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Paid Family and Medical Leave Programs or Products by State
Get details on the programs or products these states have for Paid Family Leave and Paid Medical Leave.
Alabama
- Voluntary Paid Family Leave Insurance (PFLI) Product
- Product permitted as of August 1, 2023
Arkansas
- Voluntary Paid Family Leave Insurance (PFLI) Product
- Product permitted as of August 1, 2023
California
- Paid Family Leave (PFL)
- State Disability Insurance (SDI)
- Private Option? Yes
Colorado
- Paid Family and Medical Leave (PFML)
- Private Option? Yes
- Benefits begin Jan 1, 2024
Connecticut
- Paid Family & Medical Leave Insurance (PFMLI)
- Private Option? Yes
- Benefits begin Jan. 1, 2022
Delaware
- Family and Medical Leave Insurance (FMLI)
- Private Option? Yes
- Benefits begin January 1, 2026
Distrito de Columbia
- Paid Family Leave (PFL)
- Private Option? No
- Benefits begin July 1, 2020
Florida
- Voluntary Paid Family Leave Insurance (PFLI) Product
- Product permitted as of September 1, 2023
Hawaii
- Temporary Disability Insurance (TDI)
- TDI Private Option? Yes
- Paid Family Leave under study
Maine
- Paid Family and Medical Leave (PFML)
- Private Option? Yes
- Benefits begin May 1, 2026
Maryland
- Family and Medical Leave Insurance (FMLI)
- Private Option? Yes
- Benefits begin January 1, 2026
Massachusetts
- Paid Family and Medical Leave (PFML)
- Private Option? Yes
- Benefits began Jan. 1, 2021
Minnesota
- Paid Family and Medical Leave Insurance (PFML) Product
- Private plan product permitted as of January 1, 2026
Nueva Hampshire
- Paid Family Leave (PFL)
- Private Option? Yes
- Benefits begin January 1, 2023
Nueva Jersey
- Paid Leave Insurance (FLI)
- Temporary Disability Insurance (TDI)
- Private Option? Yes
Nueva York
- Paid Family Leave (PFL)
- Disability Insurance (DBL)
- Private Option? Yes
Oregon
- Paid Family and Medical Leave Insurance (PFMLI)
- Private Option? Yes
- Benefits begin Sept. 3, 2023
Puerto Rico
- Temporary Non-Occupational Disability Insurance Program (SINOT)
- Private Option? Yes, for certain approved carriers under program requirements
Rhode Island
- Temporary Caregiver Insurance (TCI)
- Temporary Disability Insurance (TDI)
- Private Option? No
Tennessee
- Voluntary Paid Family Leave Insurance (PFLI) Product
- Product permitted as of January 1, 2024
Texas
- Voluntary Paid Family Leave Insurance (PFLI) Product
- Product permitted as of January 1, 2024
Vermont
- Optional Family and Medical Leave Insurance (FMLI)
- Benefits began July 1, 2023 for state employees
- Opt-in date for employers with two or more employees is July 1, 2024
- Anticipated opt-in date for individual coverage is July 1, 2025
Virginia
Washington
- Paid Family and Medical Leave (PFML)
- Private Option? Yes
- Benefits began Jan. 1, 2020
Working Together on PFML Private Plans
As the No. 1 Statutory Disability1 sales carrier nationwide and a leader in Gestión de ausencias, The Hartford has the experience to work with employers to navigate this changing landscape and minimize its impact on employees. We are here to help employers as they develop private plans, if that is an option in the state. In states that allow private plans, we will evaluate to determine if we are in position to administer a self-insured Paid Family Leave and/or Paid Medical Leave plan in addition to any fully insured coverage.
The Hartford's Line on Leave Podcast
Listen and subscribe to our Absence Management podcast for insights on Leave laws nationwide.
Preguntas Frecuentes
How Is Covid-19 Impacting Paid Family and Medical Leave?
Learn about new financial relief and job protection for employees unable to work due to COVID-19:
7471 NS 11/22
1 4Q2020 US Workplace Disability Insurance Final Inforce Report.
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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