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What's new with statutory disability income and state paid family and medical leave?

With many states passing their own paid family and medical leave (PFML) and paid family leave (PFL) mandates, more employees are able to take the time they need during critical points in their life. But staying compliant with new regulations can be challenging for employers, especially if they have employees in various states.

Here are the latest state-specific updates you should know about. Please note that the following information is for informational purposes only and is not legal advice or a substitute for legal counsel. We recommend employers speak with legal counsel specializing in labor and employment law to ensure compliance with applicable PFML and PFL mandates.

Please refer to our SDI and PFML grid for more information.

Statutory Disability Income and Paid Family and Medical Leave Programs

California

Colorado

Connecticut

District of Columbia

Hawaii

Maine

Maryland

Massachusetts

New Jersey

New York

Oregon

Pennsylvania

Rhode Island

Washington


Potential Upcoming State Leave Programs

Symetra will continue to monitor and track legislation related to paid family and medical leave programs, both at the state and federal level, and will provide updates on any important developments.


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First Symetra National Life Insurance Company of New York, New York, NY. Mailing address: P.O. Box 34690, Seattle, WA 98124.

Symetra Life Insurance Company is a direct subsidiary of Symetra Financial Corporation. First Symetra National Life Insurance Company of New York is a direct subsidiary of Symetra Life Insurance Company and is an indirect subsidiary of Symetra Financial Corporation (collectively, “Symetra”). Neither Symetra Financial Corporation nor Symetra Life Insurance Company solicits business in the state of New York and they are not authorized to do so. Each company is responsible for its own financial obligations.

Symetra® is a registered service mark of Symetra Life Insurance Company.

Symetra assumes no responsibility for the accuracy or timeliness of any information provided herein. The information contained herein is for informational purposes only and is not legal advice or a substitute for legal counsel. We recommend employers speak with legal counsel specializing in labor and employment law to ensure compliance with applicable PFML and PFL mandates.

The information on this page was updated as of June 2022.