Washington Maternity Leave Calculator
How much leave do you actually get? See your PFML medical, family, and FMLA combined for 2026.
Washington's PFML is one of the highest-replacement state programs in the US — 90% wage replacement for lower-earners with a piecewise scale capped at $1,647 per week in 2026. As of January 1, 2026 the state also has the most generous small-employer job protection in the country: 25+ employee employers must restore your job after 6 months of tenure, no minimum hours required.
About you · step 1
so far: WA
What state do you work in?
Are you covered?
- Worked 820+ hours in Washington during your qualifying period
- PFML coverage is automatic for most WA W-2 employees
- PFML job protection now applies at 25+ employee employers (expanded Jan 2026)
- FMLA available as separate federal protection at 50+ employee employers
What a typical Washington birthing parent gets
For an employee earning $75,000 per year, vaginal delivery, working 12+ months at a 50+ employee company:
16 weeks total · 15 paid · 1 unpaid · $16,307 wage replacement
- Waiting period (unpaid) $0
- Pre-birth disability $3,261
- Recovery (vaginal) $6,523
- Bonding leave $6,523
Washington's programs
- PFML Medical
- 820+ hours in qualifying period; medical recovery
- PFML Family
- Same eligibility; 12 weeks bonding leave
- PFML Job Protection
- 25+ employee employer + 12 months tenure (expanded Jan 2026 from 50+)
- FMLA
- 50+ employee employer + 12 months tenure + 1,250 hours; federal job protection
Washington runs one program with two leave types under the umbrella of Paid Family and Medical Leave (PFML), administered by the Employment Security Department (ESD).
Medical leave covers the worker's own serious health condition — including pregnancy and childbirth recovery — for up to 12 weeks per year, extending to 18 weeks when pregnancy or childbirth complications are certified. Family leave covers bonding with a new child, caring for a family member with a serious health condition, or military exigencies for up to 12 weeks per year. The two legs share a combined cap of 16 weeks per year (18 if pregnancy-related complications).
The wage replacement formula is piecewise:
- 90% replacement on the portion of your average weekly wage at or below 50% of the State Average Weekly Wage
- 50% replacement on the portion above that threshold
- For 2026: SAWW $1,830 · threshold $915 · maximum weekly benefit $1,647 (90% of SAWW)
- A typical $80,000 earner receives roughly $1,135 per week
Medical leave carries a one-week unpaid waiting period; bonding leave for a new child has no waiting period.
Eligibility and how to apply
Eligibility. Washington PFML has no employer-tenure requirement for benefits — just 820 hours worked during the qualifying period (first four of the last five completed calendar quarters, or the last four quarters, whichever benefits you). Workers who recently switched jobs still qualify if total hours across employers met the 820 threshold. Federal employees in Washington are not covered by state PFML; they have access to the federal Paid Parental Leave Act for 12 weeks of bonding leave. Self-employed workers can opt in through ESD with a minimum 3-year enrollment commitment.
How to apply. All claims are filed at paidleave.wa.gov. The birthing parent typically files a medical leave application for the pregnancy-and-recovery period, then a separate family leave application for bonding. Applications can be filed up to 60 days before leave starts.
Job protection (expanded January 1, 2026 under HB 1213). WA workers at employers with 25+ employees who have 6+ months (180 days) of tenure have job-protection rights. The previous 50-employee threshold and 12-month / 1,250-hour requirements were lowered substantially — this is the most generous small-employer job-protection rule in the country. Health insurance must be maintained during leave at the same level you had pre-leave.
State-specific things worth knowing
Three Washington-specific things worth knowing.
The 90% replacement rate for lower-earners is unusually generous — most states top out at 67-85%. If your weekly wage is $915 or less (50% of the 2026 SAWW), you receive 90% of your full wages during leave; only the portion above $915 gets the 50% rate.
The January 2026 job-protection expansion (HB 1213) is fresh and dramatic — small-employer workers who didn't qualify before now do. If your employer has 25+ employees and you've been there 6+ months, you have a statutory right to return to your job. Verify with HR that they've updated their PFML policies to match the new rules — some smaller employers may not have caught up.
The premium rate jumped from 0.92% to 1.13% for 2026, with 28.57% paid by the employer (at 50+ employee firms) and 71.43% by the employee. The premium applies to wages up to the Social Security taxable maximum ($184,500 for 2026), so high earners hit a contribution cap mid-year.
