Statutory State Comparision

A State-by-State Guide to ShelterPoint* Statutory Benefit Programs.

State	Colorado	Connecticut	Delaware	Maine	Maryland	Massachusetts	Minnesota	New Jersey	New York		Oregon
State Plan	Family & Medical Leave Insurance (FAMLI)	CT Paid Leave	Delaware Paid Leave	Maine Paid Family & Medical Leave	Maryland Family and Medical Leave Insurance	Paid Family and Medical Leave (PFML)	Minnesota Paid Leave	Temporary Disability Insurance (TDI)	Paid Family Leave (PFL)	Disability Benefits Law (DBL)	Paid Leave Oregon
Effective	2024	2022	2026	2026	2026	2021	2026	1948	2018	1949	Sep-23
Max. Weekly Benefits 2024	$1,100.00	$941.40				$1,149.90		$1,055.00	$1,151.16	$170.00	$1,523.63
Max. Weekly Benefits 2025	$1,324.21 Updated annually on July 1 when CO SAWW changes go into effect	$981.00				$1,170.64		$1,081.00	$1,177.32	$170.00	Coming Soon
Max. Weekly Benefits 2026			$900.00	$1,144.67 as of 7/1/24 The Maximum Weekly Benefit under this PFML policy is equal to 100% of ME SAWW; updated annually on July 1	$1,000 through 2026		$1,372.00
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 + 60% of the base weekly earnings which exceed this amount, capped at 60x the CT minimum wage	80% of the AWW during the 12 months preceding the application, up to the Max. Weekly Benefit	90% of the employee’s AWW that is equal to or less than 50% of the SAWW + 66% of the employee’s AWW that exceeds 50% of the SAWW Capped at Max. Weekly Benefit	90% of the employee’s AWW that is equal to or less than 65% of the SAWW + 50% of the portion of the employee’s AWW that is greater than 65% of the SAWW	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.	90% of wages that do not exceed 50% of the SAWW + 66% of wages that exceed 50% of the SAWW, up to 100% of the SAWW + 55% of wages that exceed 100% of the SAWW. Up to a maximum of SAWW.	85% of an employee's AWW, capped at the max of 70% of the SAWW	67% of the employee's AWW capped at 67% of NYSAWW	50% of the employee's AWW capped at the max. weekly benefit	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: Serious health condition	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	Parental Leave: Bond with new child Family Caregiving Leave: Caregiving (family member's serious health condition) Qualified Exigency Leave: Military exigency Medical Leave/Self-care: Serious health condition	Family Leave: Bond with new child Caregiving (family member's serious health condition) Military exigency Military caregiving (family member's active service injury or illness) Safe Leave (due to sexual assault, domestic violence, harassment, stalking) Organ donation (employee’s own donation) Medical Leave/Self-care: Serious health condition	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: Serious health condition	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: Serious health condition	Family Leave: Bond with new child Caregiving (family member's serious health condition) Military exigency ("qualifying exigency") Safe Leave (due to sexual assault, domestic violence, harassment, stalking) Medical Leave/ Self-care: Serious health condition	TDI: Serious health condition (self-care)	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 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: Serious health condition
Waiting Period (Yes/No)	No	No	No	Yes, 7 calendar days for Medical Leave. No waiting period for Family Leave.	None	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.	Coming Soon	7 days waiting period is refunded if EE is continuously disabled 22 or more days.	No	7 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 12 weeks maximum in any application year for parental leave 6 aggregate weeks maximum in any 24-month period for medical leave and family caregiving leave; benefits available once in any 24-month period The maximum combined duration is 12 weeks in an application year Limitations may apply if two parents work for the same employer	12 weeks Max. 12 weeks in a 12-month period	12 weeks An additional 12 weeks may be available if the employee, during the same application year, took bonding leave and later needed leave to care for their own serious health condition, (or vice versa), bringing total benefits to 24 weeks in a 12-month period.	26 weeks Family Leave: 12 weeks ( bonding, caregiving, military exigency) 26 weeks (military caregiving) Medical Leave: 20 weeks Combined max. of 26 weeks in a benefit year.	20 weeks combined all leave 12 weeks max for family and 12 weeks max for medical in a calendar year. No more than 20 weeks total per year for combined family and medical leave.	26 weeks	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	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	Yes Protection applies if employee had worked for current employer for at least 120 consecutive calendar days prior to leave	Yes	Yes	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 Social Security Wage Limit				$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	$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	$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	$880.50 0.5% of employee's eligible wages up to Social Security Wage Limit				$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		$380.42 0.23% of eligible wages	$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	Coming Soon
Annualized Max. Employee Contribution for State Plan 2026			Cost to employees under a Private Plan cannot exceed cost to employees under the State Plan	$880.50 0.5% of the employee’s eligible wages up to Social Security Wage Limit (updated annually)	Max amount employees contribute for a Private Plan can’t be more than what the state charges.		Coming Soon Max amount employees contribute for a Private Plan can’t be more than what the state charges
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				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)	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 employee contributions, 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.	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	Fully paid by employees only				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.		Employer taxable wages base is $43,300.00 (used to calculate total premium due)	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 employee contributions, 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.	Coming Soon
State Program Cost 2026			Parental Leave: 0.32% Medical Leave: 0.40% Family Caregiving Leave: 0.08%* (Please note that Delaware law requires that Family Caregiving Leave and Qualified Exigency Leave to be offered together under a single contribution rate) 10 - 24 employees:* Employer required to provide parental leave benefits 25+ employees: Employer required to provide parental, medical, and family caregiving leave benefits	Up to 14 employees: 0.5% employee contribution only (covered optionally by employer) No employer contribution required 15+ employees: 0.5% employee contribution (covered optionally by employer) 0.5% employer contribution An employer contribution is required if employing 15 or more Maine employees during 20 or more calendar weeks between October 1 and September 30 each year.	Employers with under 15 employees is 0.45% (0% Employer, 0.45% Employee) up to the Social Security wage base. Employers with 15+ employees is 0.90%, 0.45% for employer and 0.45% for employee.		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 - not offered by ShelterPoint Fully insured	State Fund Private Plan: Self-funded Fully insured	State Fund Private Plan: Self-funded - not offered by ShelterPoint 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
Fully Insured Private Plan 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 Life Insurance Company	ShelterPoint Life Insurance Company	ShelterPoint Life Insurance Company	ShelterPoint Life Insurance Company	ShelterPoint Insurance Company
Fully Insured Policy Name	Colorado Paid Family & Medical Leave (PFML)	Connecticut Paid Family & Medical Leave (PFML)	Delaware Paid Family & Medical Leave (PFML)	Maine Paid Family & Medical Leave (PFML)	Maryland Paid Family & Medical Leave (PFML)	Massachusetts Paid Family & Medical Leave (PFML)	Minnesota Paid Family & Medical Leave (PFML)	New Jersey Temporary Disability Insurance (TDI)	New York Paid Family Leave (PFL)	New York Disability Benefits Law (DBL)	Oregon Paid Family & Medical Leave (PFML)
More Information	Visit Colorado page for more details.	Visit Connecticut page for more details.	Coming Soon	Coming Soon	Coming Soon	Visit Massachusetts page for more details.	Coming Soon	Visit NJ-TDI page for more details.	Visit NY-PFL page for more details.	Visit NY-DBL page for more details.	Visit Oregon page for more details.

