To provide you with the most current, detailed and accurate information about these many statutes and regulations, Reliance Matrix employs dedicated legal and regulatory compliance experts who monitor, compile and share information and insights to help you stay on track.
Assembled here, and organized by federal, state and/or territorial jurisdiction, are summaries of the various statutory disability, state temporary disability plans, state paid medical leave and state paid family leave laws. Simply click on the state below and you’ll be shown a clear distillation of the core provisions of the various plans in that jurisdiction as we understand them to date.
To ensure you have the most current information on any particular geography, as well as commentary on the various plans and statutes, we encourage you to visit and subscribe to the Absence Mentor blog, our channel for sharing thoughts and research on industry developments, legislative updates and other topics of interest.For additional questions or assistance complying with these statutes and regulations, please contact your local Reliance Matrix account manager or sales representative.
Last Edited: December 21, 2023
The information referenced above and provided on this site will be updated as necessary. PLEASE NOTE this information does not constitute legal advice. You should always consult your broker and/or legal counsel for advice on the appropriate benefits solution based on your specific group or situation.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
CA Employment Development Department
Last updated November 28, 2023
State – State-administered
Matrix – Self-funded
Employer with one or more employees working in the state of California.
Off-the-job injury or illness which results in lost wages. Includes:
7 consecutive or non-consecutive days. Benefits start on 8th day
Successive periods of disability caused by the same or related injury or illness within 60 days of initial claim, will be considered a continuation and no new waiting period is required
Claims beginning on or after January 1, 2022:
Claims beginning on or after January 1, 2023:
Claims beginning on or after January 1, 2024:
If you are eligible, you can receive about 60 to 70 percent (depending on income) of wages earned 5 to 18 months before your claim start date. You can be paid benefits for a maximum of 52 weeks. For more information, review Calculating Disability Benefit Payment Amounts.
52 weeks from date of disability.
52 consecutive weeks from the start of leave
Employee must submit completed claim form (DE 2501) between 9 and 49 days after first day of disability begins
SDI Online – Online option
Claim for Disability Insurance Benefits (DE 2501) – Mail option
Employee must provide (Detailed Information):
Religious practitioner care: Employee must request a Claim for Disability Insurance Benefits – Religious Practitioner’s Certificate (DE 2502). Certification only acceptable if the practitioner has been accredited by the Employment Development Department.
None – Job may be protected under other federal or state laws such as FMLA, CFRA, CA Pregnancy Disability Leave, CA Leave For Organ or Bone Marrow Donation, and/or CA Leave for Victims of Domestic Violence, Sexual Assault, and Stalking, if applicable.
Not addressed
Employer’s Guide to Voluntary Plan Procedures – Insured and self-funded options are available with the mutual consent of the employer and a majority employee vote. The plan must have at least one right or benefit that is better than the rights provided by the state plan. Voluntary plans must include both PFL and SDI.
Voluntary plans are permitted to retain a wage ceiling for contributions. The wage ceiling was eliminated for the state plan beginning 1/1/24 to account for the increase in benefits coming in 2025.
2024 VP Assessment Rate of Taxable Wages: 0.00154
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
CA Employment Development Department
Last updated November 28, 2023
State – State-administered
Matrix – Self-funded
Employer with one or more employees working in the state of California.
Covered family members – Child (no age restriction), parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner
No waiting period
Not applicable
Claims beginning on or after January 1, 2022:
Claims beginning on or after January 1, 2023:
Claims beginning on or after January 1, 2024:
Weekly benefit amount is about 60 to 70 percent (depending on income) of wages earned 5 to 18 months before your claim start date and up to the maximum weekly benefit.
If your highest quarterly earnings are:
8 weeks
12-month period from first day of leave
Employee must submit completed claim by mail or online within 41 days from the date the family leave begins
SDI Online – Online option
Claim for Disability Insurance Benefits (DE 2501F) – Mail option
See Paid Family Leave Claim Process for documentation required for each type of PFL claim
None – Job may be protected under other federal or state laws such as FMLA, CFRA, CA Leave for Victims of Domestic Violence, Sexual Assault, and Stalking, and CA Family Military Leave, if applicable
Not addressed
Employer’s Guide to Voluntary Plan Procedures – Insured and self-funded options are available with the mutual consent of the employer and a majority employee vote. The plan must have at least one right or benefit that is better than the rights provided by the state plan. Voluntary plans must include both PFL and SDI.
