Navigating employee requests for family and/or medical leave can be among the most complicated workforce management issues that human resources managers face. This is especially true for employers operating in multiple locations.

As 2025 begins to wind down, employers in seven states—Colorado, Delaware, Maine, Maryland, Minnesota, Vermont, and Washington—face new compliance obligations due to recently enacted, amended, or soon-to-be-effective family and medical leave laws. This Insight will provide an overview of the changes to help employers understand the new requirements in these states.

Colorado

All private employers are covered by Colorado’s Paid Family and Medical Leave Insurance (FAMLI) program. Starting January 1, 2026, eligible employees will be entitled to 12 additional weeks of paid FAMLI leave benefits when their child is recovering in the neonatal intensive care unit (NICU).

Colorado’s FAMLI program began offering benefits in January 2024 and provides wage-replacement benefits to employees for qualifying reasons. Currently, eligible employees can use up to 12 weeks of FAMLI leave to do the following:

• manage their own or a family member’s serious health condition;
• care for a new child within the first year of their life, adoption, or foster placement;
• make arrangements for military deployments; and
• seek resources relating to domestic violence and sexual assault.

In addition, employees with serious health conditions resulting from pregnancy or...

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