What brokers need to know about new legislation and increased PFML benefits across the states.
It’s been almost 10 years since New York State introduced the most robust Paid Family Leave program the US had ever seen. Since then, 12 states have introduced required paid family and medical leave programs, including two programs that went into effect Jan. 1, 2026, one going into effect this May, and Maryland set to launch in January 2027, with benefits available beginning in 2028.
The US has a long way to go before it catches up with other countries in terms of parental or caregiver leave. In the meantime, these programs set the pace to provide new parents or those caring for older adults with important and flexible support to take time off.
We’ve created a handy guide to statutory paid family and medical leave benefits along with an easy-to-reference chart. Visit our Paid Family Leave Resource Center for more details on all states with statutory programs in effect.
Colorado (FAMLI)
Colorado’s Family and Medical Leave Insurance program (FAMLI) has been in effect since 2024, with incremental increases to benefits based on the state’s average weekly wage. Benefits equal 90% of base weekly earnings up to 50% of the state’s average weekly wage, and then 50% up to the maximum benefit. In 2026, the maximum weekly benefit is $1,381.45.
Birthing parents who experience pregnancy or childbirth complications may be entitled to an additional four weeks of leave, a total of 16 weeks. Colorado FAMLI covers caring for or bonding with a new child (including adopted or foster children), caring for their own serious health condition, caring for a family member, making arrangements for a family member’s military deployment, or addressing immediate safety needs following domestic violence or sexual assault.
Premium costs are .44% of gross earnings up to $184,500 for both the employer and employee, with a maximum annual cost of $811.80 per year for the employer and employee.
Connecticut Paid Leave (CT PL)
Connecticut offers employee-funded PFML benefits with private plans available. The state pays 95% of base weekly earnings up to 40 times the state minimum wage (currently $677.60 per week). There’s a maximum benefit of $1016.40.
Connecticut insurance brokers should know that private options require a majority employee election and the plan must be as good, or better, than the state plan, with premiums equal to or lower than the state. State premiums are set at a maximum of $922.50 per year and equal 0.5% of gross earnings up to $184,500.
Delaware
Delaware joins the list of states offering family and medical leave in 2026, with options for privatization. Benefits are equal to 80% of the employee’s average weekly wage, with a cap of $900 per week. Employees at businesses with 25+ employees can take 6 weeks in any 24-month period for their own medical condition and up to 12 weeks, combined, annually, to care for a loved one, infant, or newly adopted or foster child within the first year.
Workers at businesses with 10 to 24 employees can only take parental leave. Smaller businesses can opt in.
Premiums are split between employer and employee, with each paying 0.4% of the employee’s gross wages up to $184,500.
Hawaii (Temporary Disability Insurance)
Hawaii has offered TDI on private plans for decades, and The DBL Center has been a trusted partner helping brokers write these policies. As of Jan. 1, 2026, the benefit equals 58% of an employee’s wages, up to $871 per week. Premiums equal 0.5% of taxable wages, up to $390.06 per year, paid by the employee. Any additional premium costs are covered by the employer. Read our Hawaii TDI page for more details.
Maine Paid Medical Leave (PML)
Maine’s Paid Family and Medical Leave program went into effect in January 2025, with employers taking payroll deductions for premium contributions. Employees can begin filing claims on May 1, 2026.
The plan allows up to 12 weeks of paid leave to care for family members, infants or newly adopted or foster children, or an employee’s own medical condition. It also allows for leave to prepare for a family members military deployment or to secure safe living conditions following domestic abuse or violence.
Premium costs equal 1% of an employee’s wages, with the employer covering at least half of the premium costs.
Maryland FMLI
Maryland’s Family and Medical Leave Insurance doesn’t go into effect until January 1, 2028. But, employers can begin making payroll deductions as of January 1, 2027. This gives brokers plenty of time to connect with business owners in the state and help them save money and receive better service through a private plan.
When Maryland’s FAMLI program goes into effect, employees will be able to claim up to $1,000 per week for up to 12 weeks to care for their own medical condition, bond with a newborn infant, adopted or foster child within the first year, or to prepare for a family member’s military deployment.
Premium costs are shared between employer and employee and equal .90% of wages up to the social security maximum. Small businesses with fewer than 15 employees only submit the employee portion of the premium, with no employer contributions required.
Massachusetts
Massachusetts began paying family and medical leave benefits under their PFML legislation in January 2021 and their program remains one of the most robust. The maximum weekly benefit increased to $1,230.29 in 2026, with contribution rates holding steady at .88% of eligible wages up to the Social Security cap.
Employers with 25+ workers can withhold .18% for family. For medical leave, employers can withhold up to .28% of eligible wages and must cover the additional .42% premium costs. View this chart on the state of Massachusetts Department of Family and Medical Leave website for the breakdown.
Employers with 24 or fewer covered workers are not required to pay their share of premium costs for medical leave. Certain private plans may also allow exemptions for employer premiums.
Massachusetts offers 20 weeks paid medical leave for an employee’s serious health condition, up to 12 weeks paid leave to bond with a newborn infant, adopted or foster child within the first year, and up to 12 weeks to care for a family member. The state also provides 12 weeks paid leave to prepare for a family member’s active duty military deployment, and up to 26 weeks to care for a family member who suffered a serious illness or injury on active duty.
Minnesota
New this year, Minnesota’s Paid Leave program (PML) entitles workers to 12 weeks of paid medical leave and 12 weeks paid family leave, up to a combined 20 weeks of leave in the benefit year. Benefits range from 55% to 90% of the employee’s total pay, with a maximum benefit of up to $1,423.
Employers and employees split the premium cost, with each contributing .44%, up to $814 per year.
New Jersey TDB and FLI
New Jersey temporary disability benefits remain one of the most generous statutory disability benefits, paying 85% of an employee’s wages up to $1,119 per week for up to 26 weeks. Employees pay 0.19% of their taxable wages, with a maximum payout of $325 per year, while employers cover the balance up to $661 per year. New Jersey also mandates Family Leave Insurance with the same benefit payout for up to 12 weeks, fully paid by the employee at 0.23% of their taxable wages up to $393.53 per year.
The DBL Center can help your clients privatize TDB coverage for white-glove service through one of our preferred carriers.
New York PFL and DBL
New York’s Paid Family Leave program pays 67% of an employee’s wages up to $1,228.53 per week for up to 12 weeks. Employees pay the full premium cost, which is .432% of covered wages up to $411.91 per year.
New York’s disability benefits law (DBL) coverage pays just 50% of an employee’s wages up to $170 per week up to 26 weeks. However, PFL and DBL share a combined 26 weeks in every 52-week period. Employee premium contributions equal 0.5% of covered wages, up to $31.20 for the year. Employers premium contributions vary.
New York business owners should consider enriched DBL as part of a comprehensive benefits plan.
Oregon
Oregon’s Paid Medical Leave and Paid Family Leave plans provide a maximum benefit of up to $1636.56, ranging from 50% to 100% of an employee’s average weekly wage. In 2026, the employee premium cost is .6% of wages up to $184,5000, or $1107 maximum contribution annually. Employers with 25+ workers cover the remaining .4% up to $738 per year.