Voluntary plans are permitted to retain a wage ceiling for contributions. The wage ceiling was eliminated for the state plan beginning 1/1/24 to account for the increase in benefits coming in 2025.
2024 VP Assessment Rate of Taxable Wages: 0.00154
Employers with San Francisco employees may be required to supplement employee wages if they are receiving PFL benefits for bonding with a new child through birth, adoption, or foster care placement. For more information, view the San Francisco Paid Parental Leave Ordinance.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Paid Parental Leave Ordinance, San Francisco Police Code, Article 33H
Paid Parental Leave Ordinance Amendment - April 2020.pdf (sfgov.org)
San Francisco Paid Parental Leave Rules
Last updated August 14, 2023
Program oversight and enforcement: San Francisco Office of Labor Standards Enforcement (the “Agency”) Benefits are administered and paid by employer or through a CA PFL voluntary plan administrator
Employers with 20 or more employees worldwide
Employee must meet all of the following eligibility requirements:
Beginning January 1, 2020, all workers, including those classified by a company as independent contractors, will be considered “employees” and entitled to coverage unless the employer can prove otherwise. See AB 5, Worker v. Employee
Note: SF PPLO is not available for leave reasons other than bonding covered by the California PFL law
No waiting period
Not applicable
Supplemental Compensation under the SF PPLO is paid directly by the employer; no employee contribution is required
Claims beginning on or after January 1, 2022:
Claims beginning on or after January 1, 2023:
For a leave calculator click Understanding the Paid Parental Leave Ordinance | San Francisco (sf.gov)
8 weeks (must be at least the same amount required by CA PFL)
12-month period from first day of leave Final PPLO Rule, Introduction and Definitions
Posting: Employers must post notice of SF PPLO rights in a conspicuous place in the workplace, in English, Spanish, Chinese, and any language spoken by at least 5% of the employees at the workplace or job site. The Agency makes available posters in the languages spoken by at least 5% of the San Francisco workforce.
Parental leave poster FINAL Print (sfgov.org) 3300H.5
Employers must provide SF PPLO Form to employees after employee tells employer of the fact that s/he is expecting a newborn, adopted, or foster child, or sooner if the employee asks about paid parental leave.
Instructions and Form Combined 8.13.18 ENG.pdf (sfgov.org) Final PPLO Rule 4
If Covered Employer publishes an employee handbook that describes other kinds of personal or parental leave, Employer must include a description of PPLO rights Final PPLO Rule 4
SF PPLO does not impose any advance notice requirements on the employee but employees must first file for California PFL benefits and then submit a claim for San Francisco supplemental benefits to their employer
1. Employee must file a claim for CA PFL for new child bonding through the Employment Development Department (EDD).
2. Employee must complete the San Francisco Paid Parental Leave Form (PPL Form) and provide it to each Covered Employer.
3. Once the employee files a claim for State PFL, EDD will send the employee a form entitled Notice of Computation (DE429D) which will set forth the employee’s weekly State PFL benefit amount.
4. If requested by a covered employer(s), the employee must provide employer(s) with his/her Electronic Benefit Payment (EBP) Notification (form DE 2500E), which is provided by the State EDD and which verifies that an employee is in fact eligible for and receiving State PFL benefits. Your employer may refer to this as your "Notice of Payment."
Click Understanding the Paid Parental Leave Ordinance | San Francisco (sf.gov) for information about filing a claim, forms, and FAQs.
None – Job may be protected under other federal or state laws such as FMLA or CFRA, if applicable Law prohibits retaliation for exercising rights, and an adverse action within 90 days of protected activity raises a rebuttable presumption of a violation 3300H.7
Not addressed
The Agency may issue notices of violation; the alleged violator has a right to hearing 3300H.8(b)
Civil enforcement is permitted after written notice to the Agency 3300H.8(c)
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Statute: Colorado Paid Family and Medical Leave (C.R.S. §§ 8-13.3-501 et seq.)
