Benefits

What's new with statutory disability income and state paid family and medical leave?

With many states passing their own paid family and medical leave (PFML) and paid family leave (PFL) mandates, staying compliant with new regulations can be challenging for employers, especially if they have employees in various states. The following information is for informational purposes only and is not legal advice or a substitute for legal counsel.

2024 State-Mandated Benefits

California


State disability insurance effective: 12/49
Paid family leave effective: 07/01/04
Last updated: 01/16/24

Hawaii


Effective: 1969
Last updated: 11/07/2023

New Hampshire


Effective: 01/01/23
Last updated: 01/16/24

Rhode Island


Temporary disability insurance effective: 1942
Temporary caregiver insurance effective: 01/01/14
Last updated: 11/07/23

Colorado


Effective: 01/01/24
Last updated: 01/16/24

Maryland


Effective: 07/01/26
Last updated: 04/25/24

New Jersey


Temporary disability benefit effective: 1948
Family leave insurance effective: 01/01/09
Last updated: 01/16/24

Washington


Effective: 01/01/20
Last updated: 01/16/24

Connecticut


Effective: 01/01/22
Last updated: 01/16/24

Massachusetts


Effective: 01/01/21
Last updated: 09/11/24

New York


Disability benefits law effective: 1949
Paid family leave effective: 1/01/18
Last updated: 09/17/24
 

Delaware


Effective: 01/01/26
Last updated: 01/16/24

Maine


Effective: 05/01/26
Under construction. Check back soon!

Oregon


Effective: 09/03/23
Last updated: 09/11/24

 

District of Columbia


Effective: 07/01/20
Last updated: 01/16/24

Minnesota


Effective: 01/01/26
Under construction. Check back soon!

Puerto Rico


Effective: 1968
Last updated: 11/07/23

 

Potential upcoming state leave programs

We'll continue to monitor and track legislation related to paid family and medical leave programs, both at the state and federal level, and will provide updates on any important developments.

 

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Symetra assumes no responsibility for the accuracy or timeliness of any information provided herein. The information contained herein is for informational purposes only and is not legal advice or a substitute for legal counsel. We recommend employers speak with legal counsel specializing in labor and employment law to ensure compliance with applicable PFML and PFL mandates.

The information on this page was updated as of April 2024.