Abbreviations:
AWW = average weekly wage
EE = employee
ER = employer
NYSAWW = New York State average weekly wage
SAWW = State average weekly wage
SSWL = Social Security wage limit

*The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company, a NY-domiciled carrier, and its wholly-owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, depending on the state (see our Geographic & Jurisdictional Notice here). ShelterPoint is a registered service mark.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of the respective state’s applicable statutory Paid Leave laws and regulations as of the publication date and may change as regulations evolve or the respective states issue updated guidance. Further, this material is for illustrative purposes only, providing a general overview of statutory Paid Leave laws. It is not a contract nor intended as an offer of coverage.

Policies are subject to Underwriting approval. All coverage extends to limits reflected in the respective policy. Please refer to the respective policy for coverage details pursuant to the respective governing law, including a complete listing of definitions, covered services, provisions, conditions, exclusions, limitations, and terms under which the policy may be continued or cancelled. In the event of conflicting information with the policy and applicable state law governing the respective statutory Paid Leave program, the policy and respective law will take precedence over what is shown in this material. Claim payment is not guaranteed; benefit amount depends on wages.

As stated above, definitions vary by state – that includes definitions of qualifying events, family members, and severe medical conditions featured in this material. Please check state-specific details on the PFML Resource Center by selecting your state of interest.

Job protection : If job protection is not available in a selected state, the employee may be eligible for job protections available through other federal and/or state programs. Please consult with a professional for advice for state-specific advice and options.

PFML Resource Center

State Comparison

A State-by-State Guide to ShelterPoint^* Statutory Benefit Programs

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A State-by-State Guide to ShelterPoint* Statutory Benefit Programs.

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