| State Plan |
Family & Medical Leave Insurance (FAMLI) |
CT Paid Leave |
Paid Family Leave (PFL) |
Disability Benefits Law (DBL) |
Paid Family and Medical Leave (PFML) |
Temporary Disability Insurance (TDI) |
Paid Leave Oregon |
| Effective |
2024 |
2022 |
2018 |
1949 |
2021 |
1948 |
Sep-23 |
| Max. Weekly Benefits 2024 |
$1,100.00 |
$941.40 |
$1,151.16 |
$170.00 |
$1,149.90 |
$1,055.00 |
$1,523.63 |
| Max. Weekly Benefits 2025 |
$1,324.21
Updated annually on July 1 when CO SAWW changes go into effect |
Coming Soon |
$1,177.32 |
$170.00 |
$1,170.64 |
Coming Soon |
Coming Soon |
| Benefit Calculations |
90% of employee’s AWW to 50% of CO SAWW
+
50% of employee’s AWW above 50% of CO SAWW
Capped at Max. Weekly Benefit
Max. Weekly Benefit : $1,100.00 through 12/31/2024; thereafter, 90% of CO SAWW
CO SAWW: $1,471.34 (effective 7/1/2024 – 6/30/2025)
|
95% of the base weekly earnings up to 40x the CT minimum wage $627.60 (95%=$596.22)
+
60% of the base weekly earnings which exceed this amount, capped at 60x the CT minimum wage, $941.40 |
67% of the employee's AWW capped at 67% of NYSAWW |
50% of the employee's AWW capped at the max. weekly benefit |
80% of the portion of the employee’s AWW =< 50% of the SAWW;
+
50% of the portion of the employee’s AWW > 50% of the SAWW, up to the cap
Capped at Max. Weekly Benefit.
2025 MA SAWW: $1,829.13.
|
85% of an employee's AWW, capped at the max of 70% of the SAWW |
The actual amount is based on the SAWW
$1,269.69
If EE's AWW is less than or equal to 65% of SAWW, weekly benefit = 100% of AWW.
If EE's AWW is more than 65% of SAWW, weekly benefit amount is sum of
(a) 65% of the SAWW plus
(b) 50% of the EE's AWW greater than 65% of SAWW.
Maximum weekly benefit cannot exceed 120% of SAWW.
Minimum weekly benefit is 5% of SAWW. |
| Qualifying Events |
Family Leave:
- Bond with new child
- Caregiving (family member's serious health condition)
- Military exigency
- Safe Leave (due to sexual assault, domestic violence, harassment, stalking)
Medical Leave/ Self-care:
|
Family Leave:
- Bond with new child
- Caregiving (family member's serious health condition)
- Military Caregiving (family member's active service injury or illness)
- Military exigency
- Family violence needs
Medical Leave/ Self-care:
- Serious health condition
- Serve as organ or bone marrow transplant donor
|
PFL:
- Bond with a new child
- Caregiving (family member's serious health condition)
- Military exigency
- Serve as organ or bone marrow transplant donor
|
DBL:
- Serious health condition (self-care)
|
Family Leave:
- Bond with new child
- Caregiving (family member's serious health condition)
- Military Caregiving (family member's active service injury or illness)
- Military exigency
Medical Leave/ Self-care:
|
TDI:
- Serious health condition (self-care)
|
Family Leave:
- Bond with a new child
- Caregiving (family member's serious health condition)
- Safe Leave (due to sexual assault, domestic violence, bias crimes, harassment, stalking)
Medical Leave/Self-care:
|
| Waiting Period (Yes/No) |
No |
No |
No |
7 days |
7 days
does not apply to bonding leave taken immediately after medical leave for recovery from childbirth, or timely filed
extension of leave benefits.
