State-by-State Guide to Paid Family & Paternity Leave (2025–2026)

Introduction: Why this guide matters for new dads

Becoming a parent often means juggling finances, employer rules, and state programs. This article helps you find — state by state — whether paid family leave (PFL) or paid family & medical leave (PFML) is available where you live, how paternity or bonding leave typically works, and clear steps to apply so you can plan time off without surprise income gaps.

Key takeaways you'll get: which states have mandatory paid leave programs in effect or coming online in 2025–2026, how federal unpaid leave (FMLA) interacts with state paid programs, a step-by-step application checklist, and practical budgeting tips for the weeks you’re off work.

Note: state rules and benefit amounts change frequently. This guide points you to authoritative state program pages and national trackers so you can check the details for your state and employer before you apply.

Which states have paid family or paid family & medical leave (2025–2026)?

There is no single federal paid parental leave program; the federal Family and Medical Leave Act (FMLA) provides up to 12 weeks of job-protected but unpaid leave for eligible employees. For paid leave, states have created their own programs. As of 2025, a group of states and the District of Columbia have mandatory statewide paid family or paid family & medical leave systems (with others implementing between 2025–2026). Use the state list below as a starting point, then go to your state’s official program page to confirm exact eligibility, benefit level, and start dates.

• Common states with active mandatory paid family leave programs include: California, Colorado, Connecticut, Massachusetts, New Jersey, New York, Oregon, Rhode Island, Washington State, and the District of Columbia. Several other states have enacted laws or phased-in programs with implementation dates between 2025–2026 (for example, Maine and Maryland have scheduled start dates or phased contributions).
• Program details vary dramatically: some states fund benefits through employee payroll deductions, some through employer/employee mixes, and some allow private-plan alternatives. Benefit lengths typically range from several weeks up to 12 weeks or more; weekly benefit amounts are usually a percentage of your wage with a state cap.
• If your state isn't on a mandatory list, you may still have options through employer policies, collective bargaining agreements, or voluntary state programs for which employers opt in. National trackers (NCSL, Bipartisan Policy Center, and state websites) are the best place to check current status for your state.

How paternity / bonding leave typically works — and how to check eligibility

Most state PFML/PFL programs include a "bonding" benefit for new parents (birth, adoption, foster placement) and often provide leave to care for a family member with a serious health condition. Key differences to check:

• Waiting period / tenure: Some states require you to have worked a specified number of weeks or hours for your employer (or paid into the program) before you can claim benefits.
• Length of leave: Bonding leave ranges from a few weeks to 12 weeks or more depending on the state and the year.
• Wage replacement: Benefits are commonly a percentage of your average weekly wage up to a state maximum — check the current cap and calculation method in your state. For example, New York explains timing, notice rules, and payment timing on its PFL pages.
• Job protection vs. paid benefit: Paid benefits do not always guarantee job protection; FMLA (federal) offers job protection if you meet its eligibility thresholds, while state-paid benefits and state job protections may differ. Always confirm both the paid-benefit rules and job-protection rules that apply to you.

Practical step: check three places in this order — (1) your employer’s HR or benefits portal (to learn company-specific policies and the insurer if applicable), (2) your state’s official PFML/PFL website for eligibility and forms, and (3) federal FMLA rules for job protection questions.

Step-by-step: How to find your program and apply (checklist)

Use this checklist to move from "I need leave" to "I have benefits lined up." Tailor the steps to your state's process and your employer.

1. Confirm whether your state has a paid program and its start date. Visit your state’s official PFML/PFL page or a national tracker (NCSL/Bipartisan Policy Center) to confirm whether the program is active and what it covers.
2. Talk to HR now — not later. Ask: Do we have a private-plan alternative (some states let employers offer equivalent private plans)? Who is the insurance carrier? What documentation will you need?
3. Check FMLA job-protection eligibility. If your employer has 50+ employees and you meet the hours and tenure tests, FMLA may protect your job while you take paid state leave. Confirm the overlap and whether you must use leave concurrently.
4. Gather documents. Typical items: proof of birth/adoption/foster placement (birth certificate, hospital paperwork, adoption placement letter), employer contact info, recent pay stubs, ID, and a completed healthcare provider certification if caring for someone sick.
5. File with the right agency or insurer and watch deadlines. Some states let you file online (recommended); others accept paper claims. For example, California’s EDD allows online filing via SDI Online or by mail (DE 2501F) and requires filing no later than 41 days after leave begins to avoid delays. Follow the state instructions exactly.
6. Confirm payment timing and tax treatment. States vary on when the insurer must pay and whether benefits are taxable or subject to withholding. New York’s PFL site explains typical payment timing and arbitration options if a claim is denied.

Example: a father in California planning bonding leave should (a) tell HR 30+ days in advance if possible, (b) file an SDI/PFL claim online when the bonding period begins or by mail within the state deadline, and (c) provide any employer or clinician forms the EDD requires.

Budgeting, workplace tips, and next steps

Money and mental load matter. Here are practical tips for planning income and protecting your job:

• Run a leave budget: estimate your expected weekly benefit using your state’s estimator or published formulas, then compare that number to your monthly essential expenses (rent/mortgage, car, insurance, baby supplies). Identify temporary cuts and prioritize emergency savings where possible.
• Consider stacking and scheduling: Combine paid sick time, accrued paid time off, and state benefits to smooth income timing (subject to employer rules). In some states, you can take bonding intermittently — check program rules before trying to split weeks.
• Document communications: Keep written notice to HR and copies of forms and claims. If a claim is denied, most states provide an appeal or arbitration process; read that timeline carefully. For instance, New York's PFL explains arbitration and timelines for disputes.
• Plan return-to-work conversations: Discuss scheduling flexibility, part-time return options, and any accommodations you might need (for example, phased return or breastfeeding support). If you are covered by FMLA, you usually have job reinstatement rights; clarify any differences between company policy and legal protections.

Next steps: 1) Identify your state program page now, 2) schedule an HR meeting, and 3) gather documents (ID, pay stubs, expected birth/adoption date). If you want, provide your state and employer name and we’ll outline the likely steps and the most relevant state links to file your claim.