Which job-protected leave laws apply in CA, CO, CT, DE, DC, HI, and IL?

Quick answer
Each of these states/districts has one or more laws providing job- and benefit-protected leave for family and medical reasons, with eligibility, leave length, and wage replacement varying significantly by state. Details for each are below.

Who this applies to / Prerequisites

• Employers and employees meeting each specific law's coverage and eligibility requirements (see below).

Key facts (by state)

• California — CFRA & CA PDL: CFRA covers the employee's own condition (excluding pregnancy), bonding, family caregiving, and military exigency (12 weeks/12 months, no wage replacement, requires 1 year tenure and 1,250 hours; applies to CA employers with 5+ total US employees; concurrent with FMLA, not concurrent with PDL; broader family definition including a "designated person"). CA PDL covers pregnancy, childbirth, or related conditions (4 months per pregnancy, all employees eligible, no wage replacement, concurrent with FMLA, not concurrent with CFRA).
• Colorado — CO FAMLI & CFCA: CO FAMLI covers own condition, bonding, caregiving, military needs, domestic violence, and NICU care (12 weeks/12 months, 16 weeks for pregnancy/childbirth complications, +12 weeks NICU; provides wage replacement, max $1,448.02/week; job protection requires 180 days tenure). CFCA covers own condition, bonding, and caregiving (12 weeks/12 months, no wage replacement, requires 1 year tenure and 1,250 hours; applies to employers with 50+ employees within a 75-mile radius in CO).
• Connecticut — CT FMLA: Covers own condition, bonding, caregiving, military exigency, injured service member care, and organ/bone marrow donation (12 weeks/12 months generally, 26 weeks for injured service member care, 14 weeks for pregnancy complications; no wage replacement; requires 3 months tenure; private K-12 schools covered only for non-certified staff).
• Delaware — DE PFML: Covers medical (6 weeks/24 months), parental (12 weeks/12 months), caregiving (6 weeks/24 months), and qualifying exigency (6 weeks/24 months), capped at 12 weeks total/12 months. Provides wage replacement, max $900/week. Requires 12 months tenure and 1,250 hours worked.
• DC — DC FMLA: Covers own condition and bonding/caregiving (16 weeks/24 months each). No wage replacement. Requires 1 year tenure, 1,000 hours worked, and 50%+ work time for a DC employer with 20+ employees.
• Hawaii — HFLL: Covers bonding, caregiving, and military exigency (4 weeks/12 months). No wage replacement. Requires 6 consecutive months tenure with an employer of 100+ employees.
• Illinois — IL NICU: Covers time when the employee's child is in the NICU (10 days for employers with 16–50 employees; 20 days for employers with 51+ employees). No wage replacement. All employees eligible. Not concurrent with FMLA — employees must first exhaust their FMLA entitlement, if applicable.

What if it doesn't work

• I'm not sure which law applies to my situation: Contact your Leave Success Manager to review your state's specific laws and eligibility.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• CFRA and CA PDL are not concurrent with each other; the same is generally true of similar paired laws in other states — check each law's "Additional Information" for concurrency rules.
• IL NICU leave requires exhausting FMLA first and is not concurrent with it.
• All figures above are current as of the article's last verified date and may change.

Related questions

• Which states have job-protected family and medical leave laws similar to FMLA?
• Which job-protected leave laws apply in ME, MD, MA, MN, NH, and NJ?