Paid Family and Medical Leave in 2026: What your organization needs to know
Paid Family and Medical Leave (PFML) laws continue to evolve across the nation, presenting both opportunities and challenges for employers. In our most recent Absence Management Academy webinar, Quarterly PFML Update: The latest from across the US, Guardian’s Suzie Buffington, Regional Absence Practice Leader, and Ally Rounsley, Product Manager, Paid Leave Products, provided a comprehensive overview of the evolving leave program landscape nationwide and the latest state-specific updates that organizations should consider as they plan for 2026.
Check out these key insights from the webinar to help your organization stay compliant while fostering employee well-being during life’s critical moments:
PFML compliance is becoming more complex and reshaping benefits strategy
Employers operating in multiple PFML states often face significant compliance hurdles. Recent Guardian data revealed that employers with workers in several PFML states are three times more likely to struggle with absence management compliance.1 Likewise, 7 in 10 employers report difficulty keeping up with state and local leave laws.2 In PFML states that allow private plans, 6 in 10 employers choose to offer one instead of the state program.3
As employers seek greater benefit parity and ease of administration, PFML laws are often reshaping employer-sponsored benefits. For instance, the share of employers in PFML states offering a higher company-sponsored short-term disability (STD) benefit has increased by over 50% since 2020.4 Employers in states that don’t mandate paid family leave are also looking for ways to offer it — a paid leave benefit rider can help. By integrating paid family leave into an employer’s STD plan, this rider provides a streamlined solution that enables multi-state employers to offer equitable benefits across state lines.
Emerging PFML trends to keep in mind
Sliding scale benefits: States are increasingly using tiered wage replacement, offering higher percentages to lower wage earners. For instance, Oregon now provides up to 100% income replacement for some workers.
Expanded family definitions: Many states now recognize grandparents, grandchildren, siblings, and even “chosen family” as eligible for leave.
Safe leave provisions: Coverage for victims of domestic violence and sexual assault is expanding.
Job protection: More states are ensuring PFML leaves are job-protected, though requirements (such as tenure) may vary.
State-by-state leave program updates
Several states and territories have notable changes or new programs launching in 2026. For the full scope of updates, view the full webinar here. As an overview, here are some important points from key states:
California State Disability Insurance (SDI) and Paid Family Leave (PFL)
The state contribution rate increased from 1.2% to 1.3%.
The maximum weekly benefit will be $1,765 — this was announced after the webinar originally aired.
Colorado Paid Family and Medical Leave (CO PFML)
The state contribution rate decreased from 0.90% to 0.88%, also decreasing the maximum employee contribution to 0.44% of wages.
The state is introducing a new leave reason for parents with an infant in the NICU.
Connecticut Paid Family and Medical Leave (CT PFML)
The state contribution rate will remain at 0.50% of employee’s wages.
The maximum weekly benefit increased to $1,016.40.
Delaware Paid Family and Medical Leave (DE PFML)
On January 1, 2026, benefit payments will begin for both the state and private plan programs.
Delaware finalized its regulations on December 1, 2025; below are some notable changes:
The application year will be “rolling forward” for all employers, including those with private plans.
Employers may not collect employee contributions for voluntary coverage.
District of Columbia Universal Paid Leave (DC UPL)
The maximum weekly benefit increased to $1,190.
Hawaii Temporary Disability Insurance (HI TDI)
The maximum weekly benefit increased to $871.
The maximum weekly employee contribution increased to $7.50.
Massachusetts Paid Family and Medical Leave (MA PFML)
The state rate and maximum employee contribution remain unchanged.
The maximum weekly benefit increased to $1,230.39.
Minnesota Paid Family and Medical Leave (MN PFML)
By December 1, 2025, employers must inform employees about their rights and benefits under the program.
On January 1, 2026, benefit payments will begin for both the state and private plan programs, and employee payroll deductions will begin.
New Jersey Temporary Disability Benefits (TDB) and Family Leave Insurance (FLI)
Both NJ TDB and FLI decreased their contribution rate to 0.19% and 0.23%, respectively.
The maximum weekly benefit increased to $1,119.
Note: The state initially shared that the benefit was $1,199, but a correction was sent on December 11 and the 2026 benefit was clarified to be $1,119.
New York Disability Benefits Law (DBL) and Paid Family Leave (PFL)
No changes to the NY DBL benefit.
NY PFL contribution rate increased to 0.432% of employee’s wages.
The maximum weekly benefit for NY PFL increased to $1,177.32.
Oregon Paid Family and Medical Leave (OR PFML)
State contribution rate did not change.
The maximum weekly benefit increased to $1,636.56 in July 2025 and is effective through June 2026.
Puerto Rico SINOT
No changes have been announced for 2026 at this time.
Rhode Island Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI)
Updated the employee’s maximum contribution to 1.30% of the employee’s first $100,000 in earnings.
Sibling was added as a covered relationship.
Family leave duration is increasing to 8 weeks.
The maximum weekly benefit increases to $1,103.
Washington Paid Family and Medical Leave (WA PFML)
The state contribution rate increased to 1.13%, and maximum employee contribution decreased to 71.43% of the premium rate.
The maximum weekly benefit is increasing to $1,647.
Job protection definition is expanding in 2026 and subsequent years.
Also in 2026, options to limit FMLA and PFML leave stacking will be introduced.
Next steps: Recommended actions for employers
Review your organization’s coverage in each state to help ensure compliance with new and upcoming leave program regulations.
Consider private plan options — where available — for greater flexibility.
Prepare for payroll deduction changes and required reporting (i.e., wage reports, employee headcounts).
Communicate clearly with employees about their rights and benefits under PFML programs.
Utilize available resources and toolkits from state agencies for guidance.
Learn more
As leave laws continue to evolve, staying informed and staying ahead can play a significant role in supporting employee well-being during important times in their lives.
For more details on the latest leave legislation updates and to help ensure your organization is prepared to address these changes, check out the full webinar here. The full session offers an in-depth discussion supported by detailed graphics, tables, and resources designed to help your organization navigate these updates with greater confidence.