Rules: Proposed/Adopted Rules | Family and Medical Leave Insurance (colorado.gov)
State PFML website: Family and Medical Leave Insurance (colorado.gov)
Last updated November 13, 2023
“Covered Individual” means any person who:
OR
Note: For simplicity, we use the term “employee” throughout this chart
Leave/benefits reasons:
Covered family relationships:
* Note: These relationships include biological, foster, adoptive, step, and in loco parentis relationships and the same relationships to the employee’s spouse or domestic partner, if applicable
Applications for leave must be filed:
Documentation must include:
None
PLUS
Application Year:
If employee has been employed with current employer for at least 180 days (doesn’t have to be consecutive) prior to commencement of PFML leave, restoration after leave to same or equivalent position and terms and conditions of employment
Continuation of health care benefits during leave
Employer can receive reimbursement from state program or private plan insurance carrier for advance payments made by employer equal to or greater than CO PFML benefits
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Department: CT Paid Leave Authority
Statute: Conn. Gen. Stat. 31-49e et seq.
Paid Leave Authority: Consolidated Policies Document - Final 04.13.2023 (ctpaidleave.org); Law and Policies (ctpaidleave.org)
PFML Glossary: Glossary of Terms
NOTE: Although no regulations have been released, the CT PFML Consolidated Policies provide guidance from the Paid Leave Authority
Effective:Last updated December 21, 2023
State plan: CT Paid Leave Authority
Private plan:
All private employers are covered, regardless of size. Does not include:
Has earned wages of at least $2,325 from employment in Connecticut in the employee’s highest-earning quarter of the base period (the first 4 of the 5 most recently completed quarters), and:
“Family Member” includes the following relationships to the employee:
None
None
Maximum weekly benefit is capped at 60x the state minimum wage.
Base weekly earnings: 1/26 of an employee’s covered total wages (cash and noncash remuneration) during the 2 highest-earning quarters in the base period (the first 4 of the 5 most recently completed quarters).
Intermittent leave or reduced schedule for bonding requires employer/employee agreement
Under the state plan leave usage is determined by the rolling 12-month period measured backward from an employee’s first day of leave taken
A private plan may select any of 4 leave year calculation methods:
As of 7/1/2022, an employer must at time of hiring and annually thereafter provide written notice to each employee of employees' CT PFML rights
Certifications are required based on the leave reason. Resources can be found on the Claims (ctpaidleave.org) resource page on the state’s website which also includes the Application Document Checklist (ctpaidleave.org).
30 days’ advance notice of need for leave, or as soon as practicable if the delay is due to reasons beyond the employee’s control.
None provided; job protection may be available under FMLA, CT FMLA, or the CT Leave for Family Violence law, if applicable
None provided; benefits protections may be available under the FMLA, CT FMLA, or CT Leave for Family Violence law, if applicable
State Plan: The CT PFML law provides no details regarding employer reporting responsibilities. Details of reporting requirements may be included in the CT PFML regulations, when made available.
Private Plan: While the CT PFML law includes no details about employer reporting, the Authority has stated in the Private Plan Policy + Procedures 10.12.2023 (ctpaidleave.org), that annual reporting is expected to include the number of claims submitted and data on how many have been approved or denied, the reasons for leave taken and amount of leave benefits paid.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Website: Delaware Paid Leave Is Coming - Delaware Department of Labor
Statute: Delaware Senate Bill 1; Title 19 of the Delaware Code, Chapter 37
Regulations: Regulations Subdivision 1400 can be found here
Last updated September 19, 2023
State program:
Private plans:
None specified
For 2025-2026:
For 2027 Forward: To be determined*
Employer can require employee to contribute up to 50% of total contribution
Contributions are capped at the FICA limit.
Private plans are not required to make contributions.
