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In the absence of a federal paid family and medical leave program for U.S. employees, several states recently passed laws mandating their own paid disability/medical leave programs for an employee’s own health condition and/or paid leave programs for parental leave, caregiving leave, military exigency and safe leave. The states outlined below join 8 other states (in addition to Washington, D.C. and Puerto Rico) in mandating paid family and/or medical leave programs (PFML) for employees. Click here for a reference chart of the existing mandated PFML programs.
The list below outlines key provisions of these new state-mandated programs set to begin in the next several years. Note that New Hampshire recently passed a voluntary paid family and medical leave program that private employers and employees can opt into (see below for more details).
In addition to reviewing the list below, employers are advised to review their existing leave policies in preparation for the upcoming state PFML effective dates. Note that the structure and details of the state PFML programs outlined below are subject to change as the states continue to release implementing regulations and guidance. Risk Strategies will continue to monitor and report on further developments. In the meantime, reach out to your Risk Strategies account team with any additional questions.
Additional Notes and Footnotes:
The "Family Leave" category listed above includes parental leave, family caregiving leave and qualifying military exigency leave in some instances.
The "Safe Leave" category above includes leave related to domestic violence, abuse, harassment, sexual assault, or stalking.
The "Covered Employer" category above refers to the minimum number of employees working in the applicable state to be considered a covered employer subject to applicable PFML program.
 Medical/disability leave will be available for individuals who purchase coverage through the purchasing pool (because their employer does not offer a short-term disability plan)
 For employees who have been employed by their employer for at least 180 days before taking leave.