A separate change effective July 1, 2026 under SB 5217 expands bereavement leave for family member death (including stillbirth) from 3 to 7 paid days — see our <a href='/pregnancy-after-loss/'>pregnancy-after-loss page</a> for details.
Frequently asked questions
Does my employer have to pay me during Washington maternity leave?
Washington employers don't pay you directly during PFML leave — but the state's Paid Family and Medical Leave program pays you through premium contributions from you and (at 50+ employee firms) your employer. For 2026, the maximum weekly benefit is $1,647 (90% of the State Average Weekly Wage of $1,830). The replacement is tiered: 90% of weekly wages up to $915, then 50% above that, capped at $1,647. A typical $80,000 earner receives about $1,135 per week. Some Washington employers offer voluntary top-up programs that pay the difference between PFML and full salary.
What is Washington PFML and how does it differ from FMLA?
PFML is Washington's state-funded paid family and medical leave program, providing partial wage replacement plus (as of January 1, 2026 under HB 1213) built-in job protection at employers with 25 or more employees. Federal FMLA is unpaid, only applies to employers with 50+ employees, and requires 12+ months of tenure and 1,250 hours worked. Washington PFML covers all employers regardless of size for benefits eligibility — the 25-employee threshold is only for job protection, and the new 6-month tenure rule is far more accessible than FMLA's 12-month rule. The two run concurrently when both apply.
How much does Washington PFML pay?
PFML pays a tiered weekly benefit based on your average weekly wage (AWW) and the State Average Weekly Wage (SAWW). For 2026 with SAWW = $1,830: the first $915 of your weekly wage is replaced at 90%, and the portion above is replaced at 50%, all capped at $1,647 per week (90% of SAWW). A $30,000 earner gets ~$519/week (all in the 90% tier). An $80,000 earner gets ~$1,135/week (spanning both tiers). A $250,000 earner is capped at $1,647/week. There's also a statutory minimum weekly benefit of $100 for very-low-wage workers.
Does Washington PFML include job protection?
Yes — and the rules expanded significantly on January 1, 2026 under HB 1213. The employer-size threshold dropped from 50 to 25 employees, the tenure requirement dropped from 12 months to 6 months (180 days), and the 1,250-hour requirement was eliminated entirely. WA now has the most generous small-employer job-protection rules of any US state. Your employer must restore you to the same or an equivalent position when you return, and must maintain your health insurance during leave at the same level you had pre-leave. Verify with HR that your employer's PFML policy reflects the new rules — some smaller employers (now newly subject) may not have updated their handbooks yet.
Can I get Washington PFML if I'm self-employed?
Yes, but you have to opt in. Self-employed workers in Washington can register with ESD to participate in PFML. The enrollment carries a minimum 3-year commitment, during which you pay the full premium (employer + employee shares) on your earnings. To claim benefits, you must meet the 820-hour requirement during the qualifying period — typically measured by reported earnings divided by an hourly assumption. 1099-MISC contractors who work substantially for one employer may have unclear eligibility; consult ESD or an employment attorney to confirm.
What happens to my health insurance during WA PFML?
If you qualify for the expanded job protection (25+ employee employer, 6+ months tenure as of Jan 1, 2026), your employer must maintain your health insurance during PFML leave at the same level you had pre-leave. You continue paying your normal employee share of premiums; your employer pays their normal share. If you don't qualify for job protection (smaller employer or shorter tenure), your employer may discontinue coverage during leave or require you to pay the full premium yourself — check your handbook and confirm with HR before leave begins.
Can I take WA medical leave before my baby is born?
Yes — pregnancy and childbirth are treated as serious health conditions under PFML medical leave. Up to 12 weeks (or 18 weeks if certified pregnancy/birth complications) of medical leave is available. Typical clinical practice is up to 4 weeks of pre-birth medical leave when certified by a provider; the exact length depends on certification. After birth you continue medical leave for recovery (typically 6 weeks vaginal, 8 weeks C-section), then transition to family leave for bonding. A typical birthing-parent timeline is 4 pre-birth + 6-8 recovery + 12 bonding = 22-24 weeks naive; truncated to the 16-week combined cap (or 18 with complications).