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State Paid Family and Medical Leave Insurance Laws
June 2019
California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
Enacted 2002, Enacted 2008, Enacted 2013, Enacted 2016, Enacted 2017, Enacted 2017, Enacted 2018, Enacted 2019,
effective 2004; effective 2009; effective January effective January effective July 2020 effective January effective July 2019 effective January
expanded 2016, expanded 2019, 2014 2018 2019 (premiums) (premiums) and 2021 (premiums)
effective 2018; effective 2019 and (D.C. Law 21-264 and January 2020 January 2021 and January 2022
expanded 2017, 2020 (R.I. Gen. Laws § (S. 6406C, Part SS, (D.C. 2016)) (benefits) (benefits) (benefits)
effective 2020 28-41-35(h)) 239th Leg., Reg.
(N.J. Stat. Ann. § Sess. (N.Y. 2016) (S.B. 5975, 65th (H. 4640 § 29, (S.B. 1 § 3, 2019
Status
(A.B. 908, 2015- 43:21-38; A. 3975, (enacted)) Leg., 3rd Special 190th Gen. Court, Leg., Reg. Sess.
2016 Leg., Reg. 218th Leg., Reg. Sess. (Wash. 2017) Reg. Sess. (Mass. (Conn. 2019)
Sess. (Cal. 2016) Sess. (N.J. 2019)) (enacted)) 2018) (enacted)) (enacted))
(enacted); S.B. 63,
2017-2018 Leg.,
Reg. Sess. (Cal.
2017) (enacted))
1. Bonding with 1. Care for new 1. Bonding with 1. Bonding with 1. Bonding with 1. Bonding with 1. Bonding with 1. Bonding with
new child (birth, child (birth, new child (birth, new child (birth, new child (birth, new child (birth, new child (birth, new child (birth,
adoption, foster) adoption, foster) adoption, foster) adoption, foster) adoption, foster) adoption, foster) adoption, foster) adoption, foster)
Reasons for
2. Care for family 2. Care for family 2. Care for family 2. Care for family 2. Care for family 2. Care for family 2. Care for family 2. Care for family
paid leave
member with member with member with member with member with member with member with member with
serious health serious health serious health serious health serious health serious health serious health serious health
condition condition condition condition condition condition condition condition
1875 connecticut avenue, nw ~ suite 650 ~ washington, dc 20009 ~ phone: 202.986.2600 ~ fax: 202.986.2539
email: info@nationalpartnership.org ~ web: nationalpartnership.orgCalifornia New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
3. Care for own 3. Care for own 3. Care for own 3. Qualifying 3. Care for own 3. Care for own 3. Care for own 3. Care for own
disability (must be disability (must be disability (must be exigency arising serious health serious health serious health serious health
unable to perform continuously and unable to perform out of spouse, condition condition condition condition
regular or totally unable to regular or domestic partner,
customary work), perform customary customary work; child or parent (D.C. Law 21-264 4. Qualifying 4. Qualifying 4. Serving as organ
includes pregnancy work), includes partially being on active §§ 101(12)-(17), exigency arising exigency arising or bone marrow
pregnancy unemployed duty (or having 104(a)-(b) (D.C. out of family out of family donor
(Cal. Unemp. Ins. workers may be been notified of an 2016)) member being on member being on
Code §§ 2626, 4. Engaging in able to claim impending call or active duty (or active duty (or 5. Qualifying
3302(e)) certain activities benefits) order to active having been having been exigency arising
related to duty) notified of an notified of an out of spouse, child
individual or family (R.I. Gen. Laws §§ impending call or impending call or or parent being on
member being 28-39-2, 28-41- 4. Care for own order to active order to active active duty (or
victim of domestic 5(d)), 28-41-35(a)) disability (must be duty) duty) having been
or sexual violence unable to perform notified of an
work) (S.B. 5975, 65th 5. Care for family impending call or
(N.J. Stat. Ann. Leg., 3rd Special member who is a order to active
§§ 43:21-27(g), (o); (N.Y. Workers’ Sess. (Wash. 2017) covered duty)
A. 3975, 218th Comp. Law § (enacted)) servicemember
Leg., Reg. Sess. 201(14) (as (S.B. 1 § 18(a)(2),
(N.J. 2019)) amended by S. (H. 4640 § 29(2)(a), 2019 Leg., Reg.
