Paid Family and Medical Leave: Where Every State Stands

Maryland FAMLI payroll deductions begin January 1, 2027. Before that, employers that may want to run a private equivalent plan instead of the state plan have to file a Declaration of Intent, and that window closes November 15, 2026.

Dates that matter right now

  • November 15, 2026. Maryland Declaration of Intent window closes.
  • December 1, 2026. Delaware annual private plan window closes.
  • January 1, 2027. Maryland FAMLI payroll contributions begin.
  • Already in effect. Washington, DC reduced paid leave benefits for claims filed on or after October 1, 2026.
  • January 3, 2028. Maryland FAMLI benefits begin.

The Maryland decision in front of you

The Declaration of Intent is not the private plan application. It is what exempts you from remitting 2027 contributions to the state while you work through the decision. Filing it requires a signed Proof of Private Plan Consultation from a licensed Maryland insurance producer or insurer representative, and the state responds within fifteen business days.

If you miss the window you are not locked out of a private plan. You will remit 2027 contributions to the state and can still apply during 2027. The difference is cash flow and optionality, which is worth understanding before November 15 rather than after.

Employers with fewer than fifteen employees owe no employer share under the state plan, but still have to register, withhold the full employee share, file quarterly reports and remit. Exempt from the employer share is not the same as exempt.

Why a 50-state guide, from a DC-area broker

Most of our clients have people working across Maryland, DC and Northern Virginia, and many have employees well beyond that. Three very different programs on three very different timelines can apply to one workforce, and that is before you count the twelve other states running mandatory programs today.

So we built the reference we wanted: every state, current rates and maximums, who pays, where private plans are allowed, and whether the program protects the job or only replaces wages.

What is inside

  • Where all fifty states and DC stand today, and what is coming next
  • A side-by-side table of the thirteen active programs plus Hawaii, with 2026 contribution rates, maximum weekly benefits, durations, private plan availability and job protection
  • A dedicated section on how DC, Maryland and Virginia differ for employers in our area
  • Full program profiles for every active state
  • What states typically require before approving a private plan
  • A ten-point employer checklist and the seven missteps we most often help clients avoid
  • The questions worth bringing to your advisor if you have employees in more than one state

Sixteen pages, sourced from state agency guidance, current as of October 7, 2026.

Request your copy

Tell us where to send it. If you have Maryland employees, say so and we will flag the November 15 timing for you.

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Please note. State paid leave rules change often. Contribution rates, wage bases and benefit maximums are reset most Januarys and several states adjust again mid-year. This advisory is current as of October 7, 2026. It is educational and is not legal, tax, payroll or accounting advice. Confirm your obligations with qualified counsel and the governing state agency before you act.

Who this is for

Employers with people in more than one state, HR and payroll leaders setting up 2027 deductions, and any Maryland employer weighing the state plan against a private equivalent. If you would rather just talk it through, call us at 301-431-0000.

This advisory is educational and is not legal, tax, payroll or accounting advice. Employers should confirm their obligations with qualified counsel and the governing state agency, particularly when employees work remotely, move between states, or receive more than one form of wage replacement.