*If contribution rate exceeds 1% of wages, department shall reduce benefit from 80% of AWW to the lowest percentage of AWW that would allow a contribution rate less than 1%
12 weeks per Application Year
Application Year: 12-month period defined in FMLA, changes must be made in accordance with FMLA
Notice of intention to take covered leave 30 days in advance, if known, or as soon as practicable
Employer must report approvals to Department within 3 days in a manner to be determined
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Department: DC Universal Paid Family Leave | ohr Homepage » DOES Office of Paid Family Leave (dc.gov)
Statute: Universal Paid Leave
Regulations: Paid Leave Contributions Regulations
Last updated October 9, 2023
All private sector DC employers with one or more employees
Full or part-time employee who works for a Covered Employer and:
And:
No waiting period for claims "filed after October 1, 2021, and before the 365th day after the end of the public health emergency"
None
Minimum Benefit:
Calculation:
Maximum Benefit:
Intermittent leave is calculated based on the employee’s regular workweek. For example, an employee who works 5 days will be entitled to 1/5 of PFL weekly benefit amount for 1 day of leave.
Before October 1, 2022:
On or After October 1, 2022*:
52 calendar weeks (measuring method for the 52 weeks is not defined by the UPL statute or regulations)
Paper form (send to Office of Paid Family Leave, 4058 Minnesota Ave. NE, Washington, DC 20019) or online at DC Paid Family Leave.
Additional documentation to support the need for leave:
None; job protection may be available under the federal FMLA and/or DC FMLA if applicable
None; benefits protection may be available under the federal and/or DC FMLA if applicable
Within 60 days after notice of an adverse determination, employee may appeal to the Office of Administrative Hearings:
Not allowed
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Department: Hawaii Department of Labor & Industrial Relations, Disability Compensation Division
Statute: Hawaii Revised Statutes, Chapter 392
Regulations: Hawaii Administrative Rules, Chapter 11, Title 12
Last updated December 6, 2023
* Under the self-insurance option, the self-insurer must maintain an office which receives and processes temporary disability insurance claims and issues such benefit payments or engage an independent claims adjusting service as a claims agent in the State of Hawaii.
Every employer in the state of Hawaii, including the state and political subdivisions, except to the extent the type of services performed by an employee are excluded from coverage. See “Covered Employee” below for exclusions. H.R.S. 392-3
In the 52 weeks preceding the first day of disability, the employee:
For a list of exclusions, see: H.R.S. 392-5
7 consecutive days. Benefits begin on 8th consecutive day of disability.
Same or related cause or condition separated by not more than 2 weeks will be considered one continuous disability period
Employee Contribution cannot exceed:
Employer Contribution:
As of January 1, 2023: 58% of employee’s average weekly wage, up to the maximum of $765 per week.
As of January 1, 2024: 58% of employee’s average weekly wage, up to the maximum of $798 per week.
See Maximum Weekly Wage Base and Maximum Weekly Benefit Amount
26 weeks following expiration of the 7-day waiting period
Continuous only
Benefit Year: The one-year period beginning with the first day of the first week of disability when the employee first files a claim.
Subsequent Benefit Year: The one-year period following a preceding benefit year, beginning either:
Poster: Employers must publicly display notice of employee's disability rights and benefits Disability Compensation Law – Notice to Employees
After a claim is reported by the employee, employer must provide the TDI-45 Form to the employee.
Employee must request Form TDI-45 from employer and complete Part A, Claimant’s Statement. Employee’s physician must certify the disability on Part C, Doctor’s Statement.
Form is provided to the employer's claims administrator (if self-funded) or to employer's TDI carrier.
None. However, job protection may be provided through the federal FMLA or Hawaii leave laws. See Interaction with Other Leaves and Benefits above.
Not addressed. However, benefits protection may be provided through the federal FMLA or Hawaii leave laws. See Interaction with Other Leaves and Benefits above.
An employer may adopt one or more of the following methods to provide TD benefits:
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions .
Statute: 26 MRSA §850
Regulations: None at this time.
