How much maternity leave pay will I actually get?

Depends on three things: your state's paid family leave program (none in most states), your employer's short-term disability insurance, and your salary. In states with PFL (CA, NY, NJ, WA, MA, CT, OR, CO, RI, DE, MD, NM, ME, MN, DC), expect 60–95% of your wages capped at the state's weekly max. In states without PFL, your only paid option is employer-provided STD insurance, which typically pays 60–66.67% for 6–8 weeks for vaginal birth, 8–10 weeks for C-section. Federal FMLA gives you 12 weeks of unpaid, job-protected leave if you qualify.

Which states have paid family leave?

As of 2026: California, New York, New Jersey, Rhode Island, Washington, Massachusetts, Connecticut, Oregon, Colorado, Delaware (2026), Maryland (2026), New Mexico (2026), Maine (2026), Minnesota (2026), and DC. Each state has different weeks, percentages, and caps. The calculator handles all of them. Most other states have no paid leave benefit at all — your only paid option there is employer-provided short-term disability.

Can I stack state PFL + STD + employer paid leave?

Sometimes. Some states (CA, RI) let you combine STD-equivalent disability with PFL — first you're 'disabled' from birth recovery (4–8 weeks), then you transition to PFL for the bonding period. New York and others don't let you double-dip — PFL doesn't pay during STD periods. Employer paid parental leave usually pays in addition to state benefits but check your employee handbook. Stacking strategy can add 4–8 paid weeks if your employer and state allow it.

STD: file the disability claim immediately when leave begins. Most insurers allow filing 30 days before due date. State PFL: most states require filing within 30 days of birth (some allow up to 60). Don't wait. The benefit starts when you file, not when leave starts. Talk to HR ~3 months before due date so they can give you the right forms and you can plan around timing.

Maternity Leave Pay Calculator

Q: What is FMLA and do I qualify?

Federal Family and Medical Leave Act gives 12 weeks of unpaid, job-protected leave for the birth of a child. You qualify if your employer has 50+ employees within 75 miles, you've worked there at least 12 months, and you've worked 1,250+ hours in the past year. About 40% of US workers don't qualify because of those thresholds (small employers, gig workers, recent hires). FMLA is unpaid — it just means your employer can't fire you for taking the time. State programs and STD insurance are what actually pay you.

Q: What's short-term disability insurance?

STD insurance pays a percentage of your wages (typically 60–66.67%) for a defined period when you can't work. Pregnancy and birth recovery qualify. Standard maternity STD: 6 weeks of disability for vaginal birth, 8 weeks for C-section, sometimes more for complications. Many employers offer it as a benefit; some require employee-paid premium. Check with HR — about half of US workers have access.

Maternity leave in the US is a patchwork, and most parents underestimate by a factor of 2. The federal Family and Medical Leave Act gives you 12 weeks off. It pays you nothing. The actual pay comes from three different sources that most people don't know to stack: state paid family leave, employer short-term disability insurance, and any employer-provided paid parental leave. Below: how each piece works, the 13 states that have paid leave, and the exact filing order to maximize your time and your pay.

The 3 funding sources most parents miss at least one of

Source 1: State paid family leave (PFML). Funded by state-collected payroll taxes, paid out to eligible employees during bonding leave with a newborn. Covers 60-90% of wages capped at a state-set weekly maximum, typically for 4-12 weeks. Currently available in California, New York, New Jersey, Rhode Island, Washington, Massachusetts, Connecticut, Oregon, Colorado, Delaware, Maryland, New Hampshire, and Vermont. Coming soon: Minnesota (2026), Maine (2026), Illinois (proposed). The eligibility rules vary by state but are usually generous (no minimum tenure in California; 26 weeks in New York).

Source 2: Short-term disability insurance (STD). Pays a percentage of your wages (typically 60-66.67%) when you can't work because of a medical condition. Pregnancy recovery qualifies. Standard payouts: 6 weeks of disability for vaginal birth, 8 weeks for C-section, longer for complications. Some employers provide STD as a benefit; many require you to opt in and pay the premium yourself. About half of US workers have access. Source 3: Employer paid parental leave. Pure bonus on top of PFML and STD. Tech companies, large law firms, and some Fortune 500 employers offer 6-16 weeks of fully paid parental leave. Most US employers offer zero. Check your HR benefits portal — this is the source most parents don't realize they have.

Why FMLA is unpaid (and why it still matters)

The federal Family and Medical Leave Act gives eligible employees 12 weeks of unpaid, job-protected leave per year for a qualifying family event including the birth or adoption of a child. The job-protection piece is what matters: your employer cannot replace you, cannot demote you, and must restore you to the same or equivalent job when you return. The leave runs concurrent with state PFML and STD if you take them at the same time (which you almost always should — running them sequentially eats your job-protection window).

FMLA eligibility requires: working at the employer for at least 12 months, working at least 1,250 hours in the past 12 months, and working at an employer with 50+ employees within 75 miles. If you don't qualify, some states (California, Connecticut, Massachusetts) have state-level equivalents with broader eligibility. The 50-employee threshold catches many small-business workers — if you're at a startup or small firm, your only paid options may be the state PFML and STD, and you may not have job protection at all.

The math of unpaid leave — and the savings rule

Even in the most generous PFML states (California, New York, Washington), the weekly wage replacement is capped — at $1,750-1,800/week as of 2026. If you earn over ~$100k, the wage replacement covers a smaller percentage. Plus the cap is on pre-tax dollars, and PFML benefits are federally taxable in most states (state-level treatment varies).

