Canada (EN)
Welcome to 2026! Effective January 1, 2026, several states rolled out important changes to family and medical leave laws and programs. Here’s what employers, HR leaders and leave admins need to know to start the year compliant — and confident!
At‑a‑glance highlights:
California: SDI/PFL regulatory updates; expanded FEHA protections for victims; new infertility coverage requirements.
Colorado: FAMLI adds a distinct NICU leave, providing up to 12 additional paid weeks on top of bonding; regulatory refinements to notices, documentation and concurrency.
Delaware: PFML benefits begin; 0.04% split contributions and a $900 max weekly benefit; coordination and withholding clarifications.
Illinois: Paid organ‑donation leave expands to part‑time employees (up to 10 days/year), with clarified pay calculations.
Minnesota: PFML program goes live, providing 12 weeks medical + 12 weeks family (max 20 weeks); 0.88% initial premium and $1,423 max weekly benefit.
New Hampshire: New 25 hours of unpaid, job‑protected appointment leave tied to childbirth/postpartum and infant pediatric care; Family Military Leave protections added.
New York: PFL eligibility extended to certain multi‑employer construction trades under CBAs, with a lowered threshold.
Oregon: Paid Leave coordination updated with federal unemployment; clarified use of state sick leave; disability insurers cannot require use of Paid Leave before disability benefits eligibility.
Rhode Island: TDI/TCI expanded to cover living organ and bone marrow donation, and siblings as covered family members.
Washington: PFML comprehensive amendments (shorter claim minimums, broader job protection, mandatory concurrent designation with FMLA) plus hate‑crime victim leave in DV/SA/stalking statute.
Employer Action Steps:
- Train HR and leave administration staff on new and changed leave provisions, documentation requirements and expanded obligations.
- Update payroll and reporting systems for new benefit coordination and tax withholding.
- Communicate changes to employees.
How Alight Supports Employers
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, as well as training our internal teams on the changes.
Disclaimer
This material is provided for general information purposes only and does not constitute legal advice. The information contained in this article reflects the legislative, statutory, and/or regulatory landscape as of the date of publication. Given the evolving nature of laws, regulations, and interpretive and official guidance, portions of this content may no longer be current. Readers should not rely on this content as a substitute for current compliance guidance and should consult the most up-to-date statutes, regulations, and guidance, and/or seek legal advice before acting on any information referenced herein.
