The Paid Family Leave landscape is evolving faster than ever, and 2026 brings some of the most significant changes we've seen yet. From two major state program launches to groundbreaking NICU coverage expansion and meaningful benefit increases across the board, employers need to understand exactly what's coming.
Here’s a primer and breakdown on everything you need to know about PFL in 2026.
Minnesota and Delaware officially launch their state-run paid family and medical leave programs on January 1, 2026, and Maine follows with benefit payments starting May 1, 2026. This now brings the number of mandatory programs to 13, including D.C., and there is talk of additional program expansion in 2027.
Minnesota's program launches January 1st and is one of the most generous launches we've seen.
They still have a waiting period (7 days after the qualifying event) and they do offer job protection, kicking in after 90 days of employment.
Delaware's program, also launching January 1, 2026, takes a different approach from most states:
What sets Delaware apart: employers actually administer the program for their own employees (training and determining eligible claims and remitting payment directly to the employer) while the state reimburses employers and handles appeals. This is different from most state programs where the state handles everything directly.
As of July 2025, employers can no longer require employees to exhaust their PTO before using PFL, but employees can still elect to supplement (“top off”) their PFL leave with PTO. Fortunately, this is now at the employee’s discretion.
Maine's program has a slightly different timeline, with contributions that started January 1, 2025, and benefits beginning May 1, 2026. More information is expected in Q1 2026.
Colorado is breaking new ground as the first state in the nation to offer additional paid leave specifically for NICU parents. Starting January 1, 2026:
This is massive and a major victory for parents, especially as NICU hospitalizations continue to rise. Today, one-third of children are born via c-section delivery and over 15% of newborns will experience complications that may require a NICU stay. Any parent who's had a child in the NICU knows the impossible choice between being at your baby's bedside and being worried this will eat into your already limited parental leave.
California's 2025 increases continue into 2026 with further adjustments:
The tiered benefit structure means employees earning up to 70% of the state's average weekly wage (about $63,000 annually) receive 90% wage replacement, while higher earners receive 70% up to the maximum. This progressive structure significantly benefits lower and middle-income workers who need it most.
New York's updates for 2026 show the financial pressure these programs face:
The contribution rate increase is the largest we've seen in recent years and reflects program utilization that exceeded initial projections. Employers need to update payroll systems and communicate these changes to employees before January 1.
Washington's 2026 changes focus on accessibility and worker protection:
These changes mean significantly more Washington employees will have job-protected leave in 2026, which has major implications for workforce planning and temporary staffing.
Oregon made several important adjustments effective January 1, 2026:
The disability insurance change is significant because it means employees may have access to income support for weeks beyond their paid leave period, potentially extending their leave.
The most forward-thinking employers aren't trying to manage this complexity in-house. They're recognizing that paid family leave compliance is becoming a specialized function requiring:
This is exactly why Parento exists. We provide a one-stop solution that simplified compliance, reduces administrative burden, saves significant time and money, and improves the employee experience so employers can focus on productivity and scaling.
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These changes take effect January 1, 2026 (May 1 for Maine). That means:
Ready to simplify your 2026 paid family leave compliance? Let's talk about how Parento can help you navigate these changes while providing better support to your employees during life's most important moments.
This post provides general information about state paid family leave programs as of December 2025. Specific requirements vary by state, employer size, and individual circumstances. Parento is not offering legal or tax advice.
