New York DBL & PFL Concurrent Leave Calculator 2026 — Estimate Your Combined 26‑Week Benefit

By Shyraz Habib — Founder, AKCalc. Last verified January 2026.

2026 NY DBL + PFL Combined Benefit — Instant Examples

See how the math works. All examples assume 8 weeks of DBL followed by 12 weeks of PFL, using the official 2026 rates. DBL includes a 7‑day unpaid waiting period, so 8 weeks of DBL = 7 paid weeks.

Your Average Weekly Wage (AWW)	Weekly DBL Benefit	Weekly PFL Benefit	8 wks DBL + 12 wks PFL — Total Payout
$800	$170 (capped)	$536.00	$7,622.00 (7 paid DBL weeks + 12 PFL weeks)
$1,500	$170 (capped)	$1,005.00	$13,250.00 (7 paid DBL weeks + 12 PFL weeks)
$2,000	$170 (capped)	$1,228.53 (capped)	$15,932.36 (7 paid DBL weeks + 12 PFL weeks)
$4,000	$170 (capped)	$1,228.53 (capped)	$15,932.36 (7 paid DBL weeks + 12 PFL weeks — both caps apply)

All amounts are estimates. DBL includes a 7‑day unpaid waiting period, so 8 weeks of DBL = 7 paid weeks. PFL has no waiting period. Your actual benefit depends on your verified Average Weekly Wage.

Updated January 2026 based on NY State Workers' Compensation Board and NY Paid Family Leave Program rates.

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What Is the NY DBL and PFL Concurrent Leave Rule?

The short answer: DBL and PFL cannot be taken at the same time. Despite the common search term "concurrent leave," New York law requires these two benefits to be taken sequentially — not simultaneously.

Here's what the "concurrent" rule actually means:

• DBL (Disability Benefits Law) covers your own disability — recovery from childbirth, surgery, or a non‑work injury or illness.
• PFL (Paid Family Leave) covers bonding with a new child, caring for a family member with a serious health condition, or qualifying military family leave.
• You can receive both DBL and PFL during the same 52‑week period, but you cannot receive both in the same week.
• Combined maximum: 26 weeks of total paid leave in any 52‑week period.

What about FMLA? FMLA (unpaid, job‑protected leave) does run concurrently with both DBL and PFL. If you qualify for FMLA, your 12‑week FMLA clock runs at the same time as your DBL or PFL leave. This is the true "concurrent" relationship — but FMLA is unpaid, while DBL and PFL provide wage replacement.

The 26‑Week Combined Maximum Explained

New York law caps your combined DBL and PFL benefits at 26 weeks in any 52‑week period. This means:

• If you take 8 weeks of DBL for recovery, you have 18 weeks of PFL remaining (26 − 8 = 18), but PFL itself is capped at 12 weeks per benefit year.
• If you take all 12 weeks of PFL for bonding, you have 14 weeks of DBL remaining (26 − 12 = 14).
• You cannot take 26 weeks of DBL and then 12 weeks of PFL — that would be 38 weeks, which exceeds the 26‑week combined limit.

The 52‑week lookback period is rolling. If you took any DBL or PFL leave in the past year, that time counts toward your 26‑week limit for the current leave.

Example: If you took 10 weeks of DBL 8 months ago, you have 16 weeks of combined DBL + PFL remaining (26 − 10 = 16) until the 52‑week window resets.

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Which Leave Should You Take First — DBL or PFL?

The standard and most financially optimal approach is to take DBL first, then PFL. Here's why:

• DBL has a 7‑day unpaid waiting period. If you take PFL first, you don't get paid for that week either — but you could have used that week for PFL (which has no waiting period) and still gotten paid.
• DBL covers your own disability. If you're recovering from childbirth or surgery, you need DBL first because you're medically unable to work. PFL only covers bonding or caring for someone else.
• Maximize your total paid weeks. By taking DBL first, you get paid for the maximum number of weeks. If you take PFL first, you're paid for 12 weeks, then DBL for up to 14 more weeks (since the 26‑week combined limit applies) — but you still lose the first week of DBL to the waiting period. The order doesn't change the total paid weeks, but it affects cash flow and timing.

