Numerous states across the U.S. have implemented paid family and medical leave (PFML) programs, and more are following suit. These laws ensure that employees continue to receive a portion of their income during major life events such as the birth of a child, serious personal illness, or caring for an ill family member. Early adopters included states like California, New Jersey, New York, and Rhode Island. Now, states such as Connecticut, Massachusetts, Washington, Maine, New York, Washington D.C., Illinois, and Oregon have implemented similar measures, with additional programs launching in Minnesota, Delaware, and Maine starting in 2025.
If your business operates in a state considering PFML legislation, you may wonder how it will affect payroll operations and employee benefits. Beyond has created a state-by-state breakdown to help you understand your responsibilities and how such programs may impact your business.
What about federal regulations? The Family and Medical Leave Act (FMLA), enacted in 1993, requires certain employers to provide unpaid, job-protected leave for qualifying medical or family reasons. While FMLA ensures job security, it doesn’t mandate paid leave. Additionally, the law only applies to businesses with 50 or more employees. As a result, many states have introduced PFML laws to offer financial support during leave periods. These state-level programs are typically funded through employer and/or employee payroll contributions, which are handled by employers using their payroll systems.
Choose your state below to check for existing or upcoming PFML requirements.
2025 State-by-State PFML Overview The interactive map outlines the PFML status in each state, including implementation dates, covered leave reasons, employee eligibility, and employer obligations. States such as California, Colorado, and Connecticut already have programs in effect, while others, including Delaware, Maine, and Minnesota, are rolling out benefits in 2025 or later.
Here are a few examples:
- California: Offers partial wage replacement for up to six weeks for bonding with a new child or caring for a seriously ill family member. Funded through mandatory payroll contributions to the State Disability Insurance program.
- Colorado: Employees receive up to 12 weeks of paid leave for qualifying events. Contributions began in 2023, and benefits started in 2024.
- Delaware: Will begin collecting payroll contributions in 2025, with benefits starting in 2026.
- Illinois: Enacted the Paid Leave for All Workers Act, allowing employees to earn at least 40 hours of paid leave annually, with employer contributions starting in 2024.
Employers must comply with each state’s specific rules, including posting required notices, maintaining payroll records, and managing deductions properly. Beyond’s payroll platform simplifies this process, offering automated tax and deduction calculations, and staying current with legislative changes.
Are there other states proposing new laws? Yes. States like Arizona, Iowa, Oklahoma, Tennessee, Pennsylvania, West Virginia, and North Carolina are considering paid leave legislation. Employers in these states should stay informed as new requirements may emerge.
Employers: Stay compliant and prepared With so many states updating or introducing PFML programs, it’s critical to stay informed and ensure your payroll setup aligns with state requirements. Beyond provides businesses with tools and support to navigate PFML regulations, streamline payroll tax collection, and manage employee benefits accurately.
Note: This content is intended for informational purposes only and should not be construed as legal or tax advice. Always consult with a qualified professional regarding your specific situation.
