Washington State’s Paid Family and Medical Leave (PFML) programme provides up to 12 weeks of combined family and medical leave, with benefits of up to approximately $1,479 per week in 2026. The programme is funded through employee payroll deductions and administered by the Washington Employment Security Department (ESD). Unlike many other state programmes, Washington’s PFML covers both family leave (bonding with a new child) and medical leave (pregnancy-related disability) under a single umbrella — simplifying administration but requiring careful planning around the 12-week cap.

This guide covers the Washington State maternity leave system in 2026: PFML rules, eligibility, benefit calculations, employer top-up options, and compliance requirements.

Key takeaways

WA PFML provides up to 12 weeks of combined family and medical leave for maternity-related reasons.
Benefits are up to ~$1,479 per week (2026), calculated as a percentage of the employee’s wages up to the annualised average weekly wage.
Both parents can use PFML — the birth mother for medical leave and bonding, the other parent for family leave (bonding).
Employers with 1 or more employees must comply with PFML.
Employer top-up is optional but increasingly common — employers can supplement PFML benefits to full salary.

Washington PFML overview

Washington’s Paid Family and Medical Leave programme is a state insurance programme. Key features:

Duration: Up to 12 weeks of combined family and medical leave per 12-month period.
Benefit rate: Up to 90% of the employee’s wages (lower for higher earners), up to the weekly cap.
Weekly cap (2026): Approximately $1,479 per week.
Minimum benefit: At least 50% of the employee’s wages, regardless of income level.
Funding: Funded entirely through employee payroll deductions (currently 0.4% of wages).
Job protection: The employee’s position must be held open during PFML leave when taken for a qualifying reason.

Qualifying reasons for maternity leave

For maternity leave, PFML covers:

Medical leave: The birth mother’s pregnancy-related disability (up to 6 weeks for vaginal delivery, up to 8 weeks for caesarean section).
Family leave: Bonding with a new child (up to 12 weeks within the first 12 months of birth or adoption).

These two reasons can be combined within the 12-week cap. The birth mother may take medical leave first, then transition to family leave for bonding — but the total cannot exceed 12 weeks.

Eligibility

To qualify for WA PFML, the employee must:

Have worked for the employer for at least 820 hours in the preceding 12 months (approximately 5 months of full-time work).
Have earned at least $820 in wages in the preceding 12 months.
Be a W-2 employee (independent contractors are not covered unless they opt in through a voluntary agreement).

The 820-hour threshold is lower than many other state programmes, making PFML accessible to a wider range of employees, including part-time workers and those who recently changed jobs.

Benefit calculation

Washington PFML benefits are calculated using a progressive formula:

Employee Wage	Benefit Rate	Approximate Weekly Benefit (2026)
Below $28/week	50% of wages	Varies
$28-$1,500/week	90% of wages (capped)	Up to ~$1,479
Above $1,500/week	90% of the first $1,500/week	~$1,479

The weekly cap is adjusted annually based on the state average quarterly wage. The benefit is taxable as income — the employee must report it on their federal and state tax returns.

Example calculation

Scenario: Priya earns $85,000 per year ($1,635/week) in Seattle. She takes 12 weeks of PFML for maternity leave.

Component	Calculation	Amount
Weekly wage	$85,000 ÷ 52	$1,635
PFML benefit (90% of first $1,500)	$1,500 × 90%	$1,350/week
Total benefit (12 weeks)	$1,350 × 12	$16,200

Priya’s employer does not pay her salary during PFML — the state pays the $1,350/week benefit directly to Priya. If the employer offers a top-up policy, the employer pays the difference between $1,350/week and full salary.

Employer top-up options

Washington employers are not required to pay the employee’s salary during PFML leave, but many choose to offer a top-up to full salary:

Top-Up Model	How It Works
Full top-up	Employer pays the difference between PFML benefit and full salary
Partial top-up	Employer pays a percentage of the gap (e.g., 50% of the difference)
Supplemental PTO	Employee uses accrued PTO to cover the gap
No top-up	Employee receives only the PFML benefit

Top-up arrangements should be clearly documented in the employment agreement or employee handbook. The employer may require the employee to apply for PFML before the employer pays the top-up — this is common practice.

Employer compliance requirements

Washington employers must comply with several requirements:

Payroll deductions: Deduct 0.4% of employee wages for PFML contributions. There is no employer contribution.
Employer of Choice registration: Employers must register with ESD and set up a PFML account.
Notice requirements: Provide employees with a written notice of PFML rights within 30 days of hire and when leave is requested.
Leave record-keeping: Maintain accurate records of PFML leave taken by each employee.
No adverse action: Dismissing an employee for taking PFML is prohibited.
Job protection: Hold the employee’s position open for the duration of the leave.

Employer of Choice vs state plan

Washington employers can choose to be an Employer of Choice (administering PFML through their own plan) or use the state plan (administered by ESD). Most employers use the state plan, which is simpler and does not require the employer to manage benefit payments. The Employer of Choice option is typically used by large employers who want more control over the programme.

Managing Washington maternity leave in your HR system

For HR teams managing multiple Washington employees on maternity leave:

Track PFML eligibility: Flag employees who may not qualify due to insufficient hours worked (820-hour threshold).
Monitor leave duration: Ensure the combined medical and family leave does not exceed 12 weeks.
Manage payroll deductions: Deduct 0.4% of wages for PFML contributions.
Handle top-up calculations: If the employer offers a top-up, calculate the gap between PFML benefit and full salary.
Record-keeping: Maintain accurate leave records for each employee, including PFML duration and benefit amounts.

A leave management system that tracks Washington-specific PFML entitlements, automates payroll deductions, and manages top-up calculations keeps employers compliant without manual spreadsheet tracking.

Frequently asked questions

How long is maternity leave in Washington State?

Washington’s PFML provides up to 12 weeks of combined family and medical leave for maternity-related reasons. The birth mother may take medical leave for pregnancy-related disability, then family leave for bonding — but the total cannot exceed 12 weeks.

Is maternity leave paid in Washington?

Yes. PFML provides up to 90% of the employee’s wages (capped at approximately $1,479 per week in 2026). The employer is not required to pay the employee during PFML unless a company policy requires it.

Can both parents use PFML?

Yes. The birth mother can use PFML for medical leave and bonding. The other parent can use PFML for family leave (bonding). Both parents have separate 12-week entitlements.

Does my health insurance continue during PFML?

Yes. The employer must continue group health insurance during PFML leave on the same terms as if the employee had continued working.

What is the Employer of Choice option?

Employers can choose to administer PFML through their own plan (Employer of Choice) rather than the state plan. Most employers use the state plan, which is simpler and does not require the employer to manage benefit payments.

Sources

This article is general information, not legal advice. Washington State PFML rates and rules change annually — confirm current figures with the Washington Employment Security Department.

Washington State Maternity Leave: PFML Rules for Employers