What if I take PFL first, then DBL? You can do this, but it's unusual. PFL is for bonding or family care, which typically starts after your own recovery. If you have a family care situation that requires leave before your own disability, you might take PFL first. Just remember: the 26‑week combined limit still applies, and DBL's 7‑day waiting period still applies whenever you start DBL.

2026 NY DBL and PFL Benefit Rates — Updated

All rates are effective January 1, 2026. These are the official figures from the NY State Workers' Compensation Board and the NY State Paid Family Leave Program.

2026 DBL Rates

Metric	2026 Value	2025 Value (for comparison)
Wage replacement rate	50% of AWW	50% of AWW
Maximum weekly benefit	$170	$170
Maximum duration	26 weeks	26 weeks
Waiting period	7 days (unpaid)	7 days (unpaid)

2026 PFL Rates

Metric	2026 Value	2025 Value (for comparison)
Wage replacement rate	67% of AWW	67% of AWW
New York State Average Weekly Wage (NYSAWW)	$1,833.63	$1,757.19
Maximum weekly benefit	$1,228.53	$1,177.32
Maximum duration	12 weeks	12 weeks
Waiting period	None	None
Minimum weekly benefit (if AWW > $100)	$100	$100

Key takeaway: The PFL maximum increased from $1,177.32 in 2025 to $1,228.53 in 2026 — a $51.21 increase. The DBL maximum has remained unchanged at $170 for decades.

These rates are based on the New York State Average Weekly Wage (NYSAWW) of $1,833.63 for 2026.

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DBL vs PFL vs FMLA — Complete Comparison Table

Understanding the differences between these three leave programs is critical for planning. Here's how they stack up side‑by‑side.

Feature	NY DBL	NY PFL	FMLA (Federal)
Purpose	Your own disability (injury, illness, pregnancy)	Bonding, family care, military exigency	Your own serious health condition, family care, bonding, military
Wage replacement	50% of AWW (max $170/week)	67% of AWW (max $1,228.53/week; min $100/week if AWW > $100)	Unpaid
Maximum duration	26 weeks	12 weeks	12 weeks
Job protection	No	Yes	Yes (for eligible employers)
Waiting period	7 days (unpaid)	None	None
Employer size	All employers with 1+ employees	All employers with 1+ employees	Employers with 50+ employees
Employee eligibility	4 weeks full‑time or 25 days part‑time	26 weeks (20+ hrs/week) or 175 days (<20 hrs/week)	12 months, 1,250 hours, 50+ employees within 75 miles
DBL/PFL taxability	Subject to FICA (Social Security & Medicare) taxes	Taxable; withholding optional	N/A (unpaid)
Concurrent with other leave?	No (cannot run with PFL)	No (cannot run with DBL)	Yes (runs concurrently with DBL and PFL)

The bottom line: DBL pays a small amount, PFL pays significantly more, and FMLA protects your job but pays nothing. For most employees, the optimal strategy is DBL (for your own recovery) followed by PFL (for bonding or family care), while FMLA runs alongside both.

Real Scenarios — See Exactly How the Math Works

These are real‑world examples using 2026 rates. Use these to benchmark your own calculation.

Scenario 1: Maternity Leave (C‑Section)

You have an AWW of $1,500. You take 8 weeks of DBL for recovery from a C‑section, then 12 weeks of PFL for bonding.

