California employers should keep an eye on newly proposed updates to the state’s pregnancy leave and accommodation regulations. The proposed regulations would clarify and expand several aspects of pregnancy accommodation and leave, including which conditions may qualify, the accommodations employers should consider, medical certification, and how quickly employers should respond to requests. The proposal also includes important changes to child bonding leave.

My colleague breaks down the key proposed changes here: California Proposes Updates to Pregnancy Leave and Accommodation Regulations

The District of Columbia City Council has passed legislation, effective October 1, 2026, that reduces the number of weeks of paid leave available to workers in the District under the D.C. Universal Paid Leave Act (UPLA).

Before October 1, 2026, the UPLA provided the following for qualifying workers in D.C.:

  • twelve weeks of paid parental leave,
  • twelve weeks of paid family leave,
  • twelve weeks of paid medical leave and
  • two weeks of prenatal leave.

These benefit levels resulted from an increase effective July 1, 2022, following an unexpected surplus in the Universal Paid Leave Fund (the “Fund”), which funds UPLA benefits. The available leave is now being reduced, although the new amounts still exceed the amount of leave available when the law was first enacted.

Effective October 1, 2026, the available paid leave will be:

  • twelve weeks of parental leave,
  • six weeks of family leave,
  • ten weeks of medical leave and
  • two weeks of prenatal leave.

Under current law, these leave amounts will remain in effect through September 30, 2030. On October 1, 2030, they will return to the levels in effect before October 1, 2026.

In addition, the maximum weekly benefit available to claimants will decrease from $1,190 to $1,100. However, the amount will increase each October 1 based on the annual average increase in the Consumer Price Index for All Urban Consumers for the Washington–Baltimore metropolitan area during the previous calendar year.

In her April 14, 2026, proposed budget, D.C. Mayor Muriel Bowser proposed even more substantial reductions in UPLA benefits. She proposed eliminating family- and medical-leave benefits entirely in FY 2027 (October 1, 2026, through September 30, 2027), while retaining 12 weeks of parental leave and two weeks of prenatal leave. She further proposed that these benefits would increase again on October 1, 2027, but not to the benefit levels in effect before October 1, 2026. Finally, Mayor Bowser proposed permanently reducing the maximum weekly benefit to $1,000 beginning October 1, 2026. In her April 14, 2026, transmittal letter, Mayor Bowser explained that reducing benefits—and therefore program costs—while maintaining the 0.75% employer contribution would allow additional money from the Fund to be deposited into the District’s General Fund for other programs. Mayor Bower’s proposals, however, were not adopted by the DC Council Fiscal Year 2027 Budget Support Act of 2026.

The legislation was passed on an emergency basis, took effect on August 13, 2026, and expires on November 11, 2026. Permanent legislation with identical provisions is undergoing congressional review and is expected to take effect on November 20, 2026. The Council is expected to pass gap-filling legislation as needed.

Employers should post the updated mandatory Notice to Employees.

We will continue to monitor these developments. If you have questions about how these changes impact your organization, please contact a Jackson Lewis attorney to discuss.

With the 2026 mid-term elections right around the corner and early voting opening soon in several states, now is the time for employers to brush up on their obligations. Navigating the patchwork of state and local voting leave laws can be tricky. My colleagues give helpful guidance for employers in this article: https://www.jacksonlewis.com/insights/election-2026-employers-state-local-obligations-employee-voting-time

It’s time to register for Maryland’s new Family and Medical Leave Insurance (FAMLI) program. Governor Wes Moore announced the opening of employer registration on Sept. 1, 2026.

Employers with at least one employee working in Maryland must register. This includes employers based outside Maryland with employees who regularly work from Maryland, including remote employees.

Initial registration must be completed by an authorized officer who is legally permitted to act on the employer’s behalf. A payroll provider, benefits administrator, accountant, or other Third-Party Agent cannot complete the initial registration. After registration, however, the employer may authorize other team members or a Third-Party Agent to assist with FAMLI responsibilities.

FAMLI permits only one registration per federal Employer Identification Number (EIN). Divisions and locations operating under the same EIN are included in the same registration. Related entities with different EINs must register separately if each entity employs at least one employee localized in Maryland.

Upon registration, employers are automatically enrolled in the State Plan. Employers that intend to seek approval for a commercial or self-insured private plan may instead submit a Declaration of Intent by November 15, 2026. Employers with an approved Declaration of Intent generally must hold the required 2027 employer and employee contributions in escrow while pursuing private-plan approval rather than remitting them to the State.

Immediate Next Steps

Employers should register now and continue preparing for payroll deductions and contributions beginning January 1, 2027. Employers that decide to withhold employee contributions must provide notice at least one pay period before deductions begin, which means notices to employees will need to be distributed in December 2026. Employers should also determine whether they will use the State Plan or pursue a private plan before November 15, coordinate with payroll and benefits vendors before deductions begin on January 1, and begin reviewing existing leave policies in advance of leave beginning in January 2028.

FAMLI Resources for Employers

The Maryland Department of Labor has published several resources to assist employers, including:

For a more detailed discussion of plan selection, contributions, payroll preparation, leave administration, and coordination with existing benefits, employers may view Jackson Lewis’s recorded webinar, Maryland FAMLI Countdown: Plan Selection, Contributions + Compliance.

Reach out to a Jackson Lewis attorney if you have questions about how this impacts our business.

This has been a busy legislative cycle for Illinois employers. Along with the new Menopause and Equity Care Act, Governor Pritzker also signed legislation requiring employers to provide for paid leave during jury duty and new protections for employees who are volunteer emergency workers. Learn what this means for Illinois employers here.

On August 7, 2026, Illinois Governor JB Pritzker signed the Illinois Menopause Equity and Care Act, making Illinois one of the first states to include menopause-related conditions as a protected status under the state’s anti-discrimination laws. Rhode Island and Philadelphia adopted similar laws in 2025.

Effective January 1, 2027, the new law amends the Illinois Human Rights Act (“IHRA”) to prohibit discrimination and harassment on the basis of “menopause-related conditions”, which are defined as “perimenopause, menopause, and associated medical or symptomatic conditions.” The conditions include but are not limited to vasomotor symptoms, sleep disruption, cognitive changes, mood changes, and osteoporosis-related changes.

The Act also requires employers to provide reasonable accommodations to employees with menopause-related conditions. Additionally, it expands the types of accommodations that employers may be required to provide for pregnancy and menopause, such as flexible scheduling, modified work hours, and temperature or climate-adjusted workplaces.   

Like other anti-discrimination protections, employers must inform employees of their rights relating to accommodations for pregnancy and menopause-related conditions through workplace postings and employee policies.

In addition to expanding employment protections, the Act amends the Illinois Insurance Code to impose new coverage requirements for menopause and perimenopause-related care. Effective January 1, 2028, individual and group health insurance policies issued, renewed, or amended in Illinois must cover specified menopause- and perimenopause-related treatments.  The Act also requires group health insurance policies covering more than 25 employees to cover an annual menopause or perimenopause health visit for individuals 45 years of age or older without cost sharing, except as necessary to comply with the requirements for health savings accounts under Section 223 of the Internal Revenue Code.

Employers should review their policies and procedures to ensure compliance with the new law. If you have any questions or need assistance, please contact a Jackson Lewis attorney.

As summer winds down and students head back to the classroom, California employers should be prepared for leave requests tied to school and childcare obligations. A new post on our California Workplace Law Blog highlights several leave laws that can come into play during the school year. Read the full article here: Backpacks, Bell Schedules, and Leave Requests