Leave laws by state in 2024

Cocoon currently supports all FMLA-covered leave types: parental, medical, caregiver, and military family leaves, as well as ADA accommodation leaves and personal leaves. Cocoon is currently working to support partial-day intermittent leaves by the end of the year.

The Family and Medical Leave Act (FMLA) is a federal law that entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. FMLA covers companies with 50 or more employees for at least 20 workweeks in the current or previous calendar year.

Cocoon is a leave management platform that uses first-of-its-kind technology to take the work out of employee leave. We partner with People teams at forward-thinking companies like Carta, Ironclad, and Vanta to save them hours per week, mitigate risk, and reduce stress for employees during life’s pivotal moments like welcoming a new baby or caring for a sick family member. Unlike traditional solutions, our software automates the most complex parts of compliance, claims, and payroll for a more efficient, modern, reliable experience. We support all FMLA leave types, personal leave, and ADA leave accommodations.

Thanks to a Paid Family Leave (PFL) Insurance Model Act adopted in 2022, states can create a new line of private insurance that employers can voluntarily purchase for their employees to provide benefits for paid parental, family caregiving, and/or military leave. This private solution provides an avenue for employers to provide family leave benefits in states without a paid leave program.

To be eligible for leave under FMLA, employees must:

• Have worked at your company for at least 12 months

• Have worked at least 1,250 hours during the 12 months leading up to the leave, and

• Be employed at a location with 50 or more employees within 75 miles of the employee’s worksite.

• The birth of a child, and to bond with the newborn child;
• The placement of a child for adoption or foster care, and to bond with that child;
• To care for an immediate family member (spouse, child, or parent – but not a parent “in-law”) with a serious health condition;
• To take medical leave when the employee is unable to work because of a serious health condition; or
• For qualifying reasons due to the employee’s spouse, child, or parent being on covered active duty or call to covered active duty status as a member of the National Guard, Reserves, or Regular Armed Forces.

State leave laws often overlap and add onto FMLA, providing additional statutory pay and job protection. Most state leave laws run concurrently with FMLA.

This map shows federal and state family and medical leave laws only. State or local paid sick and safe leave law administration refers to laws that give employees a right to short increments of time, usually accrued periodically based on hours worked and capable of being used for a variety of reasons depending on the law. This category of laws, although potentially very broad and expanding, are often referred to as “safe and sick leave laws.” See a Better Balance’s Workplace Rights Hub for more.