New York vs Connecticut: paid leave cost compared, 2026
On 25 employees and $2,000,000 of annual payroll, Connecticut costs $10,000 in total premium and New York costs $8,640 — a difference of $1,360 a year. The employer’s own exposure differs by more, because the two states split the premium differently.
New York
$8,640
total premium on 25 staff and $2,000,000 payroll
- Employer pays
- $0
- Employees pay
- $8,640
- Rate applied
- 0.432%
Connecticut
$10,000
total premium on 25 staff and $2,000,000 payroll
- Employer pays
- $0
- Employees pay
- $10,000
- Rate applied
- 0.5%
Estimates only. Confirm current rates with your state agency before filing or budgeting.
Rules side by side
| New York | Connecticut | |
|---|---|---|
| Program | Paid Family Leave | Connecticut Paid Leave |
| Total contribution rate | 0.432% | 0.5% |
| Employer share | 0% | 0% |
| Employee share | 100% | 100% |
| Wage cap per employee | $95,349 | $184,500 |
| Small-employer relief | None | None |
| Private plan allowed | Yes | Yes |
| Maximum weekly benefit | $1,229 | $1,016 |
What actually differs
- Who funds it. New York is entirely employee-funded, so the employer's cost is administrative only. Connecticut is entirely employee-funded, so the employer's cost is administrative only. Comparing the headline rates alone will mislead you whenever the splits differ this much.
- Where the cost stops. New York caps subject wages at $95,349 per employee and Connecticut at $184,500. For a team earning above both, the effective cost gap is narrower than the headline rates suggest.
- Small-employer treatment. New York offers none — the full rate applies from your first employee. Connecticut offers none — the full rate applies from your first employee. If you are near either threshold, check which headcount basis applies before assuming you qualify.
Last verified August 18, 2026Source: NYS Workers’ Compensation Board
Last verified August 18, 2026Source: Connecticut Paid Leave Authority
Employing in both?
Add New York and Connecticut to the multi-state calculator and see the combined figure, with each state’s cap and small-employer rule applied separately.
Calculate both together