{ "id": "R44835", "type": "CRS Report", "typeId": "R", "number": "R44835", "active": true, "source": "CRSReports.Congress.gov, EveryCRSReport.com", "versions": [ { "source_dir": "crsreports.congress.gov", "title": "Paid Family and Medical Leave in the United States", "retrieved": "2023-10-27T04:03:39.624096", "id": "R44835_25_2023-09-25", "formats": [ { "filename": "files/2023-09-25_R44835_b084dacfc16d677c33fd3776cdf2cf15d11a9b8b.pdf", "format": "PDF", "url": "https://crsreports.congress.gov/product/pdf/R/R44835/25", "sha1": "b084dacfc16d677c33fd3776cdf2cf15d11a9b8b" }, { "format": "HTML", "filename": "files/2023-09-25_R44835_b084dacfc16d677c33fd3776cdf2cf15d11a9b8b.html" } ], "date": "2023-09-25", "summary": null, "source": "CRSReports.Congress.gov", "typeId": "R", "active": true, "sourceLink": "https://crsreports.congress.gov/product/details?prodcode=R44835", "type": "CRS Report" }, { "source_dir": "crsreports.congress.gov", "title": "Paid Family and Medical Leave in the United States", "retrieved": "2023-10-27T04:03:39.621609", "id": "R44835_21_2023-02-28", "formats": [ { "filename": "files/2023-02-28_R44835_5a142d7f6e6935631b3d5b093300dbd86ef61b12.pdf", "format": "PDF", "url": "https://crsreports.congress.gov/product/pdf/R/R44835/21", "sha1": "5a142d7f6e6935631b3d5b093300dbd86ef61b12" }, { "format": "HTML", "filename": "files/2023-02-28_R44835_5a142d7f6e6935631b3d5b093300dbd86ef61b12.html" } ], "date": "2023-02-28", "summary": null, "source": "CRSReports.Congress.gov", "typeId": "R", "active": true, "sourceLink": "https://crsreports.congress.gov/product/details?prodcode=R44835", "type": "CRS Report" }, { "source_dir": "crsreports.congress.gov", "title": "Paid Family and Medical Leave in the United States", "retrieved": "2023-10-27T04:03:39.620522", "id": "R44835_19_2022-06-13", "formats": [ { "filename": "files/2022-06-13_R44835_46f9a450f41c0190f23932b58060936866e94fee.pdf", "format": "PDF", "url": "https://crsreports.congress.gov/product/pdf/R/R44835/19", "sha1": "46f9a450f41c0190f23932b58060936866e94fee" }, { "format": "HTML", "filename": "files/2022-06-13_R44835_46f9a450f41c0190f23932b58060936866e94fee.html" } ], "date": "2022-06-13", "summary": null, "source": "CRSReports.Congress.gov", "typeId": "R", "active": true, "sourceLink": "https://crsreports.congress.gov/product/details?prodcode=R44835", "type": "CRS Report" }, { "source": "EveryCRSReport.com", "id": 617675, "date": "2020-02-19", "retrieved": "2020-02-21T23:16:19.564914", "title": "Paid Family and Medical Leave in the United States", "summary": "Paid family and medical leave (PFML) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member, or an employee\u2019s own serious medical needs. In general, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), a minor illness, and preventive care are not included among family and medical leave categories. \nAlthough the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving and medical needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family or medical leave if it is offered by an employer or, in the case of serious medical needs, finance medical leave by combining unpaid leave with short-term disability insurance. In addition, workers in certain states may be eligible for state family and medical leave insurance benefits that can provide some income support during periods of leave.\nEmployer provision of PFML in the private sector is voluntary, although some states and localities require employers to allow employees to accrue paid sick leave or paid time off that may, in some cases, be used for short family and medical absences. According to a national survey of employers conducted by the Bureau of Labor Statistics, 18% of private-industry employees had access to paid family leave (i.e., parental leave and family caregiving leave) through their employers in March 2019, and 42% had access to employer-supported short-term disability insurance policies. The availability of these benefits was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Announcements by several large companies in recent years indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family and medical leave insurance programs, which provide cash benefits to eligible workers who engage in certain caregiving activities or for whom a serious medical issue interferes with their regular work duties. California, Rhode Island, New Jersey, New York, and Washington currently operate such programs, which offer 16 to 52 weeks of total benefits to eligible workers in a benefit year (in those states, total family leave insurance benefits are limited to 4 to 12 weeks). The New York program began phased implementation in 2018 and will be fully implemented in 2021. Three other states and the District of Columbia have enacted laws creating such programs, but they are not yet implemented and paying benefits. The District of Columbia legislation took effect in April 2017, with benefit payments scheduled to start in July 2020. Massachusetts\u2019s program was signed into law in June 2018; its benefit payments are to begin in January 2021. Connecticut and Oregon enacted legislation in 2019; benefit payments are to begin in January 2022 and January 2023, respectively.\nMany advanced-economy countries entitle workers to some form of compensated family and medical leave. Whereas some provide for leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only Organization for Economic Co-operation and Development (OECD) member country to not provide for paid leave to new mothers employed in the private sector. Medical leave policies also vary across OECD countries, with most providing for at least six months of leave with some pay. According to analysis by the World Policy Analysis Center, South Korea and the United States are the only OECD member countries that do not provide paid medical leave to employees.