Practical rule for an $80k household with one earner taking 12 weeks of leave: assume 6 weeks of full wage replacement (STD + PFML stacked), 6 weeks of partial replacement (PFML only), and budget for the gap. Save 8-12 weeks of household expenses in cash before the due date. The two highest-stress moments postpartum are running out of money at week 8 and discovering that PFML doesn't arrive for 2-4 weeks after you file. Plan around both.

When to file each form

Sequence matters; missing a deadline can cost weeks of pay. STD insurance: file 30 days before your expected due date, not at delivery. Most STD policies require advance notice. If you wait until you're in labor, payments are delayed and the disability period might not retro to date of birth.

STD: File 30 days pre-due. Provide the doctor-certified expected delivery date.
State PFML: File at or shortly after delivery (most states have a 30-90 day filing window). California allows filing up to 41 days before birth for the bonding portion.
FMLA: Notify employer 30 days in advance if foreseeable. Birth is usually foreseeable.
Employer paid parental leave: Per your company's policy — usually 30-60 days notice.
Insurance enrollment for baby: Within 30-60 days of birth (special enrollment period). Miss this and you wait until open enrollment.

Most state PFML programs let you take an intermittent bonding leave during the first year — you don't have to use all 12 weeks at once. If you and a partner stagger, you can effectively give baby 24 weeks of parent-at-home time without anyone using FMLA past 12 weeks each.

The partner question — paid leave covers partners too

Most US state PFML programs cover the non-birth parent for bonding leave, not just the birth parent. California, New York, Washington, New Jersey, Massachusetts, and others all pay both parents up to their state max for new-baby bonding. Federal FMLA also covers the non-birth parent for the same 12 weeks. STD only applies to the birth parent's medical recovery period, but partners can stack PFML + employer paid leave + FMLA for full-pay-equivalent leave in many cases.

The under-used pattern: birth parent takes weeks 1-12, partner takes weeks 13-24 using their own PFML and FMLA. Baby gets a parent at home through 6 months. Both parents keep job protection. Cost: zero beyond what you would have paid for one parent's leave anyway.

How to use this calculator

Enter your state, salary, employer benefits status, and birth type. The tool calculates expected weekly payout from each source (STD, PFML, employer paid leave), the duration of each, and your total household income during the leave window. It flags which forms to file and when. The output is an estimate based on 2025-2026 state rates and standard STD policy structures — verify your specific employer's STD policy for the actual percentages, and check the relevant state PFML site (CA EDD, NY Paid Family Leave, etc.) for the current weekly maximum.

If the result shows a gap (unpaid weeks), use the savings rule above to plan around it. If the result shows full pay across the whole leave window, you may have room to extend with unpaid FMLA or to stagger with a partner.

When to talk to HR vs a benefits broker vs a specialist

Talk to HR for: your specific STD policy percentages and disability period, your employer paid parental leave amount and eligibility, the form-filing process inside your company, and whether your benefits broker handles the STD claim on your behalf. Most HR teams are competent at this and will give you a written breakdown if asked.

Hire a benefits broker or maternity leave specialist (independent consultants who charge a flat fee, usually $200-500) when: you're self-employed and trying to figure out state PFML eligibility, you're a contractor at a company that offers paid leave to employees only, you live in one state and work in another (interstate cases get complex), or you have a complicated pregnancy that may extend disability past the standard 6-8 weeks. For most W-2 employees in a single state, the HR team plus the relevant state PFML website covers everything.

About your leave

State of employment

Annual gross income (USD) Pre-tax W-2 income.

Weeks of leave planned Total time off, paid + unpaid.

Birth type

Affects STD insurance disability period (6 wks vaginal, 8 wks C-section).

Employer short-term disability (STD)?

Check your benefits packet or ask HR.

Employer paid parental leave?

If your employer offers paid parental leave on top of STD/state.

Estimated total leave pay

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Where the pay comes from

What to do next

Get the leave-prep checklist

5 emails: when to file each benefit, how to write the leave letter to HR, what to budget for, how stacking works in your state, and how to plan return-to-work.

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Frequently asked

Three sources stack: state PFL (15 states + DC have it), federal FMLA (unpaid, just job protection), and employer STD insurance. In PFL states expect 60–95% wages capped at the state weekly max. In non-PFL states, only employer STD pays — typically 60–66.67% for 6–8 weeks. Many parents in non-PFL states get $0 paid leave and rely on savings.

CA, NY, NJ, RI, WA, MA, CT, OR, CO, DE, MD, NM, ME, MN, and DC. Each has different weeks, percentages, and caps. The calculator handles all of them. Most other states have no paid leave benefit — your only paid option is employer STD.

Federal Family and Medical Leave Act gives 12 weeks unpaid, job-protected leave. You qualify if your employer has 50+ employees within 75 miles, you've worked there 12+ months, and you've worked 1,250+ hours in the past year. About 40% of US workers don't qualify (small employers, gig workers, recent hires). FMLA doesn't pay you — it just protects your job.

Sometimes. CA and RI let you combine STD-equivalent disability (4–8 weeks for birth recovery) with PFL (bonding period afterward). NY doesn't let you double-dip. Employer paid parental leave usually adds on top of state benefits, but check your handbook. Stacking can add 4–8 paid weeks if your employer and state allow it.

STD: file as soon as leave begins (most insurers allow 30 days early). State PFL: most states require filing within 30 days of birth (some allow 60). Don't wait — benefits start when you file. Talk to HR ~3 months before due date for the right forms.

Estimates based on 2024–2026 published state PFL rates and federal FMLA rules. Actual benefits depend on your specific employer, state filings, and individual eligibility. Confirm with your HR and your state's PFL agency before relying on these numbers for budgeting. Not legal or tax advice.

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