Paid Leave & Pregnancy Rights Watch

Why this is recommended

Filing for state paid leave in the correct window recovers up to $1,500 a week; a pregnancy accommodation rule enforced correctly keeps a job; the fee is trivial.

What the Tab covers

Who it is for

The 3.6 million people who give birth each year in the US, their partners, and the workers caring for a sick parent or child.

When it runs

State paid leave programs launch and change contribution rates January 1, and federal pregnancy and lactation rules are enforced through EEOC actions published year-round

Scope

State paid leave programs in California, New York, New Jersey, Massachusetts, Washington, Oregon, Colorado, Connecticut, Rhode Island, Maryland, Delaware, Minnesota and Maine; EEOC PWFA and PUMP Act guidance and enforcement; DOL FMLA rules; Fortune 500 parental leave policy changes; state court rulings

Suggested task

The objective your Tab starts with. You can edit every line of it once the Tab is yours.

State paid family and medical leave program launches, benefit and contribution changes, application windows and wage replacement rates, Pregnant Workers Fairness Act and PUMP Act enforcement and guidance, FMLA rule changes, employer parental leave policy changes at large companies, short-term disability rule changes, and court rulings on leave rights, with the state or employer first.

Track leave and pregnancy rights for US workers. Report only confirmed, source-backed items from the last 7 days: state paid family and medical leave program launches, benefit amount, contribution rate, eligibility and application changes in California, New York, New Jersey, Massachusetts, Washington, Oregon, Colorado, Connecticut, Rhode Island, Maryland, Delaware, Minnesota, Maine and any newly enacting state; EEOC Pregnant Workers Fairness Act and PUMP Act guidance, rules and enforcement actions with employer names; DOL FMLA rule changes; parental and caregiver leave policy changes at Fortune 500 employers; short-term disability and pregnancy disability rule changes; and court rulings on leave and accommodation rights. Prefer state program, EEOC, DOL, employer and court sources; ignore HR vendor content. Put the state or employer first in the title. Use high severity for a program launch or application window within 30 days, a benefit change over 10 percent, or a rule taking effect within 60 days. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who qualifies, the deadline, how to apply or assert the right, and the source link. If nothing qualifies, push nothing and submit the run receipt.