Paid Family Leave for Caregivers: State Programs and How to Use Them

If you've looked into paid family leave to care for a parent, you've probably run into a frustrating wall: the federal law that protects your job does not pay you a cent while you're out. For many families, that's the whole problem. The good news is that a growing number of states have stepped in with their own paid leave programs that replace part of your wages, and yours may be one of them.

This guide explains the gap the federal law leaves, what state paid family leave actually pays, how the two fit together, and what to do if your state doesn't have a program yet.

The Gap FMLA Leaves

The federal Family and Medical Leave Act (FMLA) provides unpaid, job-protected leave, and there is no federal paid family or medical leave program for caregivers.1 FMLA can guarantee your job is waiting when you return, but it cannot replace your paycheck while you're gone. For a guide to those job protections, see our FMLA for family caregivers guide.

To fill that gap, a number of states, plus the District of Columbia, have enacted their own paid family and medical leave (PFML) programs that provide partial wage replacement while an eligible worker takes leave, including leave to care for a family member, such as a parent or spouse, with a serious health condition.1 This is the piece FMLA can't offer: actual money in your pocket during the weeks you step back to provide care.

How State Paid Family Leave Works

Where these programs exist, the mechanics are broadly similar even though the numbers differ. They are typically funded through premiums (payroll contributions paid by employers and employees; in Minnesota the total 2026 premium is 0.88% of wages, split between the two), and they pay a percentage of your usual wages for a set number of weeks while you're on leave.1

That percentage is not one flat rate. It varies with what you earn, and it stops at a weekly maximum the state sets. Minnesota, for instance, pays most workers between 55% and 90% of their regular wages, capped at $1,423 per week.1 So what you'll actually receive depends not only on which state you're in but also on what you earn, and, if you earn enough to reach the cap, on the cap itself.

To actually collect, you generally file a claim with the state program that runs it (often the state labor or employment department, or a dedicated PFML agency) and provide documentation that your family member has a serious health condition.1 Once you're approved, the state, not your employer, pays the benefit, usually on a weekly basis for the duration of your approved leave.

What Paid Family Leave Actually Pays

Because every state sets its own rate and number of weeks, there is no single national figure. A couple of real programs show the range:

• Washington replaces up to 90% of your weekly pay for up to 12 weeks of family or medical leave, up to a weekly maximum the state updates each year.1 See Washington Paid Family and Medical Leave.
• California's Paid Family Leave (PFL) pays for up to 8 weeks in a 12-month period, with a minimum weekly benefit of $50 and a maximum of $1,765. Note the limit: California PFL provides benefit payments but not job protection, so pair it with FMLA if you're eligible.1 See California Paid Family Leave.

Here's how that translates in practice. If you live in Washington and earn $1,000 a week, a rate of up to 90% means you could receive close to $900 a week while you're on leave, up to the state's weekly maximum.1 A higher earner in the same state would still hit the weekly maximum, so the share of pay they get back is smaller. The exact percentage, the cap, and the number of weeks all change from state to state, which is why the only number that truly matters is your own state's.

It's a State-by-State Patchwork

Here's the catch, and it's a big one. There is no single national program, so what's available depends entirely on where you live and work. As of 2026, the U.S. Department of Labor's Women's Bureau counts thirteen states plus the District of Columbia with a paid family and medical leave program, and the list keeps growing. Three newer programs started paying this year: Delaware Paid Leave went into full effect on January 1, 2026 and is accepting claims, Minnesota Paid Leave launched the same day, and Maine's program begins paying benefits in May 2026.1

Maryland is the exception, and it matters a great deal if you live there. Maryland's Family and Medical Leave Insurance (FAMLI) program was delayed, and the Maryland Department of Labor now says benefits start in January 2028, at which point eligible employees will be able to take up to 12 weeks of paid, job-protected leave, paid up to $1,000 per week.1 If you were planning around Maryland paid leave arriving in 2026, that money is not there yet, and you'll need to bridge the next two years another way. The options further down this page are the place to start.

Because the set of states and their start dates change continuously, treat the current Department of Labor overview and your own state's program page as the authority, not any fixed list.

Just as importantly, the details differ significantly from one state to the next. Eligibility, which family relationships are covered, the wage-replacement rate, the maximum number of weeks, and how to apply are all set by each state.1 A program that covers caring for a parent in one state may define which relatives count as family differently in another, so never assume your neighbor's experience matches yours.

What If Your State Doesn't Have Paid Family Leave

If you look and find your state isn't on the list, that's deflating, but it doesn't mean you're out of options. A few other paths can soften the loss of income or at least protect your job:

• FMLA's unpaid, job-protected leave. It won't replace your wages, but for eligible workers at covered employers it keeps your job and your group health coverage intact while you're out.2 Our FMLA for family caregivers guide walks through who qualifies.
• Employer-provided paid leave. Some employers offer paid family leave, paid time off, or short-term disability coverage on their own, separate from any state program. Your HR department or benefits handbook is the place to confirm what's available.
• State temporary disability or voluntary programs. A handful of places fill part of the gap a different way: Hawaii has a law providing paid temporary disability leave, Puerto Rico has paid temporary disability and maternity leave, and New Hampshire, Vermont, and Virginia have voluntary programs that let some workers and employers buy private family or medical leave insurance.1

None of these is a full substitute for a state PFML benefit, but together they're worth checking before you assume time off has to come entirely out of your own pocket.

How State Paid Leave Works With FMLA

The two can work together. State paid leave can often run concurrently with federal FMLA, meaning at the same time: FMLA protects your job while the state PFML benefit replaces part of your pay.1 The rules for coordinating the two, and any interaction with paid leave your employer offers on its own, vary by state and employer, so confirm how they stack in your specific situation.1

The practical upshot: if you qualify for both, FMLA and your state's PFML program together can give you a job to come back to and a portion of your income while you're out.

How to Check Your State

Because availability and rules are entirely state-specific, the only way to know is to look up your own state's program:1

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The information on Brevy.com is for educational purposes only and is not a substitute for professional legal, financial, or medical advice. Rules vary by state and program and change frequently. Always verify with the relevant agency or a qualified professional. Brevy is not a law firm, financial advisor, or healthcare provider.