Rhode Island

Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 02/21/2023

Rhode Island Temporary Caregiver Insurance (TCI) and Temporary Disability Insurance (TDI)

What is the Update?

Rhode Island has a disability benefit program called the Temporary Disability Insurance (TDI), and a Temporary Caregiver Insurance (TCI) program for family care leave and parental benefits.

The TCI benefit is increasing from 4 weeks to 5 weeks in 2022, and to 6 weeks in 2023.

The TDI/TCI benefit rate increased to a maximum of $1,007 per week, effective July 1, 2022. It was previously $978 per week. There is an additional 7% for each dependent (maximum of 5 dependents may be claimed). The maximum weekly benefit for TDI/TCI with 5 dependents, effective July 1, 2022, will be $1,359 (was $1,320) per week.

Update (12/16/22): Rhode Island’s Department of Labor and Training recently announced the updated taxable wage base for TDI/TCI effective January 1, 2023. In 2023, the taxable wage base will increase from $81,500 to $84,000, while the maximum annual contribution will be $924. The TDI/TCI contribution rate will remain at 1.1%. TDI/TCI is fully employee-paid. We recommend that you adjust your employee contribution rates to the updated amount, effective January 1, 2023.

Update (01/20/23): Employers are still required to display the RI combination poster found here (see “DLT Required Posters” and “Combination Poster”). This poster has updated for 2023, so we recommend posting the new version in your workplace.

Handbook/Policy Updates

Updates to your company handbook may need to be made if you include Rhode Island state-specific income replacement benefits information. 

Notice Requirements

There are no specific updates required to the RI Combination Poster, which simply confirms high level information. Employers are still required to display this Combination Poster.

Larkin Action

The Larkin Company will consider any law changes carefully, and update our internal resources and processes, as well as our employee leave information packets, if necessary.

Further Company Considerations

Please ensure as a company you are offsetting any salary continuation/company top-up pay aligned with the updated weekly benefit rate maximum effective July 2022, the increased number of benefit weeks, and adjusted maximum annual contribution rate effective 2023.

Note: claims that begin after this date are eligible for the new benefit rate. The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations or STD, accordingly, if we handle these services for you.

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The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.