Leave laws continue to evolve across the country, with several new requirements taking shape for 2027. Here’s a quick look at the latest changes HR teams should have on their radar.
Illinois: Menopause Accommodations and Paid Jury Duty Leave
Beginning January 1, 2027, Illinois will expand its pregnancy accommodation protections under the Illinois Human Rights Act to include menopause-related conditions, such as perimenopause, menopause, and associated medical or symptomatic conditions. Reasonable accommodations may include flexible scheduling, modified work hours, climate-adjusted workspaces, and, when appropriate, leaves of absence.
Illinois already requires employers to provide eligible employees with job-protected leave for jury service. Beginning January 1, 2027, employers with more than 25 employees must also pay employees at their regular rate for time spent serving on jury duty.
Maryland: FAMLI Registration and Private Plan Deadlines Approach
Maryland continues to move toward implementation of its paid family and medical leave program, FAMLI, with payroll contributions beginning January 1, 2027, and benefits becoming available in January 2028. Employers with at least one employee working in Maryland must register with the program. Employers planning to apply for a private plan in 2027 and be exempt from remitting contributions to the state plan during 2027 must submit a Declaration of Intent between September 1 and November 15, 2026.
San Francisco: Paid Parental Leave Tenure Requirement Shortened
San Francisco has finalized amendments to its Paid Parental Leave Ordinance, which requires covered employers to supplement California Paid Family Leave benefits during bonding leave so eligible employees receive up to 100% of normal weekly wages, subject to a weekly cap, for up to eight weeks. The amendments reduce the tenure requirement from 180 days to 90 days, phased in by employer size: employers with 100 or more employees move to 90 days on January 1, 2027, while employers with 20–99 employees move to 90 days on January 1, 2028. Other employee eligibility requirements remain, including working at least eight hours per week in San Francisco, performing at least 40% of weekly hours there, and qualifying for California Paid Family Leave for bonding.
Massachusetts: $4.7 Million Verdict Highlights PFML Retaliation Risk
A recent Massachusetts jury verdict is a reminder that employment decisions involving employees who have taken Paid Family and Medical Leave (PFML) deserve extra care. In Boyle v. Wayfair, a jury awarded approximately $4.7 million on retaliation claims, including a finding that Wayfair retaliated against an employee for taking PFML. Massachusetts PFML creates a presumption of retaliation when a negative change in an employee’s seniority, status, benefits, pay, or other terms or conditions of employment occurs during PFML or within six months after leave or restoration. Employers must rebut that presumption with clear and convincing evidence, so they should document performance issues consistently and carefully review significant employment actions during that six-month window.