• DBL weekly benefit: $170 (capped — 50% of $1,500 = $750, capped at $170)
• PFL weekly benefit: $1,005 (67% of $1,500 = $1,005, below the $1,228.53 cap)
• DBL paid weeks: 7 (first week unpaid due to 7‑day waiting period)
• Total DBL payout: 7 × $170 = $1,190
• Total PFL payout: 12 × $1,005 = $12,060
• Total combined payout: $13,250
• Total paid leave: 19 weeks (7 paid DBL + 12 PFL)
• Combined limit used: 20 weeks (8 DBL + 12 PFL), leaving 6 weeks of combined entitlement remaining

Scenario 2: Maternity Leave (Vaginal Delivery)

You have an AWW of $800. You take 6 weeks of DBL for recovery from a vaginal delivery, then 12 weeks of PFL for bonding.

• DBL weekly benefit: $170 (capped — 50% of $800 = $400, capped at $170)
• PFL weekly benefit: $536 (67% of $800)
• DBL paid weeks: 5 (first week unpaid due to 7‑day waiting period)
• Total DBL payout: 5 × $170 = $850
• Total PFL payout: 12 × $536 = $6,432
• Total combined payout: $7,282
• Total paid leave: 17 weeks (5 paid DBL + 12 PFL)
• Combined limit used: 18 weeks (6 DBL + 12 PFL), leaving 8 weeks of combined entitlement remaining

Scenario 3: Family Care Leave (PFL Only)

You have an AWW of $2,500. You need to care for a family member with a serious health condition. You take 12 weeks of PFL.

• PFL weekly benefit: $1,228.53 (capped — 67% of $2,500 = $1,675, capped at 67% of NYSAWW = $1,228.53)
• Total PFL payout: 12 × $1,228.53 = $14,742.36
• Total combined payout: $14,742.36
• Combined limit used: 12 weeks, leaving 14 weeks of combined entitlement remaining

Scenario 4: Maximum 26‑Week Combined Leave

You have an AWW of $4,000. You take 14 weeks of DBL for a serious illness, then 12 weeks of PFL for bonding.

• DBL weekly benefit: $170 (capped)
• PFL weekly benefit: $1,228.53 (capped)
• DBL paid weeks: 13 (first week unpaid due to 7‑day waiting period)
• Total DBL payout: 13 × $170 = $2,210
• Total PFL payout: 12 × $1,228.53 = $14,742.36
• Total combined payout: $16,952.36
• Total paid leave: 25 weeks (13 paid DBL + 12 PFL)
• Combined limit used: 26 weeks (14 DBL + 12 PFL), fully utilizing the 26‑week maximum
• Note: You used all 26 weeks of combined entitlement. No more paid leave is available in this 52‑week period.

These scenarios show the range of outcomes depending on your AWW and how much leave you take. The most important factor is your AWW — higher wages mean higher PFL benefits until the cap is reached at the NYSAWW of $1,833.63.

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Eligibility Requirements — Do You Qualify for DBL and PFL?

Eligibility rules differ between DBL and PFL. Use this checklist to see if you qualify for each program.

DBL Eligibility

• Employment: You must be a covered employee. Most private‑sector employees in New York are covered. Exceptions include federal employees, some clergy, and certain railroad workers.
• Work history: You must have worked for your employer for at least 4 consecutive weeks (full‑time) or 25 days (part‑time or seasonal) before your disability begins.
• Disability: Your condition must be a non‑work‑related injury, illness, or pregnancy that prevents you from working. Work‑related injuries are covered by workers' compensation, not DBL.
• Waiting period: You must serve a 7‑day unpaid waiting period before DBL benefits begin. Benefits start on the eighth consecutive day of disability.
• Employer coverage: Employers with one or more employees must provide DBL coverage (either through an insurance carrier or self‑insurance).

