Employees that have earned at least $2,325 in covered wages in the highest-earning quarter of the first four of the most recent five three-month quarters, or if they worked for their employer for at least 12 weeks immediately before the leave is requested. Public and private employers with at least one employee. Up to 12 weeks of paid leave for a personal serious health condition, a family member's serious health condition, the birth of their child, the placement of a child with them for adoption or foster care, to attend to matters arising from a family member being on active military duty, or for reasons related to domestic violence, sexual assault, stalking, or harassment.Ĭhild, parent, spouse, domestic partner, grandparent, grandchild, sibling, or any individual with whom the employee has a significant personal bond that is like a family relationship. Employees that have earned at least $2,500 in covered wages in the base period of the alternative base period. The benefit amount is approximately 55% of an employee’s weekly wage, from a minimum of $50 to a maximum of $1067. The program is funded through employee-paid payroll taxes and is administered through the state’s disability program.Ĭhild, spouse, parent or registered domestic partner.Įmployers who have employed at least one employee for at least 20 weeks in a year or in the year immediately preceding the year of coverage, or who have paid wages of at least $1,500 in any three-month quarter in the preceding year. The California Paid Family Leave insurance program provides up to eight weeks of paid leave to care for a seriously ill child, spouse, parent, or registered domestic partner, or to bond with a new child.
Up to 12 weeks of unpaid family leave plus four months of maternity disability may be combined for a total of 28 weeks per year.Ĭhild, spouse, parent, domestic partner, child of domestic partner, stepparent, grandparent, grandchild, sibling, or parent-in-law.Įmployees who have worked for an employer for at least 12 months, and who have 1250 hours of service during the 12 months prior to the leave.
Private employers with 50 or more employees and all public sector employers. State Family Medical Leave Laws State Family Medical Leave Leave Laws State School/Parental Leave: A few states and the District of Columbia provide for a limited number of hours annually for parents to attend school-related events and activities for their children: California/40 hours, Colorado/18 hours, D.C./24 hours, Illinois/eight hours, Louisiana/16 hours, Massachusetts/24 hours, Minnesota/16 hours, Nevada/four hours, North Carolina/four hours, Rhode Island/10 hours, Vermont/12 hours. Other states with paid sick leave laws include Arizona, Colorado, Maine, Maryland, Michigan, Nevada, New Jersey, New Mexico, New York, Rhode Island, and Washington. Massachusetts voters approved the Earned Sick Time for Employees ballot measure during the 2014 election, and the Oregon and Vermont legislatures enacted paid sick leave laws in 20, respectively. California became the second state to enact paid sick requirements, with the passage of the Healthy Workplace, Healthy Families Act of 2014. In 2011, Connecticut became the first state to require private sector employers to provide paid sick leave to their employees. Paid Sick Leave: 16 states and the District of Columbia currently require paid sick leave. All state programs are funded through employee-paid payroll taxes, and some are also partially funded by employer-paid payroll taxes. Paid Family Leave: 11 states-California, Colorado, Connecticut, Delaware, Massachusetts, Maryland, New Jersey, New York, Oregon, Rhode Island, and Washington-and the District of Columbia currently offer paid family and medical leave. The table below includes the statutory provisions of states with their own family leave laws. Law, Criminal Justice and Public Safetyįamily Leave: The federal Family Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave during a 12-month period to care for a newborn, adopted or foster child, or to care for a family member, or to attend to the employee’s own serious medical health condition. The law applies to private employers with 50 or more employees. The FMLA also allows states to set standards that are more expansive than the federal law and many states have chosen to do so. In response to the COVID-19 pandemic, many states have enacted or expanded family leave permanently.