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Which job-protected leave laws apply in NY, OR, RI, TN, VT, WA, and WI?

What you're entitled to depending on where you work

Quick answer
 Each of these states 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)

  • New York — NY PFL & NY Prenatal Leave: NY PFL covers bonding, caregiving, and military family needs (12 weeks/52 weeks, combined with DBL capped at 26 weeks/52 weeks; provides wage replacement, max $1,228.53/week; requires 26 consecutive weeks with current employer, or 175 days if working under 20 hrs/week). NY Prenatal Leave covers qualifying pregnancy appointments (20 hours/52 weeks, 100% wage replacement, fully paid separate from other leave types, all employees eligible, no claim filing required).
  • Oregon — OFLA & PLO: OFLA covers pregnancy/childbirth, care of a sick/injured child, and bereavement (12 weeks/12 months, plus an additional 12 weeks for pregnancy for birthing parents, and 2 weeks per family member for bereavement up to 4 weeks/12 months). No wage replacement. Requires 180 days tenure with an employer of 25+ OR employees. Not concurrent with PLO. PLO covers own condition, bonding, caregiving, safety needs, and foster/adoption legal process (12 weeks/12 months, 14 weeks for pregnancy/childbirth limitations). Provides wage replacement, max $1,692.16/week; job protection requires 90 days tenure.
  • Rhode Island — RI PFMLA & RI TCI: RI PFMLA covers own condition, bonding, and caregiving (13 consecutive weeks/2 years, continuous leave only). No wage replacement. Requires 12 consecutive months tenure and 30+ hours/week average, with a private employer of 50+ RI employees. RI TCI covers bonding and caregiving (8 weeks/52 weeks, combined with TDI capped at 30 weeks/52 weeks). Provides wage replacement, max $1,150/week.
  • Tennessee — TN FLA: Covers pregnancy/childbirth and bonding (4 months). No wage replacement. Requires 12 consecutive months tenure as a full-time employee at an employer with 100+ employees at one TN location.
  • Vermont — VT PFLA & VT PFLA Short-Term Family Leave: VT PFLA covers own condition, caregiving, pregnancy/childbirth/miscarriage recovery, bonding, bereavement (up to 2 weeks within the 12), safe leave, and military exigency (12 weeks/12 months). No wage replacement. Requires 1 year continuous tenure and 30+ hours/week average, with an employer of 10+ (or 15+ for family/medical leave specifically) VT employees. Short-Term Family Leave covers school activities, family appointments, and family medical emergencies (24 hours/12 months, no more than 4 hours per 30-day period, in addition to the 12 weeks under VT PFLA). No wage replacement; same tenure/hours requirements, employer of 15+ employees.
  • Washington — WA PFML: Covers own condition (12 weeks), bonding/caregiving/military/death of a child (12 weeks), combined capped at 16 weeks/12 months (18 weeks for pregnancy complications). Provides wage replacement, max $1,647/week. Job protection requires an employer with 25+ WA employees and 180 days employee tenure — some employees may qualify for pay without qualifying for job protection.
  • Wisconsin — WI FMLA: Covers own condition, bonding, and caregiving (6 weeks/calendar year for birth/adoption; 2 weeks/calendar year for other reasons; 10 weeks total/calendar year). No wage replacement. Requires 52 consecutive weeks tenure and 1,000 hours worked, with an employer of 50+ permanent employees in 6 of the last 12 months. Always runs on a calendar year.

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

  • OFLA and PLO in Oregon are not concurrent with each other.
  • RI PFMLA only allows continuous leave, not intermittent or reduced schedule.
  • Washington notes that wage eligibility and job protection eligibility can diverge — an employee may qualify for one without the other.
  • 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?