Waiting period counts towards total max benefit entitlement. |
7 days
waiting period is refunded if EE is continuously disabled 22 or more days. |
No |
| Max. Leave Length |
12 weeks
Extra 4 weeks for serious health condition related to pregnancy complications or childbirth complications |
12 weeks
- Extra 2 weeks if incapacitated during pregnancy
- *12 days of leave is available for family violence
|
12 weeks
Max of 26 weeks across DBL/PFL in a 52 week period |
26 weeks
max of 26 weeks across DBL/PFL in a 52 week period |
26 weeks
Family Leave:
- 12 weeks ( bonding, caregiving, military exigency)
- 26 weeks (military caregiving)
Medical Leave:
Combined max. of 26 weeks in a benefit year. |
26 weeks |
12 weeks
Extra 2 weeks for limitations related to pregnancy, birth, and related medical conditions |
| Job Protection (Yes/No) |
Yes
if worked for employer for 180+ days prior to the start of leave |
No |
Yes |
No |
Yes |
No |
Yes
for employees having worked with employer for 90 days+ |
| Annualized Max. Employee Contribution for State Plan 2024 |
$758.70
0.45% of employee’s eligible wages up to SSWL |
$843.00
0.5% of employee's eligible wages up to SSWL |
$333.25
0.373% of the employee’s annualized wages capped at the annualized NYSAWW of $89,343.80 per year |
$31.20
0.5% of the first $6,240.00 in annualized wages capped at $0.60 per week or $31.20 annualized |
$775.56
- 0.46% of employee's eligible wages up to Social Security Wage Limit
- 0.18% family leave portion
- 0.28% medical leave portion
Up to the Social Security Wage Cap
|
$0
0% of eligible wages |
$1,011.60
0.60% of 1% of employee's eligible wages up to maximum wage amount of $168,600.00 |
| Annualized Max. Employee Contribution for State Plan 2025 |
Coming Soon |
Coming Soon
|
$354.53
0.388% of the employee’s annualized wages capped at the annualized NYSAWW of $91,373.88 per year |
$31.20
0.5% of the first $6,240.00 in annualized wages capped at $0.60 per week or $31.20 annualized |
$810.06
- 0.46% of employee's eligible wages up to Social Security Wage Limit
- 0.18% family leave portion
- 0.28% medical leave portion
Up to the Social Security Wage Cap |
Coming Soon |
Coming Soon |
| State Program Cost 2024 |
Up to 9 employees:
- 0.45% employee contribution only (covered optionally by employer)
- no employer contribution required
10+ employees:
- 0.45% employee (covered optionally by employer)
- 0.45% employer
- 0.9% total contribution
for total number of individuals employed last year for 20 or more workweeks, regardless of how many hours/days they worked within each week |
Fully paid by employees only |
0.373% of the employee's annualized wages capped at the annualized NYSAWW of $89,343.80 or $333.25 per year. Employers are not required to contribute. |
If the plan cost is higher than the maximum employee contribution, the employer is responsible to pay the excess cost.
1-49 lives fixed, male and female, per capita rates and groups of 50+ are experience rated. |
Up to 25 employees:
- 0.46% employee contribution only
- 0.18% family leave portion
- 0.28% medical leave portion
- no employer contribution required
covered optionally by employer
25+ employees:
- 0.88% total contribution
- 0.18% family leave (fully employee-paid)
- 0.70% medical leave
Employers responsible for at minimum 60%, can choose to pay more.
|
No employee contribution
Employer taxable wage base is $42,300.00 (used to calculate total premium due) |
1% contribution rate up to max wage of $168,600.00
ER's with 25+ EEs.60%, / ERs 40% for a total combined 1%.
Note: ER's with less than 25 EE's are not required to contribute the ER share, the contributions collected from employees would be .60%
|
| State Program Cost 2025 |
Up to 9 employees:
- 0.45% employee contribution only (covered optionally by employer)
- no employer contribution required
10+ employees:
- 0.45% employee (covered optionally by employer)
- 0.45% employer
- 0.9% total contribution
for total number of individuals employed last year for 20 or more workweeks, regardless of how many hours/days they worked within each week |
Coming Soon |
0.388% of the employee's annualized wages capped at the annualized NYSAWW of $91,373.88 or $354.53 per year. Employers are not required to contribute. |
If the plan cost is higher than the maximum employee contribution, the employer is responsible to pay the excess cost.
1-49 lives fixed, male and female, per capita rates and groups of 50+ are experience rated. |
Up to 25 employees:
- 0.46% employee contribution only
- 0.18% family leave portion
- 0.28% medical leave portion
- no employer contribution required
covered optionally by employer
25+ employees:
- 0.88% total contribution
- 0.18% family leave (fully employee-paid)
- 0.70% medical leave
Employers responsible for at minimum 60%, can choose to pay more.
|
Coming Soon |
Coming Soon |
| Funding Options |
State Fund
Private Plan:
- Self-funded
- Fully insured
|
State Fund
Private Plan:
- Self-funded
- Fully insured
*requires majority employee election |
State Fund
Private Plan:
- Self-funded
- Fully insured
|
State Fund
Private Plan:
- Self-funded
- Fully insured
|
State Fund
Private Plan:
- Self-funded
- Fully insured
|
State Fund
Private Plan:
- Self-funded
- Fully insured
|
State Fund
Private Plan (known in OR as an Equivalent Plan):
- Self-funded
- Fully insured
|
| Underwritten By |
ShelterPoint Life Insurance Company |
ShelterPoint Life Insurance Company |
ShelterPoint Life Insurance Company |
ShelterPoint Life Insurance Company |
ShelterPoint Life Insurance Company |
ShelterPoint Life Insurance Company |
ShelterPoint Insurance Company |
| More Information |
Visit Colorado page for more details. |
Visit Connecticut page for more details. |
Visit NY-PFL page for more details. |
Visit NY-DBL page for more details. |
Visit Massachusetts page for more details. |
Visit NJ-TDI page for more details. |
Visit Oregon page for more details. |