Paid Family Leave Eligibility for Remote Employees: Which State’s Benefits Do You Get?
Working remotely comes with a lot of perks, no commute, flexible schedules, and maybe even working in your favorite sneakers… or your favorite pajamas! But when it comes to paid family leave eligibility, things can get confusing quickly. If your company is headquartered in New York, you live in California, and sometimes work from another state… whose rules apply?
The short answer: your family leave benefits are tied to the state where you physically work, not where your company is located. That detail can make all the difference when you’re planning for time away to welcome a baby, care for a family member with a serious health condition, or manage your own disability insurance claim.
How State Leave Programs Work
Every state that offers paid leave sets its own rules around eligibility. Some require payroll contributions, others do not. Some provide paid leave and job protections, while others provide pay, but no job protection.
The most important factor is where you are performing your job, even remotely. If you live in California and work remotely from your home office, you may qualify for California’s family leave benefits, even if your company is based in New York. On the flip side, if you’re living and working from Illinois, you won’t get California’s generous program just because your employer is headquartered there.
The Pay Stub Test
So how do you know which state you’re tied to? The easiest clue is your pay stub. Look for deductions like:
These acronyms are breadcrumbs showing which program you’re contributing to, and therefore, where you’re likely eligible for benefits.
In some places, like Washington, D.C., you won’t see a line item deduction, but you may still be eligible for paid leave through the state. If you’re unsure, ask your HR or payroll team to confirm which state program applies to you.
When Payroll Classification Affects Paid Family Leave Eligibility
Not long ago, I was at the gym talking with another mom who was preparing to go on parental leave. When I mentioned my work at Hello Bundle, she asked if I could help her sort through her situation. Her company was headquartered in New York, but she lived and worked remotely in California.
The first thing I told her was to check her paycheck. Specifically, I asked if she saw a line item for CASDI (California State Disability Insurance), which as I mentioned above, is the payroll deduction that funds California’s family leave benefits. When she looked, it wasn’t there.
That raised a red flag. I encouraged her to contact HR, and when she did, she discovered they had her classified as a New York employee, even though she worked entirely from California. This meant she wasn’t paying into CASDI at all. If she had applied for California’s family leave benefits without fixing the issue, she would have been denied.
The HR department acknowledged the mistake and corrected her classification so she was officially recognized as a California employee. Once switched, she became eligible for the paid family leave benefits she rightfully qualified for.
Situations like this are more common than people realize, especially for remote workers. That’s exactly why Hello Bundle exists, to help parents navigate payroll classification, state programs, and paid family leave eligibility before it’s too late. We make sure you don’t leave benefits on the table when you need them most.
What Counts Toward Paid Family Leave Eligibility?
Each state has slightly different criteria, but here are the most common requirements to be eligible for benefits:
Work location: You must physically live and perform your work in the state offering benefits.
Payroll contributions: If you work in a state that offers state paid leave, you (or your employer) must pay into the program (through a small paycheck deduction) to be eligible.
Duration of employment: Some states require you to have worked a certain number of weeks or earned a certain amount before qualifying.
Qualifying reason: Leave can typically be taken to bond with a new child, care for a seriously ill family member, or recover from your own serious health condition.
Where you work: If you work in a state that offers paid parental leave, you employer is required to automatically opt you into payroll deductions, making you eligible to file a claim. There are two general exceptions to this.
One: most government workers do not qualify for their state’s paid leave (this includes teachers, state university staff, police officers, city workers, etc).
Two: Some companies opt out of state paid leave and instead offer a policy of their own that is equal to or better than what your state offers called voluntary disability insurance. Look for VDI on your paystub.
How Long Can You Take?
Many states follow the federal Family and Medical Leave Act (FMLA) standard of 12 weeks of unpaid leave, but with state programs, a portion of that time may be eligible for paid benefits. For example:
California offers up to eight weeks of partial wage replacement under Paid Family Leave.
New York provides up to 12 weeks at a percentage of your weekly wage.
New Jersey provides 12 weeks of continuous leave (or up to eight weeks intermittent).
Keep in mind, some states require a medical certificate or other documentation if the leave is to care for a seriously ill family member or to recover from your own condition.
The Role of Disability Insurance
In many states, family leave benefits are tied to the state’s disability insurance program. For example, California’s Paid Family Leave is funded through CASDI. That’s why checking your pay stub for deductions is so important.
If you don’t see contributions listed, you may not be enrolled, and that could affect your paid family leave eligibility.
Why This Matters for Remote Employees
Remote work has blurred the lines of state borders, but the law is still very clear: your family leave benefits depend on where you work. It doesn’t matter if your company is incorporated in New York or headquartered in Texas. If you’re sitting in California every day doing your job, then California’s rules should apply.
How Hello Bundle Can Help
Navigating parental leave isn’t just about knowing the law, it’s about applying it to your unique situation. Remote employees especially need to double-check their status, their deductions, and their options before applying.
At Hello Bundle, we help parents figure out:
Which state program applies to them.
Whether they’re correctly classified for payroll purposes.
How to maximize both state and employer-provided leave.
What documents (like a medical certificate) are required to apply.
We know preparing for a baby, or preparing to care for a seriously ill family member, already comes with enough stress. Leave shouldn’t add to it.
The Bottom Line on Paid Family Leave
If you’re a remote employee, your paid family leave eligibility comes down to one simple rule: it’s based on where you live and work, not where your company is based. Always check your pay stub for clues, confirm with HR, and make sure you’re classified correctly.
Because when it’s time to welcome a new child, recover from a health condition, or support a family member, you want to know you’re truly eligible for paid benefits.
And if all of this feels overwhelming? Contact us here at Hello Bundle. We’ll take the guesswork out of it so you can focus on what matters most, your family.
