Pennsylvania Maternity Leave Calculator
How much leave do you actually get? See your FMLA, employer STD, accrued PTO, and any city sick leave combined for 2026 — Pennsylvania has no state paid-leave programs.
Pennsylvania is FMLA-only at the state level. No state PFL, no state TDI, no statewide paid sick leave mandate. The notable PA gap: Pennsylvania is geographically surrounded by states with PFL (NY, NJ, DE) and TDI (NJ) but provides neither itself. Pittsburgh and Philadelphia have local paid sick leave that can cover prenatal appointments, and PA state government employees received paid parental leave in October 2023 — but the typical pregnant Pennsylvania private-sector employee relies on federal FMLA plus whatever the employer voluntarily provides.
About you · step 1
so far: PA
What state do you work in?
Are you covered?
- Pennsylvania has no state PFL or TDI — federal FMLA is the main mandated leave
- FMLA job protection: 12+ months tenure, 1,250+ hours, 50+ employee employer
- Philadelphia and Pittsburgh have paid sick leave laws that can cover prenatal appointments
- PA Human Relations Act protects against pregnancy discrimination at 4+ employee employers
What a typical Pennsylvania birthing parent gets
For an employee earning $75,000 per year, vaginal delivery, working 12+ months at a 50+ employee company:
12 weeks total · 0 paid · 12 unpaid · $0 wage replacement
- Unpaid FMLA $0
Pennsylvania's programs
- FMLA
- 50+ employee employer + 12 months tenure + 1,250 hours; 12 weeks unpaid leave
- Philadelphia Sick Leave
- Any employer in Philly + 40 hours of work; up to 40 hours/year accrued
- Pittsburgh Sick Leave
- 15+ employee employer in Pittsburgh; up to 40 hours/year accrued
- PHRA
- 4+ employee employer; bans pregnancy-related discrimination
Pennsylvania takes the federal-floor approach to leave law. There is no Pennsylvania state Paid Family Leave program, no state Temporary Disability Insurance, no state-mandated pregnancy disability leave, and no statewide paid sick leave mandate.
The Family Care Act (HB 181) — a proposed PA state PFL program — has been reintroduced in nearly every legislative session since 2019 without passing. As of the 2026 session, it remains in committee.
Two Pennsylvania cities have their own paid sick leave laws covering prenatal care and pregnancy-related conditions:
- Philadelphia (Promoting Healthy Families and Workplaces Ordinance): 1 hour per 40 hours worked, up to 40 hours/year. Paid at 10+ employee employers, unpaid (job-protected) at smaller.
- Pittsburgh (Paid Sick Days Act, effective 2020): 1 hour per 35 hours worked, up to 40 hours/year at 15+ employee employers (24 hours at smaller).
Neither covers bonding leave — just sick time. Pennsylvania state government employees received 6 weeks of paid parental leave under Executive Order 2023-22 (effective October 16, 2023). This applies only to public-sector workers, not private-sector employees.
Eligibility and how to apply
For Pennsylvania private-sector employees, paid leave during pregnancy comes from four possible sources.
Federal FMLA provides 12 weeks of unpaid, job-protected leave but only if you've worked 12+ months for your employer, logged 1,250+ hours in the previous year, and your employer has 50+ employees within 75 miles. Approximately 30% of Pennsylvania private-sector workers are at smaller employers without FMLA protection.
Employer-provided paid parental leave is voluntary and varies widely. Larger employers in the Philadelphia and Pittsburgh metros (and statewide healthcare, finance, and tech sectors) are more likely to offer it.
Employer-provided short-term disability insurance (STD) covers medical recovery — typically 6 weeks for vaginal delivery, 8 weeks for C-section, at 60-70% of salary. Voluntary in PA; common at larger employers, rare at smaller ones.
Accrued PTO is the most common paid path: vacation, sick, and personal days used during the unpaid FMLA window.
The Pennsylvania Human Relations Act (PHRA) prohibits pregnancy discrimination at employers with 4 or more employees — a lower threshold than the federal Pregnancy Discrimination Act (15+ employees). This means smaller PA employers must still accommodate pregnancy, even when federal law wouldn't apply.
Federal Pregnant Workers Fairness Act (15+ employees, 2023) requires reasonable accommodations for pregnancy-related conditions but doesn't mandate paid leave.
State-specific things worth knowing
Three Pennsylvania-specific things worth knowing.
The "across the river" problem. Pennsylvania is geographically surrounded by states with stronger leave programs. A pregnant employee in Trenton has NJ TDI + FLI (~22 paid weeks at 85%); five miles across the river in Bristol, PA she has only FMLA. A worker in Wilmington gets DE Paid Leave (12 weeks at 80%); a worker in Chester, PA gets nothing. This often surprises Pennsylvanians whose neighbors get state-funded paid leave.
