State PFML Overview
| State | Benefit Amount | Maximum Duration | Funding |
|---|---|---|---|
| California | 60–70% of wages | 8 weeks (bonding); 8 weeks (own illness) | Employee payroll deduction |
| New York | 67% of AWW | 12 weeks | Employee payroll deduction |
| Washington | 90% of wages (low earners) | 12 weeks | Employee + employer payroll deduction |
| Massachusetts | 80% of wages | 12 weeks | Employee + employer payroll deduction |
| Connecticut | 95% of wages (low earners) | 12 weeks | Employee payroll deduction |
FMLA Coordination
State PFML benefits run concurrently with federal FMLA leave. An employee who takes leave for a qualifying reason under both federal FMLA and state PFML uses both entitlements simultaneously. Employers must coordinate state PFML benefits with federal FMLA and employer-provided disability benefits to avoid double-paying for the same leave.
Multi-State Compliance
Compliance Note
Multi-state employers must comply with PFML laws in each state where they have employees. This requires tracking employee locations, calculating state-specific benefit amounts, and managing state-specific payroll deductions. Work with your payroll provider and ERISA counsel to develop a multi-state PFML compliance program.