6406C)) 190th Gen. Court, Sess. (Conn. 2019)
Reg. Sess. (Mass. (enacted))
2018) (enacted))
Child, parent, Child, parent, Child, parent, Child, parent, Child, parent, Child, parent, Child, parent or Child, parent,
spouse, domestic parent-in-law, spouse, domestic spouse, domestic spouse, domestic spouse, domestic parent of a spouse parent-in-law,
partner spouse, domestic partner, partner, partner, partner, or domestic spouse,
Definition of partner, civil union grandparent grandparent, grandparent, grandchild, partner, spouse, grandparent,
Amended in 2013 partner, sibling, grandchild sibling grandparent, domestic partner, grandchild, sibling,
family
(effective 2014) to grandparent, (R.I. Gen. Laws § sibling grandchild, individual related
member add grandparent, grandchild, any 28-41-35(a)) (N.Y. Workers’ (D.C. Law 21-264 § grandparent, by blood or affinity
grandchild, sibling person related by Comp. Law § 101(7) (D.C. 2016)) (S.B. 5975 § 2, 65th sibling whose close
and parent-in-law blood, any person 201(16), (17), (19)- Leg., 3rd Special association the
with whom employee shows to
2California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(Cal. Stat. §§ employee has close (21) (as amended Sess. (Wash. 2017) (H. 4640 § 29(1), be the equivalent of
3302(f)-(j)) association that is by S. 6406C)) (enacted)) 190th Gen. Court, those family
equivalent of a Reg. Sess. (Mass. relationships
family relationship 2018) (enacted))
(S.B. 1 § 17(6), 2019
(N.J. Stat. Ann. § Leg., Reg. Sess.
43:21-27(n); A. (Conn. 2019)
3975, 218th Leg., (enacted))
Reg. Sess. (N.J.
2019))
Six weeks for Six weeks for Four weeks for For family leave, Eight weeks for 12 weeks for family 12 weeks for family 12 weeks (14 if
family leave family leave, family leave eight weeks in parental leave, six leave leave employee
increasing to 12 2018; increasing to weeks for family experiences
(Cal. Unemp. Ins. weeks on July 1, (R.I. Gen. Laws § 10 weeks in 2019 care, two weeks for 12 weeks for own 26 weeks for caring incapacitating
Code § 3301(c)) 2020 28-41-35(d)(1)) and to 12 weeks in own serious health serious health for a covered serious health
2021 (increases condition condition (14 if service member condition that
52 weeks for own 26 weeks for own 30 weeks for own subject to delay) employee occurs during
disability disability disability; no more No more than eight experiences 20 weeks for own pregnancy); if two
than 30 weeks 26 weeks for own weeks total/year for pregnancy-related serious health spouses work for
(Cal. Unemp. Ins. (N.J. Stat. Ann. § total/year for disability combined family serious health condition same employer, can
Maximum Code § 2653) 43:21-38; A. 3975, combined own and medical leave condition that only take 12 weeks
218th Leg., Reg. disability and (N.Y. Workers’ results in No more than 26 combined
length of
Sess. (N.J. 2019)) family care Comp. Law §§ (D.C. Law 21-264 incapacity); no weeks total/year for
paid leave 204(2)(A), 205(1)(A) §§ 101(12)-(17), more than 16 combined family (S.B. 1 § 18, 2019
(R.I. Gen. Laws §§ (as amended by S. 104(d) (D.C. 2016)) weeks total/year for and medical leave Leg., Reg. Sess.
