Even as paid family leave has stalled at the federal level, a growing number of states have taken up the issue in recent years. Thirteen states and Washington, D.C., have now passed legislation that makes paid leave mandatory, while a handful of other states have also introduced voluntary systems that leave it to private insurance companies and employers to opt into the benefit.
Despite those legislative wins, however, a new report by the nonprofit Moms First and McKinsey indicates that many eligible workers in states with mandatory paid leave are not taking advantage of their access to the benefit. The analysis focused on the paid-leave programs in New York, New Jersey, and California—which were among the first states to offer the benefit—and also surveyed over 2,000 parents in those states.
Who is eligible for paid leave
The vast majority of working parents were eligible for paid leave, in spite of the variation in state-specific requirements for wages or time worked. But the report found that only 40% of eligible parents actually used their paid-leave benefits in 2022, which were worth an estimated $6,000 to $10,000 per person. The families that did take advantage of those policies reported being nearly twice as satisfied with paid leave than they were with other state benefits; at the same time, parents were less likely to take paid leave when compared to similar government offerings like unemployment benefits.
Even as more states have adopted laws mandating paid leave, most workers across the country still lack access to it: As of 2024, only 31% of full-time employees in the U.S. had paid leave. There are a number of reasons why utilization of paid leave may be lower than expected, given how critical the benefit can be for families. First is a lack of awareness, which might explain why parents are more likely to use unemployment benefits; of the respondents who did not use paid leave, 60% said they did not know it was available.
Why workers don’t take paid leave
Other parents were aware of the benefit but didn’t feel comfortable using it, either due to concerns over job security or career progression. “I would have taken [paid family leave] if I could afford it and wouldn’t lose my job,” one New York-based mother told Moms First. Low-wage workers were especially likely to worry about whether they could afford to take leave—even in New York, where the paid leave law explicitly promises job protection. In some cases, there were concerns over wage replacement, since paid leave laws typically only cover part of an employee’s salary (anywhere from 60% to 90%, depending on how much they earn).
But the report also indicates that the very disparities that make paid leave so important play a role in why many parents are not fully utilizing the benefit. Since women are more likely to shoulder a greater share of childcare responsibilities, there are fewer women who are eligible for paid leave. In some cases, they may not meet the wage or time worked criteria mandated by state law. (Overall labor participation is also higher for men than it is for women.) In many cases, the cost of childcare can lead one parent to drop out of the workforce and stay home with their children—a burden that disproportionately falls on women.
On the other hand, while more men are eligible for paid leave benefits, they are less inclined to use them—half as likely, in fact. (The unused parental leave captured by the report came to a total of six million weeks, with men accounting for four million.) A number of male respondents actually noted that they didn’t think it was necessary to take leave if their partner was already doing so. Race, too, seems to play a role in how widely paid leave is utilized: On the whole, Latino and Black parents are less likely to be eligible for the benefit than white and Asian parents. When they do have access to it, however, Black parents are the most likely to use paid leave.
Administrative challenges
Another significant hurdle is the administrative burden of applying for paid leave. While many parents who used paid leave expressed satisfaction with the benefit after the fact, almost 60% who opted out said they were frustrated by the application process. Even when paid leave is provided by the state, the vast majority of parents relied on their employer to help guide them through a complicated process, which is likely easier to navigate at large companies that are better positioned to assist their workers.
In the absence of a federal law—which lost traction after the pandemic—advocates for paid leave have pushed for legislation at the state level, leading many progressive states to adopt mandatory policies over the past decade. But the Moms First report makes clear that without increasing utilization of paid leave, countless parents are not reaping the benefits, from offsetting the steep cost of childcare to improving health outcomes for mothers and children.
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