Stay compliant in 2025 with the latest leave law updates in Delaware, Maine, Maryland, Rhode Island, and Washington. Learn about PFML, FMLA, and new employer responsibilities.
As the U.S. leave landscape continues to evolve, several states recently enacted significant changes to paid and unpaid leave laws. Employers operating in Delaware, Maine, Maryland, Rhode Island, and Washington should take note of the following changes to ensure compliance and proper administration of employee absence management benefits for their organizations.
Delaware – PFML Premium Rate Update
Contribution rate update
Effective January 1, 2026, the family caregiver leave benefit contribution rate will be split equally between employers and employees at 0.04% of employee salaries.
Contributions to the program began on January 1, 2025.
Employer action steps
- Ensure payroll and benefits teams are up to date on the contribution rate change and prepared to remit accurate contributions beginning January 2026.
Maine – Weekly Benefit Update
New SAWW
The Maine Department of Labor announced the State Average Weekly Wage (SAWW) for July 1, 2025, to June 30, 2026, is $1,198.84.
This figure will determine the maximum weekly benefit under Maine’s upcoming PFML program when benefits become available on May 1, 2026.
Employer action steps
- Review benefit plans, especially if offering a private plan or benefit top-offs, to align with the updated SAWW and upcoming maximum weekly benefit.
Maryland – Parental Leave Act Amendments
Leave law coverage changes
The Maryland Parental Leave Act (MPLA) is amended to exempt employers already covered by the federal Family and Medical Leave Act (FMLA).
This change, effective October 1, 2025, simplifies compliance for employers subject to both laws.
Employer action steps
- Audit FMLA coverage to determine MPLA applicability.
- Update internal policies and employee handbooks.
- Coordinate with legal and compliance teams.
- Communicate changes to managers and employees.
Rhode Island – Multiple Leave Law Expansions
FEPA expansion
Effective June 24, 2025, the Rhode Island Fair Employment Practices Act (FEPA) expanded to require employers to provide reasonable accommodation for menopause and menopause-related conditions, in addition to pregnancy and childbirth.
Employer action steps for FEPA
- Update policies and training for HR and managers.
- Revise written notices and workplace posters.
- Ensure timely distribution of notices to new employees and those notifying of pregnancy or menopause conditions.
TDI/TCI program expansion
Effective January 1, 2026, the Rhode Island Temporary Disability Insurance (TDI) and Temporary Caregiver Insurance (TCI) programs will expand leave reasons to include living organ or bone marrow donation, expand the family definition to include sibling, and increase the taxable wage base. Effective January 1, 2027, and January 1, 2028, the weekly benefit rate will increase.
Employer action steps for TDI/TCI
- Update leave policies and employee handbooks.
- Train HR, leave administration, and payroll teams on new leave reasons, cover family members, and update to wage base and benefit calculations.
- Prepare for increased benefit top-offs, if applicable.
Washington – Domestic Violence Leave Expansion
Policy update
Effective January 1, 2026, Washington’s Domestic Violence Leave law expands to include victims of hate crimes.
The law defines hate crimes broadly, including those committed online, based on race, religion, gender identity, disability, and other protected characteristics.
Employer action steps
- Update leave policies and training materials.
- Prepare to accept various forms of verification for hate crime-related leave.
- Ensure HR personnel are equipped to handle sensitive leave requests.
What Alight Leave Solutions is doing
Alight Leave Solutions will update its leave administration services to reflect these recent legislative changes. This includes updates on paid and unpaid family and medical leave offerings, ensuring compliance with state-specific requirements.
Disclaimer
This article is for informational purposes only and does not constitute legal advice. Employers should consult legal counsel for guidance specific to their organization.
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