Guía de leyes estatales de licencia

<p><strong>Leave:</strong> Alaska does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. A new paid sick leave law (Ballot Measure 1, 2024) takes effect July 2025.</p><p><strong>Anti-Discrimination:</strong> The Alaska Human Rights Law covers all employers with 1 or more employees, far broader than the federal ADA threshold of 15 employees.</p>

<p><strong>Leave:</strong> Alabama does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> Alabama does not have a comprehensive state employment discrimination statute. Federal protections (ADA, Title VII) are the sole safeguards, with the EEOC as the only enforcement agency and a shorter 180-day filing deadline.</p>

<p><strong>Leave:</strong> Arkansas does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Arkansas Civil Rights Act of 1993 covers employers with 9 or more employees, lower than the federal ADA threshold of 15. Workers can file lawsuits directly in state court without first filing an EEOC charge.</p>

<p><strong>Leave:</strong> Arizona does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. The Fair Wages and Healthy Families Act requires paid sick leave for all employers, usable for mental health conditions.</p><p><strong>Anti-Discrimination:</strong> The Arizona Civil Rights Act (ACRA) matches the federal ADA's 15-employee threshold and is enforced by the Arizona Attorney General's Civil Rights Division.</p>

Lower employer threshold (5 vs 50 for FMLA). FEHA covers mental health as a disability with broad protections. California Mental Health Parity Act requires equal coverage.

Paid leave for all employers. No minimum employer size. Up to 16 weeks for complications. Strong mental health parity.

Paid leave covering most workers with job protection for all employers (1+). Pioneer in mental health parity legislation. Includes safe leave for domestic violence, sexual assault, and stalking. Low employer threshold (3+) for discrimination claims.

UPLA covers all private employers regardless of size. Benefits are 90% of wages up to $1,190/week. DC FMLA provides 16 weeks (vs 12 under federal FMLA). DC Human Rights Act has the broadest protected classes in the US.

Paid leave for employers with 10+ employees. Disability discrimination protection for 4+ employee employers.

<p><strong>Leave:</strong> Florida does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Florida Civil Rights Act (FCRA) matches the federal ADA's 15-employee threshold. It is enforced by the Florida Commission on Human Relations, which offers a generous 365-day filing deadline.</p>

<p><strong>Leave:</strong> Georgia does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> Georgia does not have a comprehensive state anti-discrimination law covering private employers. The state Fair Employment Practices Act applies only to state government. Federal protections (ADA, Title VII) are the primary safeguards for private-sector workers, with a shorter 180-day EEOC filing deadline.</p>

TDI covers all employers (even 1 employee) with up to 26 weeks of wage replacement. HFLL has a higher employer threshold (100 vs 50 for FMLA) but provides family-specific job protection. Hawaii’s Prepaid Health Care Act uniquely mandates employer-provided health insurance.

<p><strong>Leave:</strong> Iowa does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Iowa Civil Rights Act (ICRA) covers employers with just 4 or more employees, well below the federal ADA threshold of 15. The Iowa Civil Rights Commission has strong enforcement powers including investigation, mediation, and administrative hearings.</p>

<p><strong>Leave:</strong> Idaho does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Idaho Human Rights Act covers employers with 5 or more employees, lower than the federal ADA threshold of 15. Idaho also offers a 1-year filing deadline for discrimination complaints, longer than most states.</p>

Paid leave usable for any reason including mental health days. Strong mental health parity. IHRA disability protections.

<p><strong>Leave:</strong> Indiana does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Indiana Civil Rights Law (ICRL) covers employers with 6 or more employees, lower than the federal ADA threshold of 15. It is enforced by the Indiana Civil Rights Commission.</p>

<p><strong>Leave:</strong> Kansas does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Kansas Act Against Discrimination covers employers with 4 or more employees, well below the federal ADA threshold of 15. The Kansas Human Rights Commission can investigate, hold hearings, and order remedies.</p>

<p><strong>Leave:</strong> Kentucky does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Kentucky Civil Rights Act (KCRA) covers employers with 8 or more employees, lower than the federal ADA threshold of 15. It is enforced by the Kentucky Commission on Human Rights, which has full investigation and hearing authority.</p>

<p><strong>Leave:</strong> Louisiana does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> Louisiana's Employment Discrimination Law has a higher threshold than federal law, covering employers with 20 or more employees (vs. the federal ADA's 15). Pregnancy discrimination is covered separately for employers with 25+ employees. The Louisiana Commission on Human Rights (LCHR) has limited enforcement powers.</p>

Up to 20 weeks for own health condition (vs 12 weeks FMLA). Paid leave. Covers nearly all workers regardless of employer size.

