2025 Report

Leave of Absence
Benchmark Report

Each year, Larkin reviews client LOA policies to spot key trends and shifts. This report draws on data from 150+ employers, with the largest representation from technology and biotechnology organizations.

150+
Employers Analyzed
126
With CA Employees
100+
Bills Tracked in 2026

California Company Benchmarks

How do leave policies look across our California book of business? Data from 126 Larkin clients with CA employees.

79%
Medical leave capped at 12 weeks
Closely mirrors FMLA/CFRA minimums
58%
Pregnancy leave at 12 weeks or less
42% offer more than 12 weeks
34%
Parental leave extends to 13–26 weeks
Up from prior years
98%
Family care capped at 12 weeks
Nearly universal ceiling
Leave Duration by Type
Medical Pregnancy Parental Family Care
1–12 wks
13–26 wks
27+ / No Max
% of Employers Offering 12+ Weeks of Leave
Medical Pregnancy Parental Family Care
What this means

California employers largely follow statutory floors for duration — but the real differentiation is in salary continuation. Parental leave stands out as the most generously compensated, while family care remains the biggest gap, with over half of employers offering no supplemental pay at all.

High-Growth Tech & Biotech

How do leave policies look among fast-scaling technology and biotech organizations?

88%
Parental: 6+ wks salary continuation
vs. 81% CA average — standout differentiator
49%
Pregnancy leave beyond 12 weeks
7 pts higher than CA baseline
68%
Medical: Pay beyond traditional STD
vs. 49% of all CA employers
5%
Parental leave with no LOA pay
Half the CA average of 10%
Salary Continuation: 6+ Weeks by Leave Type
Medical Pregnancy Parental Family Care
CA Employers
High-Growth Tech & Biotech
Most Common Leave Duration & Pay Structures
Examples of common employer leave policies showing both duration and salary replacement levels.
Parental (13–26 wks) 39%
Pregnancy (13–26 wks) 40%
Medical (6–12 wks salary) 45%
Parental (6–12 wks salary) 45%
Parental (13–26 wks salary) 43%
Takeaway

High-growth tech and biotech companies consistently outpace the broader CA population on salary continuation across every leave type. Parental leave is the standout competitive battleground — 88% offer 6+ weeks of pay, and 43% extend compensation through 13–26 weeks. If your organization competes for tech talent, these are the benchmarks to measure against.

The Legislative Landscape
Is Moving Fast

We track state legislative sessions and leave-related bills year-round. In the first quarter of 2026 alone, there are over 100 active bills touching paid family and medical leave, paid sick time, accommodation requirements, and more — across dozens of states.

PFML programs continue to expand, with states like Virginia, Arizona, and Hawaii pushing toward new contribution and benefit frameworks. Staying ahead of compliance requires real-time visibility.

View Full Legislative Tracker
100+
Active Bills Tracked
25+
States with Activity
10+
New PFML Programs Proposed
5
States with Engrossed Bills
Key Takeaways

What Should Be on Your Radar

01
Parental leave is the competitive battleground
88% of high-growth companies offer 6+ weeks of salary continuation. Organizations that don’t keep pace risk losing talent to competitors who do.
02
Family care is the biggest gap
Over half of CA employers offer no supplemental pay for family care leave. As caregiving responsibilities grow, this gap is becoming a retention risk.
03
Pregnancy policies are trending richer
Nearly half of high-growth employers extend pregnancy leave beyond 12 weeks, and 80% provide supplemental pay. The market is moving.
04
Legislation is accelerating
100+ bills across 25+ states are in play right now. Multi-state compliance is getting more complex, not less — and the cost of getting it wrong is rising.

Want to see how your policies stack up?

Larkin can provide a customized benchmarking analysis tailored to your industry, geography, and company size.

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