PFL Eligibility

• Employment: You must be a covered employee. Most private‑sector employees with one or more employees are covered.
• Work history: You must have worked for your employer for at least 26 consecutive weeks (if you work 20+ hours per week) or 175 days (if you work less than 20 hours per week) before your leave starts.
• Leave reason: You must be taking leave for one of these reasons:
  • Bonding with a newborn, adopted child, or foster child within 12 months of the child's placement.
  • Caring for a family member (spouse, domestic partner, child, parent, grandparent, grandchild, sibling) with a serious health condition.
  • Military family leave (when your family member is on active duty or notified of a call to active duty).
• No waiting period: PFL benefits begin on the first day of leave — no unpaid waiting period.
• Job protection: PFL provides job protection. Your employer must restore you to your same or equivalent position when you return.
• Minimum benefit: If your AWW is more than $100, the minimum weekly PFL benefit is $100. If your AWW is $100 or less, you receive your full wages.

Who is exempt? Federal employees, some state and local government employees, and certain union members may be exempt from NY PFL. Self-employed individuals are not automatically covered, but they can opt in to NY PFL coverage voluntarily. Check with your employer or the NY State PFL website for specifics.

How to Apply for NY DBL and PFL

Applying for these benefits involves different processes. Follow these steps to ensure you receive your payments.

How to Apply for DBL

1. Get a medical certification. Your healthcare provider must complete a Disability Form DB-450 (Notice and Proof of Claim for Disability Benefits), specifically the Health Care Provider's Statement section.
2. Obtain the DBL claim form. Get Form DB-450 from your employer, their insurance carrier, or download it directly from the NY Workers' Compensation Board at wcb.ny.gov.
3. Submit within 30 days. Submit the completed form to your employer's DBL insurance carrier within 30 days of your first day of disability. If you file late, you may not be paid for any disability period more than two weeks before the date you filed. Late filings may be excused if you can show it wasn't reasonably possible to file earlier. No benefits are payable if you file more than 26 weeks after your disability begins.
4. Wait for approval. The carrier has 18 days to approve or deny your claim. Benefits begin on the eighth consecutive day of disability (after the 7‑day unpaid waiting period).
5. Provide updates. If your disability extends beyond the initial period, you may need to submit updated medical certifications.

Timeline: Submit your claim as soon as possible. Delays can push back your first payment. If you file on time and your claim is not paid promptly, contact your employer or their insurer.

How to Apply for PFL

1. Notify your employer. Give at least 30 days' notice before your planned PFL start date, unless it's an emergency.
2. Complete the PFL claim form. You can use the official NY State PFL form (PFL‑1) or your employer's designated form. Provide details about your leave reason and expected dates.
3. Provide supporting documentation. For bonding: a birth certificate, adoption paperwork, or foster care placement letter. For family care: a healthcare provider's certification (Form PFL‑2) confirming the family member's serious health condition.
4. Submit to your employer's PFL insurance carrier. Your employer will give you the carrier's contact information. Carriers have 18 days to pay or deny your claim after receiving your completed request. After the initial payment, benefits are paid biweekly.

Important Deadlines and Notice Requirements

• DBL: File within 30 days of the start of your disability. If you file late, you may not be paid for any disability period more than two weeks before the date you filed (late filings may be excused for good cause). No benefits are payable if you file more than 26 weeks after your disability begins.
• PFL: You must give at least 30 days' notice unless the leave is unforeseeable. If you don't, your employer can delay your leave start date by up to 30 days.
• Both: If you're on DBL and plan to transition to PFL, you must apply for PFL separately. Your DBL carrier won't automatically switch you to PFL.

Pro tip: Keep copies of everything you submit. Follow up with the carrier if you don't hear back within 18 days. Delays are common, so stay proactive.

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What Makes This Calculator Different — Combined DBL + PFL Planning in One Tool

Most free calculators on the web show only your PFL benefit, and a few show DBL on its own. Very few combine both into a single sequential-leave plan. This one does — so you can see your total picture for up to 26 weeks of leave in one place.