Paid leave program launching with broad coverage. Mental health parity requirements. Covers own serious health conditions.

Paid leave covering nearly all workers. MHRA covers all employers. Broad mental health condition protections.

Accrual-based paid sick time (not extended leave). Disability discrimination covers all employers. Mental health conditions covered under PWDCRA.

Paid leave program. MN Human Rights Act covers all employers (1+ employees). Explicit mental health disability protections.

<p><strong>Leave:</strong> Missouri does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. Proposition A (2024) requires paid sick leave for all employers, effective May 2025.</p><p><strong>Anti-Discrimination:</strong> The Missouri Human Rights Act (MHRA) covers employers with 6 or more employees, lower than the federal ADA threshold of 15 employees.</p>

<p><strong>Leave:</strong> Mississippi does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> Mississippi does not have a comprehensive state employment discrimination statute. It is one of only two states (along with Alabama) without one. Federal protections (ADA, Title VII) are the sole safeguards, with a shorter 180-day EEOC filing deadline.</p>

<p><strong>Leave:</strong> Montana does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Montana Human Rights Act covers all employers with 1 or more employees, far broader than the federal ADA's 15-employee threshold. Montana is also the only state that prohibits at-will termination through the Wrongful Discharge from Employment Act.</p>

<p><strong>Leave:</strong> North Carolina does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> North Carolina's Equal Employment Practices Act declares a policy against discrimination but has limited enforcement mechanisms for private employers. The Persons with Disabilities Protection Act adds some disability-specific protections. In practice, most workers rely on federal ADA and Title VII protections.</p>

<p><strong>Leave:</strong> North Dakota does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The North Dakota Human Rights Act covers all employers with 1 or more employees, one of the broadest thresholds in the country and far broader than the federal ADA's 15-employee requirement.</p>

<p><strong>Leave:</strong> Nebraska does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. A new paid sick leave law (Initiative 436) took effect October 2025, providing up to 56 hours per year.</p><p><strong>Anti-Discrimination:</strong> The Nebraska Fair Employment Practice Act matches the federal ADA's 15-employee threshold and is enforced by the Nebraska Equal Opportunity Commission.</p>

<p><strong>Leave:</strong> New Hampshire does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The New Hampshire Law Against Discrimination covers employers with just 6 or more employees, significantly lower than the federal ADA threshold of 15. It is enforced by the New Hampshire Commission for Human Rights.</p>

Temporary Disability Insurance covers own mental health conditions. LAD has no minimum employer size for discrimination claims.

<p><strong>Leave:</strong> New Mexico does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. The Healthy Workplaces Act (2022) mandates paid sick leave for all employers (up to 64 hours per year).</p><p><strong>Anti-Discrimination:</strong> The New Mexico Human Rights Act covers employers with just 4 or more employees, significantly lower than the federal ADA threshold of 15.</p>

<p><strong>Leave:</strong> Nevada does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. SB 312 (2019) requires employers with 50+ employees to provide general paid leave (approximately 40 hours per year), usable for any reason.</p><p><strong>Anti-Discrimination:</strong> The Nevada Fair Employment Practices Act matches the federal ADA's 15-employee threshold and is enforced by the Nevada Equal Rights Commission.</p>

Paid leave (67% of average weekly wage, capped). Covers virtually all private employers. Strong mental health parity via Timothy’s Law.

<p><strong>Leave:</strong> Ohio does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Ohio Civil Rights Act covers employers with 4 or more employees, significantly lower than the federal ADA threshold of 15. Ohio also allows a longer filing deadline of up to 2 years for state discrimination claims.</p>

<p><strong>Leave:</strong> Oklahoma does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Oklahoma Anti-Discrimination Act covers all employers with 1 or more employees, one of the broadest coverage thresholds in the nation and far broader than the federal ADA's 15-employee requirement.</p>

Paid leave with minimal eligibility requirements. Strong disability protections. Safe leave provision for domestic violence/harassment.