28-41-7, 28-41- 6406C)) combined own (Conn. 2019)
35(e))) serious health (H. 4640 § 29(2)(c), (enacted))
condition and 190th Gen. Court,
family leave (18 if Reg. Sess. (Mass.
employee 2018) (enacted))
experiences
pregnancy-related
serious health
condition that
3California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
results in
incapacity)
(S.B. 5975 § 6, 65th
Leg., 3rd Special
Sess. (Wash. 2017)
(enacted))
Statute does not Statute does not No minimum For family care, Leave can be taken Eight consecutive Statute does not Statute does not
mention the mention the increment of leave benefits can be paid in one-day hours mention the mention the
minimum length of minimum length of time; claimants in increments of increments minimum length of minimum length of
leave time, just leave time, just must initially be one full day or one- (S.B. 5975 § 6, 65th leave time, just leave time, just
Minimum benefits for benefits for out of work for at fifth of the weekly (D.C. Law 21-264 § Leg., 3rd Special benefits for benefits for
increment of intermittent leave intermittent leave least seven benefit 101(9) (D.C. 2016)) Sess. (Wash. 2017) intermittent leave intermittent leave
leave time consecutive days to (enacted))
for which (Cal. Unemp. Ins. (N.J. Stat. Ann. § be eligible for (N.Y. Workers’ (H. 4640 § 29(2)(c), (S.B. 1 § 18(c), 2019
benefits are Code § 3303; 43:21-39) benefits Comp. Law § 190th Gen. Court, Leg., Reg. Sess.
payable http://www.edd.ca.g 204(2)(A) (as Reg. Sess. (Mass. (Conn. 2019)
ov/disability/Part- (11-000-002 R.I. amended by S. 2018) (enacted)) (enacted))
time_Intermittent_ Code R. §§ 16(G), 6406C))
Reduced_Work_Sch 37(D))
edule.htm)
Employee must Employee must Employee must For family care, Employee must Must have worked Must meet the Must have earned
have been paid have had at least have been paid employee must be spend more than 50 for at least 820 financial eligibility at least $2,325 from
$300 in wages 20 calendar weeks wages in Rhode currently employed percent of work hours in four out of requirements of the one or more
during the base of covered New Island and paid by a covered time in the District the five quarters state employers during
Employee period Jersey into the TDI/TCI employer and must of Columbia for a prior to leave unemployment the highest-earning
eligibility employment, fund and must have been covered employer application insurance law quarter of the base
require- (http://www.edd.ca. earning $172 or have been paid at employed by a or be based in the (currently, one period and have
ments gov/Disability/Am_ more each week, or least $12,600 in the covered employer District of (S.B. 5975 §§ 2-3, must have earned been employed by
I_Eligible_for_PFL must have been base period for 26 or more Columbia and 65th Leg., 3rd at least $4,700 in an employer in the
_Benefits.htm) paid $8,600 or consecutive weeks regularly spend a Special Sess. the last four previous 12 weeks
more in such Alternately, (or 175 days of substantial amount (Wash. 2017) completed calendar
employees qualify employment for of work time for the (enacted)) quarters and at
4California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
employment during if they earned at part-time covered employer in least 30 times the (S.B. 1 § 1, 2019
the base period least $2,100 in a employees) the District of weekly Leg., Reg. Sess.
quarter of their Columbia and not unemployment (Conn. 2019)
(https://myleaveben base period, their For own disability, more than 50 benefit amount (enacted))
efits.nj.gov/labor/m total base period employee must percent of work that person would
yleavebenefits/wor taxable wages were have been time for that be eligible to
ker/tdi/) at least 150 percent employed by a covered employer in collect)
of their highest covered employer another
quarter of for four or more jurisdiction; and (H. 4640 § 29(1),
earnings, and their consecutive weeks must have been a 190th Gen. Court,
taxable wages (or 25 days of covered employee Reg. Sess. (Mass.
