Paid Family Leave Calculator (2026)
Estimate your weekly paid family leave benefit, how many weeks you can take, and your total payout — across 14 state programs, with 2026 rates. Includes an eligibility check, an employer top-up comparator, and a plain-English guide to how state paid leave differs from unpaid federal FMLA.
2026 rates — checked October 2026
Estimate only — not legal or financial advice. Benefit formulas change; always verify with your state agency before making plans. This tool is not affiliated with any government program.
Estimate your benefit
Your average weekly pay before taxes. Annual salary ÷ 52 works as an approximation.
Capped automatically at your state's maximum for the leave type.
Some employers pay extra on top of the state benefit. Combined pay usually cannot exceed 100% of your wage.
Quick eligibility check
Weekly benefit
$0
Wage replacement
0%
of your weekly wage
Weeks approved
0
Total benefit
$0
over the leave period
With employer top-up:
How paid family leave works
Paid family leave (PFL) is wage-replacement insurance, not a job-protection law by itself. You pay in through small payroll deductions (or your employer does), and when you take qualifying time off, the state program pays you a percentage of your normal wages for a set number of weeks. Fourteen states plus the District of Columbia now run programs, and the details differ a lot:
- Bonding leave — time off after a birth, adoption, or foster placement. Every state program covers it, usually up to 12 weeks (8 in California and Rhode Island).
- Caregiving leave — time off to care for a seriously ill child, parent, spouse, or (in most states) a wider circle of family. Covered everywhere, though D.C. cut caregiving to 6 weeks starting October 2026.
- Your own medical condition — covered only in the nine "PFML" states (WA, MA, CT, OR, CO, DC, DE, MN, ME). California, New York, New Jersey, and Rhode Island handle your own disability through separate disability programs with different formulas.
Most states use a progressive formula: lower earners get a higher percentage of their wages replaced, and everyone is subject to a weekly maximum that rises most years. That is why two workers in the same state can see very different replacement rates.
2026 state-by-state benefits
All figures below are 2026 benefit-year values, spot-checked against state agency publications in October 2026. Programs change their numbers most years — treat this as a planning reference and confirm with your state agency.
| State | Program | 2026 weekly benefit formula | Max / week | Max weeks (family leave) | Eligibility test |
|---|---|---|---|---|---|
| California | Paid Family Leave (PFL) | 90% of wages up to 70% of state avg. wage; 70% above | $1,765 | 8 | $300 in base-period wages with SDI contributions |
| New York | Paid Family Leave (PFL) | 67% of average weekly wage | $1,228.53 | 12 | 26 weeks at 20+ hrs/wk, or 175 days at <20 hrs/wk |
| New Jersey | Family Leave Insurance (FLI) | 85% of average weekly wage | $1,119 | 12 | $15,500 total earnings (or 20 base weeks at $310+/wk) |
| Rhode Island | Temporary Caregiver Insurance (TCI) | 4.62% of high-quarter wages (≈60% of weekly wage) | $1,150 | 8 | RI DLT base-period wage test |
| Washington | Paid Family and Medical Leave (PFML) | 90% up to half the state avg. wage; 50% above | $1,647 | 12 (16 combined w/ medical) | 820 hours in the qualifying period |
| Massachusetts | Paid Family and Medical Leave (PFML) | 80% up to half the state avg. wage; 50% above | $1,230.39 | 12 family / 20 medical / 26 combined | ≈$6,300 in the last 4 quarters |
| Connecticut | CT Paid Leave | 95% up to 40× minimum wage; 60% above | $1,016.40 | 12 | $2,325 in base-period wages |
| Oregon | Paid Leave Oregon | 100% up to 65% of state avg. wage; 50% above | $1,692.16 | 12 | ≈$1,000 in base-period wages |
| Dist. of Columbia | Universal Paid Leave | 90% up to 1.5× min. wage; 50% above | $1,100 (from Oct 1, 2026) | 12 parental / 6 family / 10 medical | Covered DC employee (no wage floor) |
| Colorado | FAMLI | 90% up to half the state avg. wage; 50% above | $1,448.02 | 12 | $2,500 in base-period wages |
| Delaware | Paid Family and Medical Leave | 80% of average weekly wage | $900 | 12 parental / 6 family or medical | 1,250 hours in Delaware in the prior 12 months |