<p><strong>Leave:</strong> Pennsylvania does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave. Philadelphia and Pittsburgh both have local paid sick leave ordinances.</p><p><strong>Anti-Discrimination:</strong> The Pennsylvania Human Relations Act (PHRA) covers employers with 4 or more employees, significantly lower than the federal ADA threshold of 15.</p>

TDI covers own disability including mental health. TCI for caregiving. Low threshold for discrimination claims. Pioneer in disability insurance.

<p><strong>Leave:</strong> South Carolina does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The South Carolina Human Affairs Law matches the federal ADA's 15-employee threshold and is enforced by the SC Human Affairs Commission, which has full investigation and enforcement authority.</p>

<p><strong>Leave:</strong> South Dakota does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The South Dakota Human Relations Act covers all employers with 1 or more employees, one of the broadest thresholds in the country and far broader than the federal ADA's 15-employee requirement.</p>

<p><strong>Leave:</strong> Tennessee does not have a comprehensive state family or medical leave law. Federal FMLA is the primary source of job-protected leave. The Tennessee Parental Leave Act provides up to 4 months of unpaid leave for pregnancy and adoption, but only for employers with 100+ employees.</p><p><strong>Anti-Discrimination:</strong> The Tennessee Human Rights Act (THRA) covers employers with 8 or more employees, lower than the federal ADA threshold of 15.</p>

<p><strong>Leave:</strong> Texas does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Texas Commission on Human Rights Act (TCHRA) matches the federal ADA's 15-employee threshold and provides a state-level avenue for filing discrimination claims through the Texas Workforce Commission.</p>

<p><strong>Leave:</strong> Utah does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Utah Antidiscrimination Act matches the federal ADA's 15-employee threshold. The state offers limited additional worker protections beyond the federal baseline.</p>

<p><strong>Paid Leave:</strong> Virginia's program provides up to 12 weeks of paid leave at 80% of your average weekly wage, capped at approximately $1,507 per week. This is a major upgrade from federal FMLA, which provides only unpaid leave.</p><p><strong>Employer Coverage:</strong> All employers in Virginia are covered by the paid leave program, regardless of size. Federal FMLA only covers employers with 50+ employees.</p><p><strong>Family Definition:</strong> Virginia's law defines family broadly to include spouse, child, parent, sibling, grandparent, grandchild, and anyone whose relationship is equivalent to a family relationship. This is wider than FMLA's definition.</p><p><strong>Anti-Discrimination:</strong> The Virginia Human Rights Act covers employers with 5+ employees for discrimination claims and 1+ for wrongful discharge, far broader than the federal ADA threshold of 15 employees.</p>

Lower employer threshold than FMLA (10 for parental/bereavement/safe leave, 15 for family vs 50). Act 32 (2025) added bereavement, safe leave, and qualifying exigency leave. Voluntary FMLI program (administered by The Hartford) for wage replacement. FEPA covers employers with 1+ employees for anti-discrimination. Short-term family leave (4 hours per 30-day period, 24 hours per year) applies to all employers.

Paid leave funded through shared premiums. 820-hour threshold instead of 12-month duration. Mental health parity in insurance required.

<p><strong>Leave:</strong> Wisconsin does not have a comprehensive state leave law for private-sector workers. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Wisconsin Fair Employment Act (WFEA) covers employers with just 1 or more employees, far broader than the federal ADA threshold of 15 employees.</p>

<p><strong>Leave:</strong> West Virginia does not have a comprehensive state family or medical leave law. Federal FMLA is the primary source of job-protected leave. The state Parental Leave Act mirrors FMLA for employers with 50+ employees.</p><p><strong>Anti-Discrimination:</strong> The West Virginia Human Rights Act covers employers with 12 or more employees, a lower threshold than the federal ADA's 15. The WV Human Rights Commission offers a generous 1-year filing deadline.</p>

<p><strong>Leave:</strong> Wyoming does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.</p><p><strong>Anti-Discrimination:</strong> The Wyoming Fair Employment Practices Act covers employers with just 2 or more employees, one of the lowest thresholds in the nation (far below the federal ADA's 15). Despite broad coverage, the state has limited enforcement mechanisms compared to other states.</p>