during their base employment for for some or all of 2018) (enacted);
period are $4,200 part-time the 52 calendar https://www.mass.g
or more employees) weeks preceding ov/service-
the covered event details/check-
(http://www.dlt.ri.g (N.Y. Workers’ eligibility-for-
ov/lmi/news/quickr Comp. Law § 203 Self-employed unemployment-
ef.htm) (as amended by S. individual must benefits)
6406C)) have earned self-
employment income
for work performed
more than 50
percent of the time
in the District of
Columbia during
some or all of the
52 calendar weeks
preceding the
covered event, and
must have opted
into the paid leave
program
5California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(D.C. Law 21-264
§§ 101(3)-(4), (6)
(D.C. 2016))
Not more than Not more than Not more than Yes Yes Yes Yes Yes
federal Family and federal FMLA and federal FMLA and
Discrimina- Medical Leave Act New Jersey Family RI Parental and (N.Y. Workers’ (D.C. Law 21-264 (S.B. 5975 § 72, (H. 4640 § 29(9), (S.B. 1 § 21, 2019
tion (FMLA) and Leave Act (NJ Family Medical Comp. Law § 120 §§ 101(18), 110 65th Leg., 3rd 190th Gen. Court, Leg., Reg. Sess.
prohibited California Family FLA) Leave Act (as amended by S. (D.C. 2016)) Special Sess. Reg. Sess. (Mass. (Conn. 2019)
Rights Act (CFRA) (PFMLA) 6406C)) (Wash. 2017) 2018) (enacted) (enacted))
(enacted))
Own disability and State’s temporary Own disability and Own disability is Funded by For the program’s For the program’s Funded by
family care are disability insurance family care are funded jointly by employer only. The first year, the total first year, the total employee only.
funded by the program is funded by the employee and current rate is 0.62 premium rate is 0.4 premium rate is Contribution rate
employee only financed jointly by employee only. The employer payroll percent of wages or percent of the 0.63 percent of an shall be set by the
(currently at one employee and current contributions. Each of annual self- worker’s first employee’s wages; Paid Family and
percent of worker’s employer payroll withholding rate is worker contributes employment $132,900 in wages; employers can Medical Leave
first $118,371 in contributions. As of 1.1 percent of one half of one income. employers can deduct from the Insurance
wages) January 1, 2019, worker’s first percent of the deduct from the employee’s wages Authority, but shall
each worker $71,000 in wages. worker’s wages, up (D.C. Law 21-264 § wages of each the full amount of not exceed 0.5
Method to (http://www.edd.ca. contributes 0.17 to 60 cents per 103 (D.C. 2016)) employee the full the premium for percent
gov/Payroll_Taxes/ percent of the (http://www.dlt.ri.g week. The employer amount of the family leave and 40
fund
Rates_and_Withhol taxable wage base ov/lmi/news/quickr contributes the premium for family percent of the (S.B. 1 § 3, 2019
insurance
ding.htm) (the first $34,400 in ef.htm) balance of the plan leave and 45 premium for Leg., Reg. Sess.
system covered wages paid costs not covered by percent of the medical leave. (Conn. 2019)
during the calendar the employee. premium for (enacted))
year), up to $58.48 medical leave. For each following
per year. (http://www.wcb.ny. year, the premium
gov/content/main/D For each following rate is adjusted
(https://www.nj.gov isabilityBenefits/E year, the premium based on the fund’s
/labor/ea/rates/ea20 mployer/complyWit rate is adjusted expenditures.
19.html) hLaw.jsp) annually based on
the solvency of the Employers with
fund. fewer than 25
6California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
The contribution Family care is Employers with employees are not
rate for employers funded by the fewer than 50 required to pay
varies from 0.10 to employee only. The employees are not their portion
0.75 percent. For current rate is required to pay
2019, employers 0.153 percent of the their portion; if (H. 4640 §§ 29(6)-
contribute between worker’s first they do pay, they (7), 30, 190th Gen.
$34.40 and $258.00 $70,568.63 in are eligible for Court, Reg. Sess.
on the first $34,400 wages, up to state assistance. (Mass. 2018)
paid to each $107.97 per year. Employers with (enacted)
employee during 150 or fewer
the calendar year. (https://paidfamilyl employees are also
eave.ny.gov/paid- eligible for state
(https://myleaveben family-leave- assistance with
efits.nj.gov/labor/m information- premiums.
yleavebenefits/empl employers)
oyer/index.shtml?o (S.B. 5975, 65th
pen=TDI) Leg., 3rd Special
Sess. (Wash. 2017)
Family care is (enacted);
funded entirely by https://paidleave.w
the employee. a.gov/employers#he
Currently, each lpques34)
worker contributes
0.08 percent of the
taxable wage base
(first $34,400 in
covered wages paid
during the calendar
year), and the
maximum yearly
deduction for
family leave
insurance is
$27.52.
