California New Jersey Rhode Island New York Connecticut Washington Massachusetts Oregon Temporary Disability TDI: TDI: TDI: TDI & PFL: TDI & PFL: TDI & PFL: TDI & PFL: (TDI): 1946 1948 1943 1949 Created 2019, Created 2017, Created 2018, Created 2019, Effective January 2021 Effective January 2019 Effective July 2019 Effective January 2022 Paid Family Leave (premium collection) (premium collection) (premium collection) (premium collection) PFL: PFL: PFL: (PFL) January 2022 (benefit January 2020 (benefit January 2021 (benefit January 2023 (benefit payments) payments) payments) payments) Status Created 2002, Effective Created 2008, Created 2013, Effective Created 2016,Effective 2004; Effective 2009; January 2014 January 2018 Expanded 2019, Expanded 2016, Effective 2019 and effective 2018; 2020 Expanded 2017, effective 2020) 1. Self-care for own 1. Self-care for own 1. Self-care for own 1. Self-care for own 1. Self-care for own 1. Self-care for own 1. Self-care for own 1. Self-care for own serious health serious health condition serious health condition serious health condition serious health condition serious health condition serious health condition serious health condition condition 2. Caring for a new 2. Caring for a new 2. Caring for a new 2. Caring for a new 2. Caring for a new 2. Caring for a new 2. Caring for a new 2. Caring for a new child (birth, adoption, child (birth, child (birth, adoption, child (birth, adoption, child (birth, adoption, child (birth, adoption, child (birth, adoption, child (birth, adoption, foster) adoption, foster) foster) foster) foster) foster) foster) foster) 3. Caring for family 3. Caring for family 3. Caring for family 3. Caring for family 3. Caring for family 3. Caring for family 3. Caring for family 3. Caring for family member with member with serious member with serious member with serious member with serious member with serious member with serious member with serious serious health health condition health condition health condition health condition health condition health condition health condition condition 4. Qualifying exigency 4. Qualifying exigency 4. Qualifying exigency 4. Engaging in arising out of spouse, 4. Engaging in certain arising out of spouse, arising out of spouse, 4. Engaging in certain certain activities domestic partner, child activities related to domestic partner, child domestic partner, child activities related to Covered life related to individual or parent being on individual or family or parent being on or parent being on individual or family events or family member active duty (or having member being victim active duty (or having active duty (or having member being victim being victim of been notified of an of domestic or sexual been notified of an been notified of an of domestic or sexual domestic or sexual impending call or order violence impending call or order impending call or order violence violence to active duty) to active duty) to active duty) 5) Care for a family 5. Serving as an organ member who is a or bone marrow donor covered servicemember 6. Qualifying exigency arising out of spouse, child or parent being on active duty (or having been notified of an impending call or order to active duty) Child, parent or parent of a spouse or domestic partner, spouse, Child, parent, domestic partner, parent-in-law, grandparent or spouse, domestic Child, parent, parent-in- grandparent’s spouse or partner, civil union law, spouse, domestic partner, Definition of partner, sibling, grandparent, Child, parent or parent grandchild or Child, parent, spouse, covered grandparent, Child, parent, spouse, grandchild, sibling, Child, parent, spouse, of a spouse or domestic grandchild’s spouse or domestic partner, Child, parent, spouse, family grandchild, any domestic partner, individual related by domestic partner, partner, spouse, domestic partner, grandparent, domestic partner, member for person related by grandparent, blood or affinity whose grandchild, domestic partner, sibling or sibling’s grandchild, sibling, grandparent caregiving blood, any person grandchild close association the grandparent, sibling grandchild, spouse or domestic parent-in-law purposes with whom worker shows to be the grandparent, sibling partner, individual employee has close equivalent of those related by blood or association that is family relationships affinity whose close equivalent of a association with the family relationship employee is the equivalent of a family relationship TDI: TDI: TDI: TDI: TDI & PFL: TDI & PFL: TDI: TDI & PFL: 52 weeks 26 weeks 30 weeks 26 weeks 12 weeks total 12 weeks total 20 weeks 12 weeks total PFL: PFL: PFL: PFL: PFL: 6 weeks (increasing 12 weeks for family 6 weeks to 12 weeks on July 4 weeks 8 weeks (2018) 14 if leave taker leave 1, 2020) experiences 