...
State comparison
State
State law in addition to federal regulations (effective date)
Who must comply
Leave: hours earned ratio
Cap on accrual (and use, where applicable)
Carryover
Yes - (7/1/04) Paid family leave
No ER coverage; employees pay into program
Be covered by the state disability insurance or voluntary coverage, earn at least $300 in the year.
Up to eight weeks of benefits within a 12-month period to care for a family member, to bond with a newborn or an adopted or foster child.
No job retention rights.
Yes - (1/1/23) Paid family and medical leave (Prop 118)
Employers with one or more employees
Worked at least 180 days and have earned at least $2,500
Employee’s serious health condition; caring for a family member with a serious health condition; for the birth, adoption, or placement of a child; qualifying military exigency; or for domestic violence, stalking, sexual assault, or abuse.
Employees are entitled to return to their positions or an equivalent one. CO paid leave may run concurrent with other forms of leave.
Yes - Paid Family and Medical Leave
Yes - Paid Family and Medical Leave
Private employers with one or more employees.
Earned Connecticut wages of at least $2,325 in the highest quarter during the base period and are employed or have been employed in the 12 weeks just prior to the leave.
Up to 12 weeks to bond with a new child, care for the employee’s own or a family member’s serious health condition, to serve as an organ or bone marrow donor, for military exigency, up to 26 weeks for military caregiver; up to 12 days for family violence.
Yes - (7/1/19) Universal paid leave
Employers required to pay D.C. unemployment insurance taxes.
Spend 50% of their time working in the District.
Eight weeks for birth, adoption, foster, or legal assumption of parental responsibility; six weeks to care for a family member; two weeks for employee’s own condition.
Capped at $1,000 per week.
Yes - (1/1/21) Earned paid leave
Employers with 10 or more employees for more than 120 days in any calendar year.
Employees earn one hour of leave for every 40 hours worked. Employers may have a 12-day waiting period.
Employees may take up to 40 hours of leave per year for any reason.
Leave accrual begins at the start of employment. Employees are paid the same base rate of pay before leave began. Leave may not result in loss of employee benefits.
Yes - (1/1/21)
Employers with 25 or more employees contribute to a 0.63 percent payroll tax of each employee’s wages, split roughly 50-50 between employees and employers. Employers with
Be covered by the state unemployment provisions.
Up to 12 weeks per year to care for a family member, bond with a new child, or for a family military exigency; 20 weeks per year to deal with a personal medical issue; and up to 26 weeks per year for military caregiver.
The employee is entitled to return to his or her position or an equivalent one. Leave may run concurrent with FMLA leave if the employee is eligible for both and the reason qualifies for both.
Yes - (1/1/20)
All private employers with 50 or more employees
Employees may take the leave after being employed for 90 days.
Up to 40 hours of leave per year for any reason.
Employees need not inform employers of the reason, but are to provide notice of the need for leave.
Yes - (2009) Family leave insurance
No ER coverage; employees pay into program.
Worked at least 20 weeks in the state or have earned at least 1,000 times the NJ minimum wage during the 52 weeks before leave.
Up to six weeks of leave until 7/1/2020, when this will increase to 12 weeks. To care for a newborn or newly adopted child, or to care for a family member with a
No job retention rights.
Yes - New Mexico Healthy Workplaces Act (paid sick leave) (7/1/22)
All employers
All employees; no eligibility criteria
Up to 64 hours per year for the following reasons:
- For the employee's condition
- To care for a family member
Employers may not take a negative employment action, including termination, against employees who request or take the paid leave.
Yes - (1/1/18) Paid family leave
All employers with at least 30 employees.
Worked at least 26 weeks before leave is to begin; those who work less than five days per week must have worked at least 175 days before leave begins.
Up to 12 weeks of leave. Part-time employees get a percentage based on how many days they work. Employees may take PFL to care for a family member, bond with a child after birth, adoption, or foster care; or for a family member’s qualifying military exigency
Employees are generally entitled to return to their jobs.
Yes - (1/5/14) Temporary caregiver insurance
All employers.
Employees who pay into the fund. They must file for benefits.
Employees may take up to four weeks of leave in any two calendar years for the birth, adoption, or foster placement of a child; or to care for a family member with a serious condition.
Employees are generally entitled to return to their jobs
Yes - paid sick leave (7/1/21)
Employers with home health care workers — employees who provide personal care, respite, or companion services to an individual who receives consumer-directed services under the state plan for medical assistance services (Medicaid).
Home health workers who work on average at least 20 hours per week or 90 hours per month.
Up to 40 hours of paid sick leave per year for the following reasons:
- Mental or physical illness, injury or health condition of an employee or family member;
- Need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of an employee or family member; or
- Preventive medical care for an employee or family member.
Employers are prohibited from taking a negative employment action, including termination, because an employee requested or took the leave.
Washington (1/1/2020) Paid Family and Medical Leave Act
All employers in the state.
Worked at least 820 hours during the first four of the last five completed calendar quarters.
Employees may take leave for their own serious condition, to care for a family member with a serious condition, to bond with a newborn or newly placed child, or because of a family member’s qualifying military exigency. They may take 12 weeks of family OR medical leave; 14 weeks if the employee has a pregnancy-related condition; 16 weeks of combined family AND medical leave, or 18 weeks of combined leave if the employee has a pregnancy-related condition.
Maximum weekly benefit is $1,000 adjusted annually. Employees are generally entitled to return to their jobs.