Maternity leave in 2026. Every benefit, every state, every dollar.

There is no federal paid maternity leave. Federal FMLA gives eligible workers 12 weeks of unpaid job protection. Paid maternity leave depends on where you live: 13 states plus DC have mandatory paid family leave programs, and 3 more states offer voluntary coverage. Weekly benefit maximums for 2026 range from about $900 (Delaware) to $1,765 (California).

For state Paid Family Leave, most states require you to be a W-2 employee whose employer withholds state PFL contributions, and you must meet a base-period earnings or hours threshold. Self-employed workers can opt in to PFL in several states. For federal FMLA, you must have worked for your employer 12 months and 1,250 hours in the last year at a covered employer (50 or more employees within 75 miles).

Most state PFL programs use a tiered wage-replacement formula: a high percentage (80-95%) of wages up to a lower threshold, then a lower percentage (50-70%) above. In 2026, the weekly max ranges from $900 (Delaware) to $1,765 (California). Our state benefits table below shows each program's cap and formula.

No. Short-term disability (STD) covers medical recovery weeks after childbirth. State PFL covers bonding weeks after that. Most birthing parents can claim both, and stacking them correctly is often 6-8 weeks of pay that a single-program filer misses. Five states (California, Hawaii, New Jersey, New York, Rhode Island) have state-mandated STD programs. In every other state, STD is employer-provided (Aflac, Unum, Hartford, and others) or unavailable.

FMLA gives you 12 weeks of unpaid, job-protected leave. It does not pay you. If you work at a covered employer and meet the eligibility rules, you can use FMLA for the birth of a child. Most parents also file for state PFL and STD to receive wages during the FMLA period.

FMLA requires 30 days advance notice when leave is foreseeable. Most employers appreciate earlier notice for planning. State PFL filing windows vary: some states let you pre-file 30 days before your expected leave, others require you to file within 41 days of the leave start. Our free intake calculates your specific state's filing window from your due date.

In most states, yes. STD covers your medical recovery period (typically 6 weeks for uncomplicated delivery, 8 weeks for Cesarean). State PFL bonding leave begins when STD ends. Filing both is the difference between 6-8 weeks of pay and 14-16 weeks of pay. California runs longer than most, around 18 to 20 weeks, because SDI also covers up to 4 weeks before your due date, and it uniquely automates the SDI-to-PFL handoff for you.

Three coordination patterns exist: stacked (employer pays on top of state benefits), supplemental (employer tops up to a target percentage), or offset (employer pays their promise minus what state PFL pays). The difference between stacked and offset on a 12-week leave is often $10,000 to $20,000. Ask HR in writing which pattern applies to your policy.

Depends on employer. Some employers require you to use accrued vacation before paid leave begins. California explicitly permits this for up to two weeks. Some employers let you save PTO for after leave ends. Confirm your employer's specific rule before filing anything.

Federal FMLA generally requires you to take leave in one continuous block after childbirth unless your employer agrees to intermittent leave. State PFL rules vary: some states allow intermittent leave with employer approval. Most maternity leave is taken as one continuous block.

Typical requirements: government-issued photo ID, proof of relationship to the child (birth certificate or hospital certification), employer wage records, direct deposit information, and employer leave approval. State PFL portals also require you to create a state agency account. Our personalized plan generates a customized checklist based on your state and situation.

If you live in one of the 13 states with mandatory PFL plus DC, your state program pays you regardless of whether your employer offers a policy. If you live in a state without PFL and your employer does not offer paid parental leave, you may still qualify for FMLA job protection and for STD (if you have coverage) for the medical recovery portion.

State PFL benefits are generally taxable as federal income. State income tax treatment varies. Connecticut Paid Leave is exempt from CT state income tax. New Jersey FLI is taxable as NJ state income. STD benefits paid by an employer-provided plan are generally taxable; benefits paid by a policy you funded with post-tax dollars are generally not. You will receive a 1099-G from any state that paid you PFL benefits.

State PFL eligibility follows the state where you work and where PFL contributions are withheld from your paycheck, not where you live. If you commute across state lines, check your pay stub for the withholding state.

Our free intake identifies your eligibility across federal FMLA, state PFL, STD, and your employer policy in about 60 seconds. Our paid plans generate a personalized filing timeline, a customized HR email that asks the six coordination questions, and a dollar estimate that shows exactly what you should receive week by week.