| Minnesota | Minnesota Paid Leave | 90% / 66% / 55% three-tier formula | $1,423 | 12 family + 12 medical (20 combined) | $3,900 in MN wages in the last 12 months |
| Maine | Paid Family and Medical Leave | 90% up to half the state avg. wage; 66% above | $1,249.12 | 12 | ≈6× state avg. weekly wage in base period |
| Maryland | FAMLI (Time to Care Act) | Delayed — benefit payments pushed to 2028 under 2026 legislation. Statutory design: 90% up to 65% of state avg. wage, 50% above, capped at $1,000/week. | 680 hours in 4 quarters | ||
Oregon's $1,692.16 maximum applies to benefit years beginning on or after June 28, 2026. D.C.'s $1,100 cap and reduced durations took effect October 1, 2026. Maine's $1,249.12 maximum applies to claims on or after July 1, 2026 (earlier 2026 claims used $1,199). Washington's maximum rises to $1,727 for claims beginning January 1, 2027.
Worked examples
Each example below was computed with this page's own engine and cross-checked against the states' published example tables.
New York — bonding, $1,000/week
Benefit = 67% × $1,000 = $670/week (below the $1,228.53 cap). Over 12 weeks: $8,040 total. This matches the state's own example table exactly.
California — bonding, $1,000/week ($52,000/year)
$1,000/week is below 70% of the state average wage ($1,252.30), so the 90% tier applies: $900/week. Over 8 weeks: $7,200 total.
Washington — caregiving, $1,200/week
90% of the first $915 = $823.50, plus 50% of the remaining $285 = $142.50 → $966/week (80.5% replacement). Over 12 weeks: $11,592 total.
Connecticut — bonding, $1,000/week
95% of the first $677.60 = $643.72, plus 60% of the remaining $322.40 = $193.44 → $837.16/week (83.7% replacement). Over 12 weeks: $10,045.92 total.
Employer top-ups: closing the gap to full pay
State benefits replace part of your wage — rarely all of it. Many employers voluntarily "top up" the state benefit with their own money so you get closer to your normal paycheck. The top-up comparator in the calculator above adds your employer's percentage to the state benefit, with one guardrail most states apply: combined pay generally cannot exceed 100% of your regular wages.
Example: a Washington worker earning $1,200/week gets a $966 state benefit. If her employer tops up 20% of wages ($240/week), the raw combined figure is $1,206 — capped at her $1,200 wage, so she receives $1,200/week ($14,400 over 12 weeks). Enter your own top-up percentage above to see your number.
Top-up rules vary: some states let you combine state benefits with accrued PTO or sick time instead (Massachusetts and Oregon allow it when the employer permits; California's PFL can be supplemented with sick/vacation up to 100% of earnings). Ask your HR department which options your plan allows.
Paid family leave vs. unpaid FMLA
People constantly mix these up. The federal Family and Medical Leave Act (FMLA) and state paid leave programs are different laws that can run at the same time:
| Federal FMLA | State paid family leave | |
|---|---|---|
| What it gives you | Up to 12 weeks of unpaid, job-protected leave | Partial pay during leave (percentage varies by state) |
| Job protection | Yes — you return to the same or an equivalent job | Varies: NY, WA, MA, OR, CT, CO, MN, ME and others include it; California's PFL benefit itself does not (protection comes from CFRA/FMLA instead) |
| Who is covered | Employers with 50+ employees; you need 12 months tenure and 1,250 hours | Nearly all private-sector workers in the state once you meet the wage/hours test |
| Can they overlap? | Yes. If your leave qualifies under both, they usually run concurrently — you do not get 12 weeks of one plus 12 weeks of the other for the same event. | |
A note on military leave sell-back
This calculator estimates state paid family leave benefits for civilian workers. It is a completely different program from military leave sell-back, where US service members can cash out up to 60 days of unused leave over a career at 1/30 of monthly base pay under 37 U.S.C. §501. If you are looking for the military sell-back calculation, that is a separate tool with a separate formula — do not use state PFL numbers for it, and do not use sell-back numbers for a state PFL claim.
