Explore 7 states with massive opportunities for employee benefits brokers.
When it comes to Paid Family and Medical Leave, statutory programs vary widely across the different states that offer programs.
New York became a forerunner in Paid Family Leave when the program was introduced in 2017. Written as a rider to the state’s mandatory DBL benefits, New York PFL delivered generous payouts, which were much higher than the state’s DBL benefit. (And, as of this writing, still are!)
Nearly 10 years later, other states’ leave laws are starting to catch up and have surpassed NY DBL and PFL in the benefits offered, the duration of the benefits, and who qualifies for coverage.
FMLA vs PFL: The Differences in Durations and Benefits
For the most part, when it comes to the duration of leave, most states adhered to the standards set by the federal government’s Family Medical and Leave Act. FMLA guarantees job security, but does not provide pay, during a leave of up to 12 weeks following a childbirth, adoption, or foster situation within the first year of the event or to care for an injured or ill family member. It also offers job protection for an employee who needs to take up to 12 weeks off for their own health condition or medical needs or to take leave and care for a family or home while a military spouse is deployed.
The differences in FMLA vs. PFL are significant, since FMLA is an unpaid program that only provides job protection. But it set the stage, decades later, for NY, New Jersey, and then other states to introduce paid family and medical leave programs to support parents, adult children of aging adults, and anyone who needs time off to care for themselves or a loved one with a medical condition.
Paid Family and Medical Leave Programs Across the U.S.
In states that offer an opportunity to privatize Paid Family and Medical Leave, brokers have a chance to generate an additional revenue stream. But that’s just the beginning.
By guiding your clients through the process of privatizing required benefits, you’ll help them save money and you’ll build trust. Then, you can show them how to roll the cost savings from a private plan into ancillary benefits.
If you’re looking to grow your book of business while delivering exceptional value to your clients, these seven states represent some of the biggest opportunities in the country right now. Let’s break down where the benefits are strong, the premiums are fair, and the market is wide open for brokers to make a difference by privatizing PFML or similar programs.
| State | Max Weekly Benefit | Benefit Duration | Premium Rate | Who Pays? | Who Must Participate? |
|---|---|---|---|---|---|
| Oregon | $1,568 | 12 weeks (+2 pregnancy) | 1.0% of wages (up to SS cap) | 60% employee / 40% employer | All private employers |
| Massachusetts | $1,170.64 | Up to 26 weeks combined | 0.88% of wages | NY PFL: 100% employee / Medical: 60/40 | All private employers |
| New York | $1,177.32 | 12 weeks PFL | 0.388% of wages (max $354.53/year) | 100% employee | All employers with 1+ employee |
| New Jersey | $1,081 | 12 weeks FLI / 26 weeks TDI | 0.33% / FLI (max $545.82/year); TDI varies | NJ FLI: 100% employee; TDI: employer/employee | All private employers with 1+ employee |
| Colorado | $1,324.21 | 12 weeks (+4 pregnancy) | 0.9% of wages (up to SS cap) | Split 50/50 when 10+ employees | All private employers (local gov may opt-out) |
| Connecticut | $981 | 12 weeks (+2 pregnancy) | 0.5% of wages | 100% employee | All private employers (excludes some non-public K–12 staff) |
| Delaware | $900 | 12 weeks | 0.8% of wages | 50/50 employer & employee | Private employers with 10+ workers (25+ for medical leave) |
Note: Not all states with private plans are represented. Stay tuned for Minnesota Paid Family and Medical Leave and Maryland Paid Leave to roll out in January 2026.
These seven states exemplify the best blend of availability to workers, reasonable premium costs, and generous benefits relative to that state’s cost-of-living.
Oregon PFML tops the list with its generous maximum benefit of more than $1,500 per week and a 60/40 split for employee and employer funding. Participating in the Oregon Paid Leave program is required for all private employers, providing brokers with vast opportunities to build relationships with business owners in the state.
Paid Leave Programs vs. Cost-of-Living: Which State Pays the Best Benefits?
It’s equally interesting to explore where PFML benefits can stretch the farthest. We next explored each state’s maximum benefit amount relative to the state’s cost of living in recent years. The data was eye-opening.
Delaware’s modest $900 maximum benefit puts it at the bottom of the list of the best programs. But, relative to the state’s cost of living, it beats out New England neighbors Connecticut and Massachusetts. And while Massachusetts’ benefit amount is comparable to New York, putting it second on our list behind Oregon of the best PFML programs in the country, the benefit compared to the state’s cost-of-living is nowhere near as impressive as any of the other states.
| State | Max Weekly Benefit | Cost of Living Index (2024) | Relative Generosity (Benefit ÷ COL) |
|---|---|---|---|
| Colorado | $1,324.21 | 114.8 | 1.15 |
| Oregon | $1,568 | 145.1 | 1.08 |
| New York | $1,177.32 | 123.3 | 0.96 |
| New Jersey | $1,081 | 114.6 | 0.94 |
| Delaware | $900 | 103 | 0.87 |
| Connecticut | $981 | 121.6 | 0.81 |
| Massachusetts | $1,170.64 | 145.9 | 0.8 |
Note: The Cost of Living Index is based on data from the Missouri Economic Research and Information Center (MERIC) for 2024. A higher index indicates a higher cost of living.
The Breakdown for Brokers
What does all this mean to insurance brokers? Each of these states represents an opportunity to deliver a required benefit with better service and potential cost savings compared to the state-run plan.
But you don’t have to do it all alone. Let The DBL Center guide you as your paid family and medical leave expert from coast to coast.