7California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(https://www.nj.gov
/labor/ea/rates/ea20
19.html)
Beginning on
January 1, 2020,
the taxable wage
base shall increase
to a number equal
to 107 times the
statewide average
weekly wage.
(A. 3975, 218th
Leg., Reg. Sess.
(N.J. 2019))
All private sector Private and public All private sector Most private sector Private sector All employers are Private sector All private sector
employers are sector employers employers are employers are employers covered covered employers and the employers are
covered covered by the New covered covered by the D.C. state government covered
Jersey Unemployment (S.B. 5975, 65th are covered
(Cal. Unemp. Ins. Unemployment Only some public Self-employed Compensation Act Leg., 3rd Special Self-employed
Code §§ 3302, 2606, Compensation Law employees are individuals can opt are covered Sess. (Wash. 2017) Self-employed individuals and
675, 135) must provide paid covered in (enacted)) individuals* and state or local
Size of leave for family Self-employed local governments collective
employer Self-employed care and temporary (R.I. Gen. Laws Certain public individuals can opt Self-employed can opt in bargaining units
covered individuals can opt disability, with §§ 28-39-2, -3) employers (other in individuals and can opt in
in some exceptions for than the state independent *Some self-
government government) can Employees of the contractors can opt employed (S.B. 1 § 1, 2019
Only some public employers opt in to family D.C. city in individuals may be Leg., Reg. Sess.
employees are care or own government and automatically (Conn. 2019)
covered (http://lwd.state.nj. disability; the state the United States (S.B. 5975, 65th covered (enacted))
us/labor/fli/content/ government, government, or of Leg., 3rd Special
fli_faq.html; certain public any employer the
8California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(http://www.edd.ca. http://lwd.state.nj.u employers, and District is not Sess. (Wash. 2017) (H. 4640 §§ 29(1),
gov/disability/FAQ_ s/labor/tdi/employe public employees authorized to tax (enacted)) (6)(e), 190th Gen.
PFL_Eligibility.ht r/state/sp_emp_cov represented by an under federal law Court, Reg. Sess.
m) erage.html) employee or treaty, are not (Mass. 2018)
organization can covered (enacted)
only opt in to
family care (D.C. Law 21-264 §
101(4) (D.C. 2016))
(N.Y. Workers’
Comp. Law §§
201(4), 212(2),
(4)(B), 212-A, 212-B
(as amended by S.
6406C))
Beginning on The weekly benefit The average For family care, in For workers paid For workers paid For workers paid For workers paid
January 1, 2018, rate is 66 percent weekly benefit rate 2019, the weekly wages less than or 50 percent or less of 50 percent or less of wages less than or
for a four-year of a worker’s is 4.62 percent of benefit rate is 55 equal to 150 the statewide the statewide equal to the
period: average weekly wages paid during percent of a percent of the D.C. average weekly average weekly Connecticut
wage, with a the highest quarter worker’s average minimum wage wage (AWW), the wage (AWW), the minimum wage
For workers maximum benefit of worker’s base weekly wage multiplied by 40, weekly benefit rate weekly benefit rate multiplied by 40,
whose of $650 in 2019 period, up to $852 (AWW), not to the weekly benefit is 90 percent of the is 80 percent of the the weekly benefit
quarterly (maximum per week for claims exceed 5 percent of rate is 90 percent of worker’s AWW. worker’s AWW. rate is 95 percent of
earnings are adjusted annually effective January 1, the state AWW; the worker’s the worker’s
Benefit at least based on statewide 2019 or later benefit amounts average weekly For workers paid For workers paid average weekly
amount $929 but average weekly (maximum increase in 2020 to wage rate. more than 50 more than 50 wage rate.