Frequently asked questions
How much does paid family leave pay?
It depends on your state and your wages. Most states replace roughly 60% to 100% of your average weekly wage up to a weekly cap. For 2026, weekly maximums range from $900 in Delaware to $1,765 in California, and replacement rates are usually higher for lower earners. Use the calculator above with your state and weekly wage for your number.
How many weeks of paid family leave can I take?
Twelve weeks is the most common maximum (New York, New Jersey, Washington, Massachusetts, Connecticut, Oregon, Colorado, Minnesota, Maine). California allows 8 weeks and Rhode Island allows 8 weeks of caregiver benefits in 2026. Delaware allows 12 weeks for parental leave but only 6 weeks for family or medical leave in a 24-month period. D.C. allows 12 weeks of parental leave, 6 weeks of family leave, and 10 weeks of medical leave.
Which states have paid family leave in 2026?
Fourteen states plus D.C.: California, New York, New Jersey, Rhode Island, Washington, Massachusetts, Connecticut, Oregon, Colorado, Delaware, Minnesota, Maine, Maryland, and the District of Columbia. Delaware, Minnesota, and Maine began paying benefits in 2026. Maryland's program was delayed and is not expected to pay benefits until 2028. Virginia's program is scheduled to begin paying benefits in late 2028.
Am I eligible for paid family leave?
Each state sets its own test, usually based on wages or hours worked in a base period. Examples for 2026: California needs $300 in base-period wages with SDI contributions; New York needs 26 weeks at 20+ hours per week (or 175 days under 20 hours); New Jersey needs $15,500 in earnings; Washington needs 820 hours; Colorado needs $2,500 in wages; Minnesota needs $3,900 in Minnesota wages; Delaware needs 1,250 hours. Use the eligibility checker in the calculator for your state.
Is paid family leave the same as FMLA?
No. FMLA is a federal law giving up to 12 weeks of unpaid, job-protected leave at larger employers. State paid family leave programs pay you a portion of your wages during leave. The two often run concurrently for the same absence, so you generally do not get to stack 12 weeks of each back to back.
Does paid family leave cover my own medical condition?
Only in the nine states whose programs cover both family and medical leave: Washington, Massachusetts, Connecticut, Oregon, Colorado, D.C., Delaware, Minnesota, and Maine. In California, New York, New Jersey, and Rhode Island, your own disability is handled by a separate state disability program with its own formula and caps, not by the family leave program this calculator estimates.
Can my employer top up my state benefit to full pay?
Often yes. Many employers pay the difference between the state benefit and your normal wage as a retention perk, and some states explicitly let you combine benefits with accrued PTO or sick time. The usual ceiling is 100% of your regular wages — you cannot come out ahead of your normal paycheck. Enter your employer's top-up percentage in the calculator to see the combined figure.
Are paid family leave benefits taxed?
Generally yes at the federal level — the IRS treats state paid family and medical leave benefits as taxable income, though exactly how they are taxed can depend on who funded the premiums. New York explicitly notes its PFL benefits are taxable with no automatic withholding. State tax treatment varies. Set aside money for taxes or ask about voluntary withholding rather than assuming the check is net pay.
What changed for 2026?