Philadelphia + Pittsburgh sick leave is more useful than people realize. Both cities' laws allow paid sick time for prenatal medical appointments, pregnancy-related conditions, and post-birth recovery (where a provider certifies the leave is for the employee's own serious health condition). It's not maternity leave per se, but the hours add up — 40 hours covers most of the prenatal appointment burden during a pregnancy.
PHRA's 4-employee threshold matters at small companies. Federal PDA requires 15+ employees. Pennsylvania's PHRA cuts that to 4+. If you work at a 4-14 employee Pennsylvania business, your federal pregnancy-discrimination protections kick in via state law that the federal threshold wouldn't reach. PHRA is enforced by the Pennsylvania Human Relations Commission (phrc.pa.gov).
Frequently asked questions
Does my employer have to pay me during Pennsylvania maternity leave?
Pennsylvania does not have any state-mandated paid maternity leave. There's no PA state PFL, no state TDI, and no statewide paid sick leave law. Paid leave for Pennsylvania workers depends on: (1) federal FMLA eligibility (unpaid but job-protected if you qualify), (2) employer-provided short-term disability (STD) insurance (voluntary), (3) employer-provided paid parental leave (voluntary), (4) accrued PTO and sick days, and (5) Philadelphia or Pittsburgh local paid sick leave if you work in those cities.
What if my Pennsylvania employer doesn't offer paid parental leave?
Many Pennsylvania workers stack unpaid FMLA (12 weeks if you qualify) with whatever PTO/vacation/sick days they've accrued. Some have employer STD that covers 6-8 weeks of medical recovery at 60-70% pay. If you work in Philadelphia or Pittsburgh, accrued local-mandated sick time can also be used. Ask HR specifically about: STD policy, accrued PTO use during FMLA, voluntary parental leave benefits, and applicable city paid sick leave (Philly/Pittsburgh).
Why does Pennsylvania not have a paid family leave program when neighboring states do?
PA's Family Care Act (HB 181) — modeled on neighboring NJ and NY programs — has been introduced in each legislative session since 2019 but has not passed. It remains active in committee as of 2026. Pennsylvania is one of the few Northeast/Mid-Atlantic states without state PFL or TDI; NY, NJ, DE, CT, RI, MA, and the federal Mid-Atlantic government (DC PFL) all have programs. The political dynamic in Harrisburg has not yet produced a passable bill.
Does Philadelphia or Pittsburgh paid sick leave cover maternity leave?
Partially — both cities' paid sick leave laws can be used for prenatal medical appointments, pregnancy complications, and post-birth recovery when certified by a provider as a serious health condition for the employee. Neither covers bonding leave (time with a new child). Philadelphia provides 40 hours/year (~5 days) at 10+ employee employers; Pittsburgh provides up to 40 hours/year at 15+ employee employers. The hours can stack across years if unused. These laws supplement — not replace — federal FMLA and employer-provided benefits.
What is the Pennsylvania Human Relations Act and does it cover pregnancy?
The PHRA is Pennsylvania's anti-discrimination statute. It applies to employers with 4 or more employees — a lower threshold than federal Title VII / Pregnancy Discrimination Act (15+ employees). PHRA prohibits pregnancy discrimination, requires reasonable accommodations for pregnancy-related conditions, and provides remedies parallel to federal law. It's enforced by the Pennsylvania Human Relations Commission. This is especially relevant for workers at 4-14 employee PA businesses where federal pregnancy law wouldn't apply.
Does my job have to hold my position during Pennsylvania maternity leave?
Only if federal FMLA applies — 12+ months tenure, 1,250+ hours in the prior year, and an employer with 50+ employees within 75 miles. There is no Pennsylvania state job-protection law that fills the gap below the federal FMLA threshold. If FMLA doesn't apply, your employer can legally terminate you during leave, subject only to anti-discrimination protections under PHRA (4+ employees) and federal law (15+ employees for PDA). Approximately 30% of PA private-sector workers don't qualify for FMLA because their employer is too small.
Why do Pennsylvania state government employees get paid parental leave?
Effective October 16, 2023 under Executive Order 2023-22, Pennsylvania state government employees receive 6 weeks of paid parental leave for the birth, adoption, or fostering of a child. This applies only to the ~70,000 commonwealth employees — not to private-sector workers. The executive order can't extend to the private sector because Pennsylvania has no statutory authority to mandate private employer-paid leave. A statewide private-sector mandate would require passage of the Family Care Act or similar legislation through the General Assembly.