The United States is the only wealthy nation without a federal paid family leave program. What you get when a baby arrives — or when you need to care for a seriously ill family member — depends almost entirely on where you live. As of 2026, eleven states plus the District of Columbia have enacted paid family leave (PFL) programs, and several more are in the pipeline.
Here is the complete state-by-state breakdown, including what FMLA does and does not cover, and how to plan financially for leave.
What Does Federal FMLA Actually Cover?
The Family and Medical Leave Act (FMLA) provides up to 12 weeks of job-protected, unpaid leave for:
- Birth and care of a newborn
- Placement of a child for adoption or foster care
- Caring for a spouse, child, or parent with a serious health condition
- Your own serious health condition
FMLA only applies to employers with 50+ employees, and you must have worked for the employer for at least 12 months and 1,250 hours. This means roughly 40% of workers are not covered by FMLA at all. And even if you are covered, the leave is unpaid — you keep your job, but you get no paycheck.
States with Paid Family Leave Programs
These states have enacted programs that provide partial wage replacement during family leave. The details vary significantly:
California
One of the oldest programs (since 2004). Provides up to 8 weeks of paid family leave at 60-70% of wages (up to ~$1,620/week). Funded through employee payroll deductions. Covers bonding with a new child and caring for a seriously ill family member.
New York
Provides 12 weeks at 67% of the employee's average weekly wage, capped at 67% of the statewide average weekly wage (~$1,151/week in 2026). Covers bonding, family caregiving, and military family leave. Funded through employee payroll deductions.
New Jersey
Provides 12 weeks at 85% of weekly wages, capped at ~$1,055/week. One of the more generous programs. Also includes temporary disability insurance for pregnancy and recovery.
Washington State
Provides up to 12 weeks of family leave and 12 weeks of medical leave (16 weeks combined for pregnancy-related complications). Pays up to 90% of wages for lower earners, with a cap of ~$1,456/week. Funded through shared employer-employee premiums.
Massachusetts
Provides 12 weeks of family leave and 20 weeks of medical leave. Pays 80% of wages up to 50% of the statewide average, then 50% above that, capped at ~$1,145/week. One of the most generous in medical leave duration.
Connecticut
Provides 12 weeks at up to 95% of minimum wage earnings, stepping down to 60% of wages above that threshold. Cap of ~$941/week. Covers bonding, caregiving, organ donation, and military family needs.
Oregon
Provides 12 weeks of family leave and 12 weeks of medical leave (2 additional weeks for pregnancy complications). Pays up to 100% of wages for lower earners, with a maximum of ~$1,523/week. Among the most generous programs.
Colorado
Launched in 2024. Provides 12 weeks of family and medical leave at up to 90% of wages, capped at ~$1,100/week. Funded through a shared payroll premium of 0.9% split between employer and employee.
Maryland
Benefits began in 2026. Provides up to 12 weeks at a rate based on wages relative to the state average, with a maximum benefit of ~$1,000/week. Covers bonding, caregiving, and medical leave.
Delaware
Benefits begin in 2026. Provides up to 12 weeks at 80% of wages, capped at ~$900/week. Applies to employers with 10+ employees (25+ for parental leave).
Minnesota
Benefits begin in 2026. Provides up to 12 weeks of family leave and 12 weeks of medical leave. Pay ranges from 55-90% of wages depending on income level, capped at ~$1,100/week.
District of Columbia
Provides 12 weeks of parental leave, 12 weeks of family leave, and 12 weeks of medical leave. Pays up to 90% of wages with a cap of ~$1,118/week. Fully employer-funded through payroll tax.
Paid Family Leave at a Glance
| State | Weeks | Wage Replacement | Max Weekly Benefit |
| California | 8 | 60-70% | ~$1,620 |
| New York | 12 | 67% | ~$1,151 |
| New Jersey | 12 | 85% | ~$1,055 |
| Washington | 12 | Up to 90% | ~$1,456 |
| Massachusetts | 12 | 80% (partial) | ~$1,145 |
| Connecticut | 12 | Up to 95% | ~$941 |
| Oregon | 12 | Up to 100% | ~$1,523 |
| Colorado | 12 | Up to 90% | ~$1,100 |
| Maryland | 12 | Varies | ~$1,000 |
| Delaware | 12 | 80% | ~$900 |
| Minnesota | 12 | 55-90% | ~$1,100 |
| District of Columbia | 12 | Up to 90% | ~$1,118 |
Use our family leave calculator to estimate your actual benefit amount based on your income and state.
States Considering PFL
Several states have active legislation or studies underway for paid family leave programs. Maine has passed legislation with benefits expected in 2027. Michigan, Illinois, Pennsylvania, and Virginia have introduced bills in recent sessions. If you live in one of these states, the landscape may change soon.
How to Plan Financially for Leave
Even with paid leave, most programs replace only 60-90% of your wages, and many have weekly caps that mean higher earners receive a smaller percentage. Planning ahead is essential:
- Calculate your actual benefit: Use your state's formula and our family leave calculator to get your exact weekly amount.
- Estimate the income gap: Compare your benefit to your normal take-home pay. If you normally earn $5,000/month after taxes and your leave benefit is $3,500/month, you need to plan for a $1,500/month shortfall.
- Build a leave fund: Start saving 6-12 months before your expected leave date to cover the income gap plus any additional baby-related expenses.
- Check employer supplements: Some employers "top off" state benefits to 100% of salary. Ask HR about your company's policy.
- Review your budget: Use our budget calculator to model your household finances during the reduced-income period.
If you are planning for a new baby, our baby cost calculator can help you estimate the full first-year financial picture, including medical costs, childcare, gear, and the income impact of leave.