The workplace landscape is changing as fast as the seasons. So. Many. Leaves. With the absence of a uniform federal response, a variety of leaves are emerging at the state level.
How to keep it straight? We’re here to help you chart a course. Here is a quick overview of some of the changes. For a more detailed state leave article, check out (and subscribe!) to our Employer Corner.
State by State PFML Expansion
Paid Family and Medical Leave laws continue their expansion across the United States. California eliminated employers’ ability to require employees to exhaust two weeks of vacation before accessing PFML benefits. Delaware’s PFML program began collecting wage contributions in 2025, with benefits available starting January 1, 2026. Illinois took a unique approach by adding “family responsibilities” as a protected classification, making it unlawful to refuse hiring, deny promotions, or discharge employees based on their actual or perceived caregiving responsibilities. Maine’s tiered contribution system requires employers with 15 or more employees to contribute one percent of wages, while smaller employers contribute 0.5 percent. Maine employees can access benefits beginning May 1, 2026. Minnesota finalized its paid leave rules in June 2025, clarifying program requirements before the January 1, 2026 launch date. New York now mandates 20 hours of paid prenatal leave for pregnancy-related healthcare services, effective July 2, 2025. Your state probably has its own specific rules.
State Paid Sick Leave Evolution
Sick leave requirements are equally dynamic. Alaska’s new law, effective July 1, 2025, requires larger employers to allow 56 hours of annual sick time accrual, while smaller employers must allow 40 hours. Connecticut now permits front-loading sick leave instead of accrual, with expanding coverage thresholds through 2027. Nebraska mirrors Alaska’s approach with similar requirements starting October 1, 2025. Washington state broadened its “family” definition for caregiver purposes to include anyone regularly residing in the employee’s home or whose relationship creates an expectation of care.
Your Action Plan
This ever-changing landscape demands proactive compliance. Organizations need policies that address the current patchwork of sick leave, PFML, parental leave, and vacation requirements across multiple jurisdictions.
Our Leave Policy and Procedure Audit is a fixed fee service that ensures your organization complies with applicable employment laws, mitigates risk, and protects against financial and reputational costs.
Our Employment Counsel On-Call Triage Service provides guidance when you need it most. We tackle unique employment law questions daily and stand ready to help you navigate these complex issues. And of course an updated Handbook is the best practice to communicate with the workforce and remain in compliance.
Contact us today to learn how we can help your organization stay compliant and focused on business.