State website: MDOL: Paid Family and Medical Leave (maine.gov)
Effective:
Last updated July 31, 2023
State program: Maine Department of Labor, Paid Family and Medical Leave Benefits Authority
Private plans: Insurance carrier, third party administrator, or employer; Reliance Matrix is assessing these opportunities and awaiting further plan definition through regulations
Family Leave
Medical Leave - employee’s own serious health condition
"Family member" includes the following relationships to the employee:
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Statute: Maryland Senate Bill 275; Annotated Code of Maryland Title 8.3; Amended Senate Bill 988
Regulations: None yet; to be adopted by Secretary of Labor, consistent with federal FMLA regulations to the extent not in conflict; §8.3-403
State website: None yet
Last updated October 24, 2023
State program: Secretary of the Maryland Department of Labor
Private plans: Insurance carrier, third party administrator, or employer; Reliance Matrix is assessing these opportunities and awaiting further plan definition through regulations
Employer: A person or governmental entity that employs at least one individual in the state
Covered Employee: An employee who has worked at least 680 hours in the 12-month period immediately preceding the date leave begins
Covered Individual: A Covered Employee or a self-employed individual who elects to participate in the family and medical leave program
"Family member" includes the following relationships to the Covered Individual:
None specified
Minimum benefit: $50/week
Maximum benefit:
Increases in weekly benefit amount may only apply to claims for benefits filed after the date the increase becomes effective.
Benefit amount:
Employee’s AWW: The wages paid for the Employee’s last 680 hours of work divided by the number of weeks worked
State AWW: The wage calculated under §9-603 of the Maryland workers’ compensation law
Private Plans: The weekly benefit amount is based on the average weekly wage earned from the employer sponsoring the plan; except if the employee has worked fewer than 680 hours for the sponsoring employer, then hours worked from prior employment up to 680 hours total are included to determine AWW.
"Application year" – the 12-month period beginning on the Sunday of the calendar week for which benefits are approved.
Employer must continue Covered Individual’s health benefits in the same manner as required by the federal FMLA
No Employer reporting requirements specified
Secretary shall establish a system for appeals by Covered Individuals in the event of a denial of benefits.
A covered individual must file an appeal within 30 days after the determination is made or benefits are denied, unless there is good cause.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Department: Department of Family and Medical Leave
Statute: Title XXII, Chapter 175M: Family and Medical Leave
Regulations: 458 CMR: Department of Family and Medical Leave
Last updated November 28, 2023
State plan: Massachusetts Department of Family and Medical Leave (DFML)
Private plan:
Covered Employers: All employers except municipalities and federal government
Covered Business Entity: A business or trade that contracts with self-employed individuals for services and is required to report the payment for services to such individuals on IRS Form 1099-MISC for more than 50% of its workforce.
Covered Individual:
An employer may also be required to provide coverage to "Covered Contract Workers'' if the employer reports payment for services on IRS Form 1099-MISC and the number of Covered Contract Workers exceeds 50% of their total work force.
Total wages from Massachusetts employment in the 12 months preceding application for benefits:
Wages received from multiple employers are aggregated to determine financial eligibility for leave.
Note: Mass PFML is portable; an employee is eligible for benefits with a new employer if the employee satisfied the “Financial Eligibility Test” with one or more prior employers.
Medical Leave (employee’s own serious health condition)
Family Leave:
“Family member” includes the following relationships to the employee:
7 consecutive calendar days
For 2023:
For 2024:
Benefits are based on the employee’s Average Weekly Wage (AWW) compared to the Massachusetts State Average Weekly Wage (SAWW)
AWW is defined as 1/26 of the total wages earned in the employee’s highest 2 quarters
2022 benefits will be based on SAWW of $1,694.24
2023 benefits will be based on SAWW of $1,765.34
2024 benefits will be based on SAWW of $1,796.72
Formula for calculating benefits:
Maximum benefit:
Amounts can change annually October 1, effective the next January
Per benefit year:
Increments:
Intermittent usage per leave reason:
MA PFML benefits are reduced by amount received for:
MA PFML benefits are not reduced by amounts received for:
Accrued paid leave (including without limitation sick leave, annual leave, vacation leave, personal leave, compensatory leave or paid time off):
How other leave and benefits can affect your Paid Family and Medical Leave | Mass.gov
52 consecutive weeks beginning on the Sunday immediately preceding the first day of employee’s job-protected leave under PFML.
Note: Leave is job-protected if taken for a PFML covered reasons, even if the employee has not applied for PFML benefits.
All required notices: PFML workforce notifications and rate sheets for Massachusetts employers (mass.gov)
30 days’ advance notice of need for leave, or as soon as practicable if the delay is due to reasons beyond the employee’s control.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Statute: 2023 Ch. 59, HF 2.