14 weeks if leave taker incapacitating serious experiences health condition that health condition that incapacitating serious 26 weeks for caring for 14 weeks if employee occurs during Maximum 10 weeks (2019) health condition that a covered service experiences limitations pregnancy); no more duration of occurs during member related to pregnancy, than 16 weeks paid leave pregnancy); if two childbirth or a related total/year for combined No more than 30 weeks spouses work for same medical condition, own serious health total per year for employer, they may including but not 12 weeks (2012) condition and family combined TDI and PFL only take 12 weeks limited to lactation) leave (18 if leave taker leave combined experiences pregnancy- related serious health No more than 26 weeks condition) (increases subject to total/year for combined delay) family and medical leave TDI & PFL: TDI & PFL: TDI & PFL: TDI: TDI & PFL: TDI & PFL: TDI & PFL: TDI & PFL: 66 percent of worker's average weekly wage (Beginning on July 1, 2020, the weekly 50 percent of the For workers paid 50 benefit rate is 85 For workers paid 50 average weekly wage, percent or less of the percent of a percent or less of the For workers paid 65 maximum weekly statewide average worker’s AWW, statewide average percent or less of the benefit of $170 weekly wage (AWW), with a maximum weekly wage (AWW), statewide average 4.62 percent of total the weekly benefit rate benefit equivalent the weekly benefit rate weekly wage (AWW), wages paid during the is 90 percent of the to 70 percent of the is 80 percent of the the weekly benefit rate highest quarter of worker’s AWW. 70 percent of worker’s statewide AWW.) For workers paid wages worker’s AWW. is 100 percent of the worker’s base period For workers paid more average weekly wage less than or equal to the For workers paid more worker’s AWW. (approximately 60 than 50 percent of the for those earning <1/3 Connecticut minimum than 50 percent of the For workers paid more percent of average statewide AWW, the of state average weekly wage multiplied by 40, statewide AWW, the than 65 percent of the weekly wages), with weekly benefit rate is wage (AWW) 60% for the weekly benefit rate weekly benefit rate is statewide AWW, the potential for dependent 90 percent of the all others, up to benefit is 95 percent of the 80 percent of the weekly benefit rate is benefits ($10 or 7 employee’s AWW up cap.[1] average weekly wage employee’s AWW up 65 percent of the percent benefit rate per to 50 percent of the PFL: to 50 percent of the statewide AWW plus to 50 percent of the statewide AWW plus dependent minor child, 2019, 55 percent of statewide AWW, plus statewide AWW, plus 50 percent of the for up to five children) worker’s average 50 percent of the 50 percent of the employee’s wages weekly wage (AWW), employee’s AWW that employee’s AWW that above that amount. not to exceed 55 is more than 50 percent Wage is more than 50 percent percent of the state of the statewide AWW. replacement of the statewide AWW. rate AWW; 2020, set to increase to 60 percent of worker’s weekly wage up to 60 percent of the state AWW; 2021, 67 percent of the worker’s weekly wage up to 67 percent of the state AWW (increases subject to delay) Maximum weekly benefit:For workers paid more than the Connecticut minimum wage multiplied by 40, the weekly benefit rate is 95 percent of the Maximum weekly Maximum weekly Maximum weekly Connecticut minimum benefit: $1,000 in the benefit: $850 in the benefit: 120 percent of Maximum weekly Maximum weekly wage multiplied by 40 program’s first year, program’s first year, the statewide AWW, Maximum weekly benefit: $1,252 in benefit: $1,252 in plus 60 percent of the and will be adjusted and will be adjusted and the minimum benefit: $650 in 2019 2019 2019 amount by which the annually to an amount annually to an amount weekly benefit is 5 worker’s average equaling 90 percent of equaling 64 percent of percent of the statewide weekly wage exceeds the state AWW. the state AWW. AWW. the Connecticut minimum wage multiplied by 40, up to a maximum of 60 times the Connecticut minimum wage TDI & PFL: TDI: TDI & PFL: TDI & PFL: TDI & PFL: TDI: TDI: TDI & PFL: Funded by Funded by employees Funded by employers Funded by employers employers and only and employees and employees Funded by employees employees Funded by employees Funded by employers Funded by employers only PFL: only and employees PFL: PFL: and employees Funded by Funded by employees Funded by employees employees only only only Current rate: Current rate: Current rate: Current rate: Anticipated rate: Anticipated rate: Anticipated rate: Anticipated rate: Employee TDI - 0.17 percent of the taxable wage base (the first $34,400 in 1.0 percent of first covered wages paid Employee: 0.5 percent