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Paid family leave

Paid family leave (PFL) and Paid Family Medical Leave (PFML) are benefits employers can use to attract and retain top talent. Combined with statutory disability in many states, these family-friendly policies are highly valued by employees.

State-specific information

As more states implement mandatory paid family leave policies, it’s important to understand what these plans cover, how each state designs and implements its plan, and how PFL, statutory disability and other leaves interact.

Click the state below to learn more about its paid family leave program.

California Massachusetts
New Jersey  New York
Rhode Island Washington
Washington D.C.  
 

What's new?

  • August 9, 2019 - Oregon Governor Kate Brown signed House bill 2005, enacting paid family and medical leave for the state. Read the Q2 in review above for details.
  • July 2, 2019 - Oregon’s legislature passed a paid family and medical leave bill, which is headed to the Governor’s desk for her signature. Check back here for more information in the coming weeks.
June updates
  • June 30, 2019 - Starting July 1, 2019, Washington employers will report employee information to the Employment Security Department quarterly. For 2019 only, reporting for Q1 and Q2 will be due August 31, 2019. Click here to find out more on reporting details.
  • June 27, 2019 - California Governor Gavin Newson signed Senate Bill 83, which mandates changes to California’s paid family leave (PFL) program. The most significant change to the program is an extension of the duration of benefits from six weeks to eight weeks, effective July 1, 2020. Click here for our latest compliance update with all the details.
  • June 25, 2019 - Governor Ned Lamont signed the Connecticut paid family and medical leave insurance bill into law (Public Act No. 19-25). Click here for our latest compliance update with all the details.
  • June 15, 2019 – Reminder: covered employers in the District of Columbia will be required to file wage reports and pay contributions on July 1, 2019 for wages paid between April 1 and June 30, 2019.
  • June 14, 2019 - Massachusetts introduced a number of significant changes to the PFML program. These changes include a delay in collecting contributions from July 1 to October 1 and an increase in the contribution rate. The Department of Family and Medical Leave (DFML) has released new guidance on deadlines and employer obligations on the DFML website.
May updates
  • ​​​​5/8/19 – The District of Columbia has released a Paid Family Leave Employer Toolkit, which has information on what employers and business owners need to know about paid family leave, how to prepare for the employer tax beginning July 1, 2019, and information for self-employed individuals interested in opting into the Paid Family Leave program. Click here to download the PFL Employer Toolkit and other resources. 
  • 5/1/19 –Massachusetts has extended the deadline for employers and covered business entities to provide written notices to their workforces to June 30, 2019. These notices may be delivered electronically; employees and contractors are expected to sign and return the acknowledgement once received. Get all of the details here

  • 5/1/19 –Massachusetts has also extended the deadline for employers to apply for a Quarter 1 private plan exemption from June 30, 2019 to September 20, 2019. Plans approved by the revised date may retain contributions, as stipulated by the commonwealth, that otherwise would be due in October to the Department’s fund. Click here for more details. 

Insurance products (policy series GL1101) are issued by The Lincoln National Life Insurance Company (Fort Wayne, IN), which does not solicit business in New York, nor is it licensed to do so or Lincoln Life Assurance Company of Boston (Dover, NH). In New York, insurance products (policy series GL111) are issued by Lincoln Life & Annuity Company of New York (Syracuse, NY) or Lincoln Life Assurance Company of Boston. All are Lincoln Financial Group® companies. Product availability and/or features may vary by state. Limitations and exclusions apply.

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