Several things. Minnesota, Maine, and Delaware began paying benefits in 2026. Rhode Island's caregiver benefit grew to 8 weeks. D.C. cut its program effective October 1, 2026: the weekly cap fell from $1,190 to $1,100, family leave dropped to 6 weeks, and medical leave to 10 weeks. Mid-year updates raised caps in Oregon ($1,692.16), Colorado ($1,448.02), and Rhode Island ($1,150) effective around July 2026. Maryland's launch was delayed to 2028.
What is the difference between this calculator and military leave sell-back?
They are unrelated programs. This calculator estimates civilian state paid family leave benefits, which replace a percentage of your wages up to a state cap. Military leave sell-back lets US service members cash out up to 60 days of unused leave over an entire career at 1/30 of monthly base pay per day, with no allowances included. The formulas, eligibility rules, and legal authorities are completely different.
Can I take paid family leave a few days at a time instead of all at once?
In most states, yes. Intermittent or reduced-schedule leave is generally allowed for caregiving and medical reasons, and California explicitly lets its 8 weeks be split. Bonding leave can sometimes require minimum increments, and your employer's tracking rules apply. Check your state agency's rules for the leave type you need.
I live in one state but work in another. Which program covers me?
Usually the state where you work, because that is where the payroll premiums are paid and where your wages are reported. If you work remotely, coverage generally follows the state your work is localized in. When in doubt, check which state's deductions appear on your pay stub — that program is almost always the one that covers you.
How is my average weekly wage calculated?
States look at a base period — typically the first four of the last five completed calendar quarters — and derive your average weekly wage from the wages your employers reported. New York uses your last eight weeks of pay. California uses your highest-earning quarter. A recent raise may not show up yet, which is why the benefit can differ from your current paycheck.
Is this calculator official?
No. It is an independent estimate built from each state's published 2026 formulas, checked in October 2026. Your actual benefit is determined by the state agency from your reported wages, and formulas change. Always confirm with your state's program — California's EDD, New York's Paid Family Leave site, Washington's ESD, Colorado's FAMLI division, and the others linked below — before making financial plans.
Official sources
- California EDD — Paid Family Leave: edd.ca.gov (2026 max weekly benefit $1,765; 70%/90% tiers)
- New York Paid Family Leave — paidfamilyleave.ny.gov (2026: 67% of AWW, max $1,228.53, 12 weeks)
- NYS Workers' Compensation Board press release, Oct 30 2025 — 2026 PFL updates
- NJ Dept. of Labor and Workforce Development — 2026 TDI/FLI rates (85%, max $1,119/week)
- Washington ESD — Paid Family and Medical Leave (2026: max $1,647/week, 90%/50% formula)
- Massachusetts DFML — 2026 PFML rates (max $1,230.39/week)
- CT Paid Leave Authority — ctpaidleave.org (2026: max $1,016.40/week)
- Oregon Employment Department — Paid Leave Oregon June 2026 update (max $1,692.16)
- Colorado FAMLI Division — famli.colorado.gov premium and benefits calculator (max $1,448.02 from Jul 1, 2026)
- DC Office of Paid Family Leave — Oct 1, 2026 amendments (cap $1,100; 12/6/10/2 weeks)
- RI Dept. of Labor and Training — TDI/TCI July 2026 rates (max $1,150; TCI 8 weeks)
- Minnesota DEED — pl.mn.gov Paid Leave (benefits from Jan 1, 2026; max $1,423)
- Maine Dept. of Labor — Paid Family and Medical Leave (benefits from May 2026; max $1,249.12 from Jul 1, 2026)
- Delaware Dept. of Labor — Delaware Paid Leave (benefits from Jan 1, 2026; 80%, max $900)
- Maryland FAMLI Division — paidleave.maryland.gov (benefits delayed to 2028 per 2026 legislation)
- National Partnership for Women & Families — State Paid Family Leave Laws chart (multi-state formula reference)
Related tools
Paid Family Leave Calculator — independent estimate for planning only. State programs set final benefit amounts from your reported wages. Formulas and caps change yearly; figures above reflect 2026 benefit-year values checked in October 2026. Not legal, tax, or financial advice.
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