\nThere is currently a tax incentive in the United States for employers that provide qualifying paid family and medical leave to low- and moderate-income employees. This incentive is temporary, and is scheduled to expire at the end of 2020. Proposals to expand national access to paid family and medical leave have been introduced in the 116th Congress, such as the Family and Medical Insurance Leave Act (FAMILY Act; S. 463/H.R. 1185), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition (i.e., a family and medical leave insurance program), and the New Parents Act (S. 920/ H.R. 1940) which would allow parents of a new child to receive advanced Social Security benefits for the purposes of financing parental leave. Several legislative proposals in the 116th Congress would use the tax code to support family and medical leave taking.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "https://www.crs.gov/Reports/R44835", "sha1": "15f784807d7b3405ee92175ca0b525ae3f66e8d6", "filename": "files/20200219_R44835_15f784807d7b3405ee92175ca0b525ae3f66e8d6.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20200219_R44835_images_71738c08feda9b3da507b109a8c84543a4fc8141.png", "/products/Getimages/?directory=R/html/R44835_files&id=/1.png": "files/20200219_R44835_images_f7c0fc0c43784fed6fff199b6f34c8b3ade70fbe.png" } }, { "format": "PDF", "encoding": null, "url": "https://www.crs.gov/Reports/pdf/R44835", "sha1": "0ebe161f175b8bc1c0ffd7cf213028a03fe2bf5d", "filename": "files/20200219_R44835_0ebe161f175b8bc1c0ffd7cf213028a03fe2bf5d.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 598980, "date": "2019-05-29", "retrieved": "2019-12-20T19:03:05.229387", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if it is offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventive care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 16% of private-industry employees had access to PFL through their employers in March 2018. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer 4 to 10 weeks of benefits to eligible workers. Three other states and the District of Columbia have enacted FLI programs, but they are not yet fully implemented and paying benefits. The New York program began phased implementation in 2018. The District of Columbia FLI legislation took effect in April 2017, and Washington State\u2019s FLI law took effect in July 2017; benefit payments start in 2020 for both programs. Massachusetts\u2019 family leave program was signed into law in June 2018; its benefit payments are to begin in January 2021. \nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only Organization for Economic Co-operation and Development (OECD) member to not offer paid leave to new mothers.\nIn December 2017, Congress passed H.R. 1 (P.L. 115-97), which included tax incentives to employers to voluntarily offer paid family and medical leave to employees. Proposals to expand national access to paid family leave have been introduced in the 116th Congress, such as the Family and Medical Insurance Leave Act (FAMILY Act; S. 463/H.R. 1185), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition (i.e., a family and medical leave insurance program), and the New Parents Act (S. 920/ H.R. 1940) which would allow parents of a new child to receive Social Security benefits for the purposes of financing parental leave. Others have proposed using the tax code to provide tax advantages to individuals with caregiving responsibilities.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "https://www.crs.gov/Reports/R44835", "sha1": "c6cde1ecf8e739792dd636abe13d244332928228", "filename": "files/20190529_R44835_c6cde1ecf8e739792dd636abe13d244332928228.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20190529_R44835_images_78f8a40dff2deddf96a035717ef398eef43fa48f.png", "/products/Getimages/?directory=R/html/R44835_files&id=/1.png": "files/20190529_R44835_images_4c00151a0b8e6e3495030d2da8fc4a176a75b4df.png" } }, { "format": "PDF", "encoding": null, "url": "https://www.crs.gov/Reports/pdf/R44835", "sha1": "e672af85be151a8c783ea1d7cbf7edd1bf908a61", "filename": "files/20190529_R44835_e672af85be151a8c783ea1d7cbf7edd1bf908a61.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 585157, "date": "2018-09-12", "retrieved": "2018-09-13T22:19:38.810997", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if it is offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventive care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 13% of private-industry employees had access to PFL through their employers in March 2017. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer four to six weeks of benefits to eligible workers. Several states have enacted FLI programs, but they are not yet fully implemented and paying benefits. The New York program began phased implementation in 2018. The District of Columbia FLI legislation took effect in April 2017, and Washington State\u2019s FLI law took effect in July 2017; benefit payments start in 2020 for both programs. Massachusetts\u2019 family leave program was signed into law in June 2018; its benefit payments will begin in January 2021. \nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only Organization for Economic Co-operation and Development (OECD) member to not offer paid leave to new mothers.