less than 1/3 wage) adjusted annually 60 percent of the percent of the percent of the
of the state based on statewide worker’s weekly For workers paid statewide AWW, statewide AWW, For workers paid
average (https://myleaveben average weekly wage up to 60 more than 150 the weekly benefit the weekly benefit more than the
quarterly efits.nj.gov/labor/m wage) percent of the state percent of the D.C. rate is 90 percent of rate is 80 percent of Connecticut
wage, the yleavebenefits/wor AWW; and in 2021, minimum wage the employee’s the employee’s minimum wage
weekly ker/fli/index.shtml; (http://www.dlt.ri.g to 67 percent of the multiplied by 40, AWW up to 50 AWW up to 50 multiplied by 40,
benefit will https://myleaveben ov/tdi/tdifaqs.htm; worker’s weekly the weekly benefit percent of the percent of the the weekly benefit
be 70 efits.nj.gov/labor/m http://www.dlt.ri.go wage up to 67 rate is 90 percent of statewide AWW, statewide AWW, rate is 95 percent of
percent of yleavebenefits/wor percent of the state 150 percent of the plus 50 percent of plus 50 percent of the Connecticut
9California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
the worker’s ker/tdi/index.shtml v/lmi/news/quickref AWW (increases D.C. minimum the employee’s the employee’s minimum wage
weekly ) .htm) subject to delay) wage multiplied by AWW that is more AWW that is more multiplied by 40
wage; 40 plus 50 percent than 50 percent of than 50 percent of plus 60 percent of
Beginning on July In December 2018, For own disability, of the amount by the statewide the statewide the amount by
A) For workers 1, 2020, the weekly the average weekly the weekly benefit which the worker’s AWW. AWW. which the worker’s
whose benefit rate is 85 benefit was $551 rate is 50 percent of average weekly average weekly
quarterly percent of a for family care and the employee’s wage exceeds 150 The maximum The maximum wage exceeds the
earnings are worker’s average the average for own weekly wage, with percent of the D.C. weekly benefit is weekly benefit is Connecticut
at least 1/3 weekly wage, with disability was $500 a maximum benefit minimum wage $1,000 in the $850 in the minimum wage
of the state a maximum benefit of $170; however, if multiplied by 40, program’s first program’s first multiplied by 40,
average equivalent to 70 (http://www.dlt.ri.g the employee earns up to a maximum year, and will be year, and will be up to a maximum
quarterly percent of the ov/lmi/uiadmin.htm less than $20 per of $1,000 per week adjusted annually adjusted annually of 60 times the
wage, the statewide average ) week, the benefit (beginning in 2021, to an amount to an amount Connecticut
weekly weekly wage. will be their full maximum will be equaling 90 percent equaling 64 percent minimum wage
benefit rate average weekly increased annually of the state AWW. of the state AWW.
will be 23.3 (A. 3975, 218th wage to account for (S.B. 1 § 3(c)(2),
percent of Leg., Reg. Sess. inflation) (S.B. 5975, 65th (H. 4640 § 29(3(b)), 2019 Leg., Reg.
the state (N.J. 2019)) (N.Y. Workers’ Leg., 3rd Special 30, 190th Gen. Sess. (Conn. 2019)
average Comp. Law §§ (D.C. Law 21-264 § Sess. (Wash. 2017) Court, Reg. Sess. (enacted))
weekly wage The average 204(2)(A), (B) (as 104(g) (D.C. 2016)) (enacted)) (Mass. 2018)
OR 60 weekly benefit in amended by S. (enacted)
percent of 2017 was $538 for 6406C))
the worker’s family care and
weekly $465 for own
wage, disability
whichever is
greater. (https://myleaveben
efits.nj.gov/labor/m
B) The yleavebenefits/asse
maximum ts/pdfs/ANNUAL_F
weekly LI-
benefit is TDI_REPORT_FO
$1,252 in R_2017.pdf)
2019
10California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(maximum
adjusted
annually
based on
statewide
average
weekly
wage).
Workers with
quarterly earnings
less than $929 will
receive a weekly
benefit of $50.
(https://www.edd.ca
.gov/Disability/Calc
ulating_PFL_Benef
it_Payment_Amou
nts.htm; A.B. 908,
2015-2016 Leg.,
Reg. Sess. (Cal.