Regulations: None at this time.
State website: Paid Family and Medical Leave / Minnesota Department of Employment and Economic Development (mn.gov)
Last updated October 24, 2023
The statute uses “employee” and “applicant” interchangeably. We are using employee throughout this page.
"Family member" includes the following relationships to the employee:
Except for bonding leave, benefits are based on one qualifying event of at least 7 calendar days (it is unclear from the statute if this is meant as a waiting period)
State plan: 52 calendar weeks beginning the date an employee establishes a Benefit Account (as further defined by the statute)
Private plan: May select any of 4 leave year calculation methods:
According to the statute, an application for family or medical leave benefits is effective the Sunday of the calendar week that the application was filed.
An appeal must be filed within 60 days after the determination or amended determination is sent
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Statute: Granite State Paid Family Leave Plan (N.H. Rev. Stat. Ann. §21-I:99 et seq.); N.H. Rev. Stat. Ann. §282-B:1 et seq.
Regulations: The Commissioner of the Department of Employment Security has authority to adopt rules for the paid leave program, but none have been developed yet. The NH PFML website represents interpretations by the state and its carrier partner for issues on which there is no statutory guidance.
In addition, the New Hampshire Insurance Department has issued regulations at ins-8000-adopted.pdf (nh.gov) for all individual and group policies and certificates that provide coverage for family and medical leave wage replacement benefits (“FMLI”) issued for delivery in New Hampshire. The state and its carrier partner have adopted some of the interpretations or rules from these regulations in developing the program and the information on the NH PFML website.
State PFML website: NH Paid Family Medical Leave
Effective: All aspects of the program are effective January 1, 2023
Last updated December 4, 2023
Leave/benefits reasons:
Covered family relationships:
Any of 4 leave year calculation methods can be used:
Because this is a voluntary program, there are no employer notice requirements. The state and its carrier partner have developed materials participating employers can use such as a poster and paycheck insert.
Because this is a voluntary program, there are no statutory employee notice requirements. Refer to the policy issued by the state’s carrier partner and/or company absence reporting procedures, if applicable.
Employees of an employer with 50 or more total employees that sponsors a Granite State Plan are entitled to restoration to the same or an equivalent position following leave
Employees of an employer with 50 or more total employees that sponsors a Granite State Plan are entitled to continued health insurance during leave, with employees continuing to pay their share of costs
Employers must provide wage and leave information, work schedules and other benefits information to the state’s carrier partner to support NH PFML insurance claims processing
The state plan offered through its carrier partner will provide rights to appeal adverse benefit determinations.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or educational institutions.
Department: Division of Temporary Disability and Family Leave Insurance, NJ Department of Labor & Workforce Development
Statute: N.J.S.A. 43:21-25, et seq. (July 2020)
Regulations: click here to download NJAC 12:18-1.1, et seq
Last updated November 6, 2023
Exclusions:
Employee is unable to perform the duties of the position due to an off-the-job accident or sickness. Includes:
If the employee has returned to work and experiences the same or related cause or condition separated by no more than 14 days from prior period of disability, it will be considered one continuous disability period
2022:
2023:
2024:
For periods of disability commencing on or after July 1, 2020
Up to 26 weeks with respect to any one period of disability.
52 weeks immediately preceding the week in which the disability began
Employee must submit completed Claim for Disability Benefit Form (Form DS-1) within 30 days of the start of the disability. Failure to do so may result in the loss of some or all of their benefits.
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or educational institutions.
Department: Division of Temporary Disability and Family Leave Insurance, NJ Department of Labor & Workforce Development
Statute: N.J.S.A. 43:21-25, et seq. (July 2020)
Regulations: click here to download NJAC 12:21-1.1 et seq.
Last updated November 6, 2023
State – Division of Temporary Disability and Family Leave Insurance
Private Plan – Self-funded – Matrix will administer
Exclusions:
Covered family relationships:
* Note: These relationships include biological, foster, adoptive, step, surrogacy, and legal ward relationships and the same relationships to the employee’s spouse or domestic partner, if applicable
None
2022:
2023:
2024:
Maximum leave is 12 weeks in a 12-month period
365 consecutive days from the first day of leave (also referred to as “12 month period”)
None – However, job protection may be available under NJFLA or federal FMLA if applicable
None – However, benefits protection may be available under NJFLA or federal FMLA if applicable
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or educational institutions.