\nIn December 2017, Congress passed H.R. 1 (P.L. 115-97), which included tax incentives to employers to voluntarily offer paid family and medical leave to employees. The 115th Congress may also consider proposals to expand national access to paid family leave, such as the Family and Medical Insurance Leave Act (FAMILY Act; S. 337/H.R. 947), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition, and the Economic Security for New Parents Act (S. 3345) which would allow parents of a new child to receive Social Security benefits for the purposes of financing parental leave.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44835", "sha1": "c2ed4c00614cf6d35846ada8706ea702c17d810d", "filename": "files/20180912_R44835_c2ed4c00614cf6d35846ada8706ea702c17d810d.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20180912_R44835_images_78f8a40dff2deddf96a035717ef398eef43fa48f.png", "/products/Getimages/?directory=R/html/R44835_files&id=/1.png": "files/20180912_R44835_images_4c00151a0b8e6e3495030d2da8fc4a176a75b4df.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44835", "sha1": "c0c2b163a982cb2243a2cc30781200ab2ae81851", "filename": "files/20180912_R44835_c0c2b163a982cb2243a2cc30781200ab2ae81851.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 579459, "date": "2018-03-20", "retrieved": "2018-04-03T13:38:19.423089", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventive care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 13% of private-industry employees had access to PFL through their employers in March 2017. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer four to six weeks of benefits to eligible workers. Several states have enacted FLI programs, but they are not yet fully implemented and paying benefits. The New York program began phased implementation in 2018. The District of Columbia FLI legislation took effect in April 2017, and Washington State\u2019s FLI law took effect in July 2017; benefit payments start in 2020 for both programs. \nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only Organisation for Economic Co-operation and Development (OECD) member to not offer paid leave to new mothers.\nIn December 2017, Congress passed H.R. 1, which included tax incentives to employers to voluntarily offer paid family and medical leave to employees. The 115th Congress is also considering proposals to expand national access to paid family leave, such as the Family and Medical Insurance Leave Act (FAMILY Act; S. 337/H.R. 947), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44835", "sha1": "259c459e1c48bc2eda41ec3e61838178854a4b2f", "filename": "files/20180320_R44835_259c459e1c48bc2eda41ec3e61838178854a4b2f.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20180320_R44835_images_78f8a40dff2deddf96a035717ef398eef43fa48f.png", "/products/Getimages/?directory=R/html/R44835_files&id=/1.png": "files/20180320_R44835_images_4c00151a0b8e6e3495030d2da8fc4a176a75b4df.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44835", "sha1": "13480bc3cc9768a12c638f54bea2053d52e0ad63", "filename": "files/20180320_R44835_13480bc3cc9768a12c638f54bea2053d52e0ad63.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 574755, "date": "2017-10-24", "retrieved": "2017-10-26T13:14:13.920482", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventive care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 13% of private-industry employees had access to PFL through their employers in March 2017. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer four to six weeks of benefits to eligible workers. Several states have enacted FLI programs, but they are not yet fully implemented and paying benefits. The New York program will begin implementation in 2018. The District of Columbia FLI legislation took effect in April 2017, and Washington State\u2019s FLI law took effect in July 2017; benefit payments start in 2020 for both programs. \nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only Organization for Economic Co-operation and Development (OECD) member to not offer paid leave to new mothers.\nThe 115th Congress is considering proposals to expand national access to paid family leave. Key bills include the Family and Medical Insurance Leave Act (FAMILY Act; S. 337/H.R. 947), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition, and the Strong Families Act (S. 344, S. 1716), which would provide tax incentives to employers to voluntarily offer paid family and medical leave to employees.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44835", "sha1": "c5e4d6d7d80a1fd311d8e8384f988408b1879847", "filename": "files/20171024_R44835_c5e4d6d7d80a1fd311d8e8384f988408b1879847.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20171024_R44835_images_78f8a40dff2deddf96a035717ef398eef43fa48f.png", "/products/Getimages/?directory=R/html/R44835_files&id=/1.png": "files/20171024_R44835_images_4c00151a0b8e6e3495030d2da8fc4a176a75b4df.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44835", "sha1": "9be653a26e9447d6b948d315d679fb3716cf4522", "filename": "files/20171024_R44835_9be653a26e9447d6b948d315d679fb3716cf4522.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 461697, "date": "2017-05-24", "retrieved": "2017-08-22T14:38:45.082780", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventative care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 13% of private-industry employees had access to PFL through their employers in March 2016. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer four to six weeks of benefits to eligible workers. The New York program will begin implementation in 2018. The District of Columbia FLI legislation took effect in April 2017, with benefits payable starting in 2020. Implementation of Washington State\u2019s program is delayed until a financing mechanism is identified.\nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only OECD member to not offer paid leave to new mothers.\nThe 115th Congress is considering proposals to expand national access to paid family leave. Key bills include the Family and Medical Insurance Leave Act (FAMILY Act; S. 337/H.R. 947), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition, and the Strong Families Act (S. 344), which would provide tax incentives to employers to voluntarily offer paid family and medical leave to employees.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44835", "sha1": "f3dc1a868497c7f84c9188139af900db603874de", "filename": "files/20170524_R44835_f3dc1a868497c7f84c9188139af900db603874de.html", "images": { "/products/Getimages/?directory=R/html/R44835_files&id=/0.png": "files/20170524_R44835_images_208432dbf8b5df27ff264ca7a72f22c5228f05cd.png" } }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44835", "sha1": "f72cc786132426f9c9f3e9f131cb9f59cc8fdc3a", "filename": "files/20170524_R44835_f72cc786132426f9c9f3e9f131cb9f59cc8fdc3a.pdf", "images": {} } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] }, { "source": "EveryCRSReport.com", "id": 460901, "date": "2017-05-04", "retrieved": "2017-05-09T14:58:50.462945", "title": "Paid Family Leave in the United States", "summary": "Paid family leave (PFL) refers to partially or fully compensated time away from work for specific and generally significant family caregiving needs, such as the arrival of a new child or serious illness of a close family member. Although the Family and Medical Leave Act of 1993 (FMLA; P.L. 103-3) provides eligible workers with a federal entitlement to unpaid leave for a limited set of family caregiving needs, no federal law requires private-sector employers to provide paid leave of any kind. Currently, employees may access paid family leave if offered by an employer. In addition, workers in certain states may be eligible for state family leave insurance benefits that can provide some income support during periods of unpaid leave.\nAs defined in state law and federal proposals, family caregiving activities that are eligible for PFL or family leave insurance generally include caring for and bonding with a newly arrived child and attending to serious medical needs of certain close family members. Some permit leave for other reasons, but in practice, day-to-day needs for leave to attend to family matters (e.g., a school conference or lapse in child care coverage), minor illness, and preventative care are not included among \u201cfamily leave\u201d categories.\nEmployer provision of PFL in the private sector is voluntary. According to a national survey of employers conducted by the Bureau of Labor Statistics, 13% of private industry employees had access to PFL through their employers in March 2016. The availability of PFL was more prevalent among professional and technical occupations and industries, high-paying occupations, full-time workers, and workers in large companies (as measured by number of employees). Recent announcements by several large companies indicate that access may be increasing among certain groups of workers.\nIn addition, some states have enacted legislation to create state paid family leave insurance (FLI) programs, which provide cash benefits to eligible workers who engage in certain caregiving activities. California, Rhode Island, and New Jersey currently operate FLI programs, which offer four to six weeks of benefits to eligible workers. The New York program will begin implementation in 2018. The District of Columbia Council voted to create a FLI program with benefits payable starting in 2020; the bill is currently under congressional review. Implementation of Washington State\u2019s program is delayed until a financing mechanism is identified.\nMany advanced-economy countries entitle workers to some form of paid family leave. Whereas some provide leave to employees engaged in family caregiving (e.g., of parents, spouses, and other family members), many emphasize leave for new parents, mothers in particular. The United States is the only OECD member to not offer paid leave to new mothers.\nThe 115th Congress is considering proposals to expand national access to paid family leave. Key bills include the Family and Medical Insurance Leave Act (FAMILY Act; S. 337/H.R. 947), which proposes to create a national wage insurance program for persons engaged in family caregiving activities or who take leave for their own serious health condition, and the Strong Families Act (S. 344), which would provide tax incentives to employers to voluntarily offer paid family and medical leave to employees.", "type": "CRS Report", "typeId": "REPORTS", "active": true, "formats": [ { "format": "HTML", "encoding": "utf-8", "url": "http://www.crs.gov/Reports/R44835", "sha1": "d0c91d11cee8787c824dfb072a4477ae1d992ede", "filename": "files/20170504_R44835_d0c91d11cee8787c824dfb072a4477ae1d992ede.html", "images": null }, { "format": "PDF", "encoding": null, "url": "http://www.crs.gov/Reports/pdf/R44835", "sha1": "d560e3bfe22d9c61d93a2107815c2a0953bcdb21", "filename": "files/20170504_R44835_d560e3bfe22d9c61d93a2107815c2a0953bcdb21.pdf", "images": null } ], "topics": [ { "source": "IBCList", "id": 4768, "name": "Wages & Benefits" } ] } ], "topics": [ "Domestic Social Policy", "Economic Policy", "Health Policy", "National Defense" ] }