the employee's wages that exceed 50% of the state's average weekly wage but not 100% of the average weekly wage; plus
• 55% of the individual's wages that exceed 100% of the state's average weekly wage.

The maximum weekly benefit amount for 2026 is $1,423.		20 weeks in a benefit year (up to 12 weeks for the employee's serious health condition and up to 12 weeks for bonding, family care, safe leave or a qualifying exigency, for a combined total of 20 weeks).No waiting period, but employee must be out of work for seven days to be eligible for benefits (except for bonding leave).An employee must provide:

• 30 days' notice for foreseeable leave; and
• Notice as soon as practicable for unforeseeable leave.

An employer may require that employees provide certification of the need for leave. Acceptable certification depends on the reason for the leave.		An employer must:

• Provide a written notice to employees within 30 days of their start date; and
• Post a notice.
28
MississippiN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
29
MissouriN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
30
MontanaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
31
NebraskaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
32
NevadaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
33
New HampshireEmployers as defined by the New Hampshire Unemployment Compensation Law. (Any NH employer may purchase a NH PFML insurance plan for their NH workers under this voluntary program.)N/A (NH employers may purchase NH PFML insurance for their NH workers only under this voluntary program.)• The birth, adoption or foster care placement of a child;
• To care for a family member with a serious health condition;
• A qualifying exigency arising from foreign deployment in the armed forces;
• To care for a servicemember with a serious injury or illness; and
• The employee's nonwork-related serious health condition (under certain circumstances).		• Child;
• Child's spouse or domestic partner;
• Spouse or domestic partner;
• Parent (including legal guardian and parent or legal guardian of the employee's spouse or domestic partner); and
• Grandparent.		No, the law is voluntary for private employers. (Employers that sponsor a PFML plan under the voluntary program provide at least six paid weeks of leave.)Yes, for employers with 50 or more employees that sponsor a PFML plan under the voluntary program.Employers that choose to participate in the program may provide paid leave at no cost to employees or on a contributory or partially contributory basis.

If an employer does not participate and an employee purchases coverage on an individual basis, an employer with more than 50 employees is required to make payroll deductions. Employers with fewer than 50 employees are not required to make payroll deductions; employees must pay the state directly.		60% of an employee's average weekly wage, capped at the Social Security taxable wage maximum.At least six weeks. (Private employers may choose to sponsor PFML plans that provide additional leave.)Seven days (but will depend on employer's specific PFML plan).N/A (Regulations providing more clarity may be issued.)N/A (Regulations providing more clarity may be issued.)
34
New JerseyEmployers subject to the New Jersey Unemployment Compensation Law.In 2026, employees who worked at least 20 weeks earning at least $310 weekly or $15,500 total combined in the first four out of the five completed calendar quarters prior to the week the leave begins.• To care for a family member with a serious health condition or for reasons related to a public health emergency;
• To bond with a new child;
• For reasons related to domestic or sexual violence; and
• To care for a family member for reasons related to a communicable disease.		• Child;
• Parent;
• Spouse;
• Domestic partner;
• Civil union partner;
• Parent-in-law;
• Sibling;
• Grandparent;
• Grandchild;
• Any other blood relative; and
• Any individual with a close association to the employee equivalent to a family relationship.		Yes, under the NJ Family Leave Act and NJ SAFE Act.YesEmployee: 0.33% of the first $171,000 of wages earned.

Employer: None required.		85% of an employee's average weekly wage. The maximum weekly benefit amount is $1,199 for 2026.12 weeks.No waiting period.For intermittent leave to care for a family member or for the birth, adoption or foster care placement of a child, employee must provide 15 days' notice.

For nonintermittent leave to care for a family member, employee must provide notice in a reasonable and practical manner.

For nonintermittent leave for the birth, adoption or foster care placement of a child, employee must provide 30 days' notice.

For leave to care for a family member, employee must provide appropriate certification.

For foreseeable leave related to domestic or sexual violence, employee must provide written notice as far in advance as is reasonable and practical under the circumstances.		Employer must:


• Post a notice; and
• Provide notice to new hires, to employees indicating a need for leave and upon request.
35
New MexicoN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
36
New YorkEmployers that have at least one employee for 30 days in a calendar year.Employees who have worked at least 26 consecutive workweeks (or 175 workdays, if the employee works fewer than 20 hours per week).
Effective January 1, 2027, certain construction workers who have worked at least 26 of the last 39 weeks are also covered.		• Family member's serious health condition;
• Bond with a new child; and
• Military-related qualifying exigency.		• Child;
• Parent;
• Parent-in-law;
• Spouse;
• Domestic partner;
• Grandparent;
• Grandchild; and
• Sibling.		YesYesEmployee: 0.432% of an employee's weekly wage. The maximum contribution amount for 2026 is $411.91.

Employer: None required.		67% of an employee's average weekly wage. The maximum weekly benefit amount for 2026 is $1,228.53.12 weeks during any consecutive 52-week period.No waiting period.Employee must provide:


• 30 days' notice or notice as soon as practicable for foreseeable leave;
• Notice as soon as practicable for unforeseeable leave; and
• Appropriate certification, depending on the reason for leave.		Employer must:


• Post a notice from insurance company;
• Include guidance in employee handbook, if applicable; and
• Provide a written statement of rights to eligible employees who have been absent for more than seven consecutive days due to a qualifying reason.
37
North CarolinaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
38
North DakotaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
39
OhioN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
40
OklahomaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
41
OregonAny person that employs one or more employees working anywhere in Oregon, or any agent or employee of that person to whom the person's paid family leave duties are delegated.Employees who earn at least $1,000 in wages during the base year or alternate base year.• Family leave (pre-placement leave, care for and bond with a new child, care for a family member with a serious health condition);
• Medical leave (employee's own serious health condition); and
• Safe leave (reasons related to domestic violence, harassment, sexual assault, stalking or bias).		• Spouse or domestic partner;
• Child (including the child's spouse or domestic partner);
• Parent (including the parent's spouse or domestic partners);
• Parent-in-law;
• Sibling or stepsibling (including the sibling's or stepsibling's spouse or domestic partner);
• Grandparent (including the grandparent's spouse or domestic spouse);
• Grandparent-in-law;
• Grandchild (including the grandchild's spouse or domestic partner); and
• Any individual related by blood or affinity with a close association to the employee equivalent to a family relationship.		YesYes, if the employee has been employed by the employer for at least 90 days before taking leave.Employees, and employers with 25 or more employees, must contribute. The total rate may not exceed one percent of employee wages, up to a maximum established by the Social Security Administration, shared by the employer (40%) and employee (60%).The amount varies depending on whether an employee's average weekly wage equals, exceeds or is less than 65% of the state's average weekly wage. Beginning July 6, 2025, the maximum weekly benefit amount is $1,636.56.12 weeks of paid leave in a benefit year, plus two additional weeks for pregnancy, childbirth or a related medical condition, up to a total of 14 weeks.No waiting period.Employers may require eligible employees to provide 30 days' written notice for foreseeable leave. If 30 days' notice is not possible, then the employee must provide:

• Oral notice within 24 hours of the beginning of leave; and
• Written notice within three days after leave begins.		Employers must provide written notice to eligible employees by posting it at each work site and by mailing or emailing it to remote workers.

If an employer requires employees to provide written notice before taking leave, it must include the requirement in its written policy, which must be provided to eligible employees upon hire and when the policy changes.

If an employer elects to pay all or part of an employee's contribution, it must provide a written notice, policy or procedure to the employee specifying that the employer is paying and liable for the contribution.
42
PennsylvaniaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
43
Rhode IslandEmployers that have at least one employee who works some portion of a day within a calendar year.Employees who earn at least:


• $19,200 in base period wages; or
• $3,200 in one base period quarter, and

• Total base period wages of at least one and one-half times the highest quarter of earnings; and• Minimum total base period earnings equal to at least $6,400.		• To care for a seriously ill family member;                     
• To bond with a new child; and   
• To donate bone marrow or an organ.		• Child;                  
• Parent;                
• Parent-in-law;          
• Spouse;            
• Domestic partner;      
• Grandparent; and       
• Sibling.		YesYesEmployee: 1.1% of the first $100,000 of wages earned. The maximum contribution amount for 2026 is $1,100.

Employer: None required.		4.62% of the wages paid in the highest quarter of the employee's base period. The maximum weekly benefit amount is $1,103, effective July 1, 2025.

Employees may be eligible for a dependency allowance equal to $20 or 7% of the weekly benefit amount per dependent child, whichever is greater, for up to five dependents.		Eight weeksNo waiting period, but employee must be out of work for seven days to be eligible for benefits.Employee must provide 30 days' written notice.Employer must:


• Post a notice; and
• Provide notice to new employees and employees who take leave for a qualifying reason.
44
South CarolinaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
45
South DakotaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
46
TennesseeN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
47
TexasN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
48
UtahN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
49
VermontN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
50
VirginiaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
51
WashingtonAll employers.Employees who work at least 820 hours in a qualifying period.• Medical leave (employee's own serious health condition); and
• Family leave (family member's serious health condition, bond with a new child, bereavement for a child, military-related qualifying exigency).		• Child (and child's spouse);
• Parent;
• Parent-in-law;
• Spouse;
• Registered domestic partner;
• Grandparent;
• Grandchild;
• Sibling; and
• Any individual who regularly resides in the employee's home or where the relationship creates an expectation that the employee will care for the person and that individual depends on the employee for care.		YesYes, for employers with 25 or more employees, provided employment began at least 180 days before the leave begins.
Effective January 1, 2027, for employers with 15 or more employees, provided employment began at least 180 days before the leave begins.
Effective January 1, 2028, for employers with eight or more employees, provided employment began at least 180 days before the leave begins.		Employees, and employers with 50 or more employees, must contribute. For 2026, the total premium is 1.13% of an employee's wages, shared by the employer (28.57%) and employee (71.43%).Benefits vary depending on whether an employee's average weekly wage equals, exceeds or is less than one-half of the state's average weekly wage. The maximum weekly benefit amount is $1,647 for 2026.During a 52-consecutive-calendar-week period:


• 12 weeks of family or medical leave;
• 14 weeks of medical leave, if the employee develops an incapacitating pregnancy-related serious health condition;
• 16 weeks of combined family and medical leave;
• 18 weeks of combined family and medical leave, if the employee develops an incapacitating pregnancy-related serious health condition; or
• Seven calendar days of bereavement leave after the death of an employee's child.		Seven consecutive calendar days (except no waiting period for medical leave after the birth of a child, qualifying exigency, or family leave after placement of a child or, according to the Department, loss of a child).Employee must provide 30 days' written notice or notice as soon as practicable, and written authorization for the health care provider to disclose health care information.

Employer may request documentation of military exigency.		Employer must:


• Post a notice;
• Provide a written notice of rights to eligible employees who have been absent for more than seven consecutive days due to a qualifying reason;
• Provide advance written notice if it reduces the portion of employee premiums it will pay; and
• Provide notices related to restoration rights.
52
West VirginiaN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
53
WisconsinN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
54
WyomingN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/AN/A
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
99
100