2016) (enacted))
Note: The San
Francisco Board of
Supervisors passed
an ordinance
requiring covered
employers to
provide
supplemental
compensation to
covered employees
11California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
taking leave to care
for a new child for
up to six weeks
such that the
combined weekly
benefit equals 100
percent of the
employee’s weekly
wage. This
requirement
applies to
employers with 50
or more employees
starting in January
2017, expands to
employers with 35
or more employees
in July 2017 and to
employers with 20
or more employees
in January 2018.
(San Francisco,
Cal. Ordinance
160065)
As of June 2019,
the average weekly
benefit in the state
for family care was
$687 and the
average for own
disability was $622
12California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
(http://www.edd.ca.
gov/about_edd/Quic
k_Statistics.htm)
Leave for family Not more than Leave for family Leave for family Not more than Not more than Yes Yes, if employee
care and own FMLA and NJ FLA care is job- care is job- FMLA and D.C. FMLA and WA has been employed
disability is protected but leave protected but leave FMLA (D.C. FMLA FMLA (H. 4640 §§ for at least three
protected, but not Beginning on June for own disability is for own disability is covers individuals (S.B. 5975, 65th 29(2(e)), 30, 190th months
more than FMLA 30, 2019, NJ FLA no more protected no more protected at employers with Leg., 3rd Special Gen. Court, Reg. immediately
and CFRA is expanded to than under FMLA than under FMLA 20 or more Sess. (Wash. 2017) Sess. (Mass. 2018) preceding request
apply to employers or RI PFMLA or NY PFMLA employees) (enacted)) (enacted) for leave
Leave for parental with 30 or more
Job leave is protected employees (R.I. Gen. Laws § (N.Y. Workers’ Leave for (S.B. 1 § 17, 2019
protection for individuals at 28-41-35(f)) Comp. Law § 203-b pregnancy Leg., Reg. Sess.
while on employers with 20 (A. 3975, 218th (as amended by S. disability is (Conn. 2019)
leave or more employees Leg., Reg. Sess. 6406C)) protected for six (enacted))
(N.J. 2019)) weeks for
Leave for individuals at
pregnancy employers with
disability is eight or more
protected for employees
individuals at
employers with five
or more employees
For family care, Seven days, but if Due to a legislative For family care, One week without For family care and Seven calendar None
beginning on disability lasts approved change, none pay from the own serious health days; waiting
January 1, 2018, three weeks, the claims filed insurance system; condition, seven period is not
none worker gets paid effective July 1, For own disability, only one waiting calendar days required for family
Waiting for those seven 2012, or later no seven days period per year leave taken
period For own disability, days; must be longer need to regardless of the For bonding leave, immediately after a
seven days consecutive serve a non-paid (N.Y. Workers’ number of none period of medical
waiting period Comp. Law § 204(1) qualifying events leave for pregnancy
(Cal. Unemp. Ins. Beginning on July (as amended by S. for which a worker (S.B. 5975, 65th or childbirth
Code §§ 1, 2019, none 6406C)) takes leave Leg., 3rd Special recovery
13California New Jersey Rhode Island New York District of Washington Massachusetts Connecticut
Columbia
2627(b), 3303 (as Caregiver/bonding Sess. (Wash. 2017)
amended by A.B. (N.J. Stat. Ann. § and own disability (D.C. Law 21-264 § (enacted)) (H. 4640 §§
908)) 43:21-38; A. 3975, claims must be out 104(b) (D.C. 2016)) 29(3(a)), 30, 190th
218th Leg., Reg. of work for seven Gen. Court, Reg.
Sess. (N.J. 2019)) consecutive days as Sess. (Mass. 2018)
one of the (enacted)
eligibility
requirements
(11-000-002 R.I.
Code R. §§ 16(G),
37(D))
The National Partnership for Women & Families is a nonprofit, nonpartisan advocacy group dedicated to promoting fairness in the workplace, access to quality health care and policies that help all people meet the dual demands of work and
family. More information is available at NationalPartnership.org.
© 2019 National Partnership for Women & Families. All rights reserved.
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