Paid Family Leave States List 2026: Every State Program for Caregivers

The Map Has Changed Significantly

Five years ago, only a handful of states offered paid family leave for caregiving. As of 2026, fourteen jurisdictions run mandatory programs — and each one works differently. Weekly caps range from $900 to over $1,750. Some protect your job automatically; others only pay you and leave job protection to a separate law. Eligibility thresholds vary from one employee to thirty.

If you're caring for an aging parent and need time away from work, knowing exactly what your state offers (and what it doesn't) determines whether you lose income during the worst weeks of your life.

States with Active Paid Family Leave Programs

California — Up to 8 weeks of paid leave for family caregiving. Maximum weekly benefit of $1,765 in 2026. Employees contribute 1.30% of eligible wages. Covers employers with one or more employees. Important caveat: California's Paid Family Leave program does not provide job protection by itself. You need FMLA or the California Family Rights Act (CFRA) to keep your position.

Colorado — 12 weeks through the FAMLI program. Maximum weekly benefit of $1,448 (effective July 1, 2026). Employee contribution of 0.44% of taxable wages. Covers employers with one or more employees, though employers with nine or fewer workers are exempt from the employer share. Job protection kicks in after 180 days of employment.

Connecticut — 12 weeks through CT Paid Leave. Maximum weekly benefit of $1,016. Employee contribution of 0.50% of taxable wages. Covers all employers. No built-in job protection — that comes separately through Connecticut's state FMLA, which requires three months of service.

Delaware — 6 weeks every 24 months for family caregiving through the Healthy Delaware Families Act. Maximum weekly benefit of $900. Full caregiver coverage applies to employers with 25 or more employees. Job protection requires one year of service and 1,250 hours.

District of Columbia — 12 weeks through Universal Paid Leave. Maximum weekly benefit of approximately $1,190 (expected increase October 1, 2026). Entirely employer-funded at 0.75% payroll tax — employees pay nothing. Job protection is governed separately under D.C.'s FMLA.

Maine — 12 weeks under the new Paid Family and Medical Leave program. Benefits begin May 1, 2026. Maximum weekly benefit of $1,249 (effective July 1, 2026). Employee contribution up to 0.50% of wages. Covers all employers, though those with fewer than 15 employees are exempt from the employer share. Job protection after 120 consecutive days of service.

Massachusetts — 12 weeks for family care through MA PFML. Maximum weekly benefit of $1,230. Employee contribution of 0.18% for family care. Covers all employers. Job protection is guaranteed during approved PFML leave.

Minnesota — 12 weeks for family care under Minnesota Paid Leave. Maximum weekly benefit of $1,423. Employee contribution up to 0.44% of wages. Covers all employers. Job protection after 90 days of employment.

New Jersey — 12 continuous weeks or up to 56 intermittent days through Family Leave Insurance. Maximum weekly benefit of $1,199. Employee contribution of 0.23% of wages, 100% employee-funded. Covers employers with 30 or more employees worldwide. No built-in job protection — must be secured separately through the New Jersey Family Leave Act.

New York — 12 weeks through Paid Family Leave. Benefits are calculated as a percentage of the employee's average weekly wage, capped at a percentage of the statewide average weekly wage. Employee-funded through payroll deductions. Job protection is included.

Oregon — 12 weeks through Paid Leave Oregon. Maximum weekly benefit of $1,692 (effective June 28, 2026). Total premium of 1.0%, split 60/40 between employee and employer. Covers all employers, though those with fewer than 25 workers are exempt from the employer share. Job protection after 90 consecutive days of employment.

Rhode Island — 8 weeks through Temporary Caregiver Insurance. Maximum weekly benefit of $1,150 (effective July 1, 2026). Employee contribution of 1.30% of first $100,000 in earnings, 100% employee-funded. Covers all employers. Job protection included.

Washington — 12 weeks through Paid Family and Medical Leave. Maximum weekly benefit of $1,647. Total premium of 0.92%, with a 71.52% employee share. Covers all employers, though those with fewer than 50 workers are exempt from the employer share. Job protection for employers with 25+ employees, after 180 days of service.

States Without Programs — What You Still Have

If you work in Texas, Florida, Georgia, Ohio, or any other state without a mandatory program, your primary protection is federal FMLA — which is unpaid and only applies to employers with 50+ employees. But check whether your employer offers voluntary paid leave through a private insurance carrier, and look into whether your state has kin care laws allowing you to use your own accrued sick leave for a parent's medical needs.

Several additional states have programs in development or recently enacted legislation with future implementation dates. Check your state's department of labor website for the most current information.

The Working While Caregiving toolkit includes a state-by-state filing checklist with deadlines, required forms, and contact information for each program's claims office.