Department: Disability Benefits Information for Employers (ny.gov) by NYS Workers Compensation Board
Statute: Article 9
Rules/Regulations: Rules and Regulations
Last updated November 16, 2023
RSLI – Insured
Matrix – Self-funded
Every person, partnership, association or corporation that employs one or more employees working in New York state for at least 30 days:
Exclusions include but are not limited to:
Off-the-job injury or illness
7 days per disabling condition; benefits begin on 8th consecutive day of disability
Employee contribution –
Employer contribution – Pays balance of plan cost (if any) that exceeds employee contribution
26 weeks (including a 7-day waiting period) during 52 consecutive calendar weeks
52 consecutive weeks retroactively (rolling back) from first week/day of leave
Notice of Compliance: DB-120 (obtained from insurer) – employer must post and “maintain conspicuously” at their place/places of business
Statement of Rights: DB-271S – employer must provide to employee within 5 days after employee is absent from work due to disability for more than 7 consecutive days (or within 5 days after employer learns 7-day absence is due to a disability, whichever is later).
Employee must file claim within 30 days of becoming disabled and must provide a statement of disability, completed by attending physician.
Notice and Proof of Claim for Disability Benefits: DB-450
Claimant’s Statement No Fault or Personal Injury: DB-450.1 – Required if employee was injured in a no-fault motor vehicle accident or the injury is result of negligence/wrongdoing of a third party
Not addressed
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or educational institutions.
Department: NY Paid Family Leave website
Statute: NY Article 9 – Disability and Paid Family Leave Benefits
Regulations: NY Paid Family Leave
Last updated November 16, 2023
RSLI – Insured
Matrix – Self-funded
Every person, partnership, association or corporation that employs one or more employees working in New York state for at least 30 days:
Exclusions include but are not limited to:
Covered Family Member
No waiting period
Successive periods of family leave caused by the same or related injury or sickness constitute a single period of disability if separated by less than 3 months
2021 and after – 12 weeks
(previous years: 2018 – 8 weeks, 2019 and 2020 – 10 weeks)
52 consecutive weeks retroactively (rolling back) from first week/day of leave
Forms and additional claim documentation information:
Job protected
Employer must continue existing health benefits during leave on the same terms as if the employee had continued working
A rejection of PFL benefits must be appealed within 26 weeks of written notice. Information about the appeal process is available at NAM Case Management (namadr.com)
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.
The information provided generally applies to private employers. Unless specifically stated, the information provided does not address public or government entities or education institutions.
Regulations: In progress; adopted and proposed rules available here: State of Oregon: Agency Information - Rulemaking
State PFML website: Paid Leave Oregon
Effective:
Last updated October 24, 2023
State plan: Paid Leave Oregon and Frances Online
Private plan:
All employers.
Covered Individual:
Eligible Employee: Earned at least $1,000 in wages during the Base Year or Alternate Base Year
“Family member” includes the following relationships to the employee:
None
Contributions start January 1, 2023
Benefits start September 3, 2023
Per benefit year:
Maximum total: 18 weeks per benefit year (14 paid, 4 unpaid)
52 consecutive weeks beginning the Sunday before leave commences;
or
53 weeks if necessary to avoid overlap with any quarter of the base year on a previously filed claim
By January 1, 2023, provide this Model notice
For employees employed 90 days or more before leave, reinstatement to same or equivalent position
Maintenance of health benefits during leave under same conditions as if actively working
Quarterly report of wages earned and contributions paid
State plan: Affected party may request a hearing of a final decision by the Director regarding:
Equivalent plans:
DISCLAIMER: The information summarized on this page does not, and is not intended to, constitute legal advice. The information is subject to change at any time and does not represent the full extent of the corresponding state law(s). This chart has been provided solely for reference and contains basic information for each listed category. For more detailed information regarding the state law(s), please consult legal counsel and review the statutes, regulations, and state agency materials.