Here's what sets this page apart:

• Combined calculation. Enter your Average Weekly Wage and the number of weeks you plan for DBL and PFL. The calculator instantly shows your weekly benefit for both programs, plus your total combined payout for the entire leave.
• Real scenarios. We don't just give you a formula — we show you exactly how the math works with 4 different real‑life examples (maternity, family care, and maximum leave). You can compare your situation to these benchmarks.
• Sequential leave planning. We clarify the "concurrent" confusion. DBL and PFL cannot be taken simultaneously — they must be sequential. FMLA runs concurrently, but that's a different concept. This page explains the difference in plain English.
• 2026 rates, updated. All numbers are verified for 2026 — including the new PFL cap of $1,228.53 (up from $1,177.32 in 2025).
• No email required. Use the calculator immediately. No sign‑up, no paywall. Just enter your numbers and get your estimate.

The bottom line: If you're planning a leave that involves both DBL and PFL — like maternity leave, a surgery recovery followed by bonding, or a combination of your own illness and family care — this tool gives you the full picture in one calculation, where most calculators stop at PFL alone.

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Frequently Asked Questions About NY DBL and PFL

Still have questions? Check the official NY State Paid Family Leave website or consult your HR department.

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Methodology — How This Calculator Works

Our New York DBL and PFL Concurrent Leave Calculator uses the official 2026 formulas from the NY State Workers' Compensation Board and the NY State Paid Family Leave website.

Calculation Logic

• DBL weekly benefit: 50% of your Average Weekly Wage (AWW), capped at a maximum of $170 per week for 2026.
• PFL weekly benefit: 67% of your AWW, capped at 67% of the New York State Average Weekly Wage (NYSAWW). For 2026, the NYSAWW is $1,833.63, so the PFL cap is $1,228.53. If your AWW exceeds $100, the minimum PFL benefit is $100; if your AWW is $100 or below, you receive your full wages.
• Total DBL payout: DBL weekly benefit × (DBL weeks entered − 1), because the first week is an unpaid waiting period. Benefits begin on the eighth consecutive day of disability.
• Total PFL payout: PFL weekly benefit × PFL weeks entered. PFL has no waiting period.
• Combined total: Total DBL payout + Total PFL payout.
• Combined weeks: DBL weeks entered + PFL weeks entered. This must not exceed 26 weeks in any 52‑week period.

Data Sources

• NY State Workers' Compensation Board — Disability Benefits (DBL) rates, rules, and eligibility (WCL §204, §205, §208)
• NY State Paid Family Leave Program (paidfamilyleave.ny.gov) — official 2026 rates and eligibility criteria
• NYS Department of Financial Services — 2026 PFL contribution rate announcement (0.432%, max $411.91)

Assumptions

• Your Average Weekly Wage (AWW) is calculated based on your gross weekly salary. The calculator does not account for bonuses, commissions, or tips beyond your stated AWW.
• You are a covered employee and meet the eligibility requirements for both DBL and PFL.
• Your leave is continuous (not intermittent) unless you are specifically planning intermittent PFL.
• Benefit rates are accurate for the 2026 calendar year and are locked in on the first day of your leave. Rates are subject to change annually.

Limitations

• This calculator provides an estimate only. Actual benefits are determined by your employer's insurance carrier and the NY State Workers' Compensation Board.
• This calculator does not account for employer‑provided short‑term disability (STD) benefits, which may supplement or replace statutory DBL.
• New York DBL has a statutory minimum weekly benefit of $20 (or your full weekly wage if it is below $20). This calculator does not apply that minimum, so results for very low Average Weekly Wages may be lower than the legal minimum benefit.
• DBL benefits are subject to FICA (Social Security and Medicare) taxes. PFL benefits are taxable as income; voluntary withholding is available. This calculator does not model tax impacts.
• This is not legal or financial advice. Consult your HR department or an employment attorney for official guidance.

Official NY State Resources

• NY State Paid Family Leave — Official Website
• NY State Workers' Compensation Board
• NY DBL Employee Benefits — Workers' Compensation Board
• Official NY PFL Wage Benefit Calculator
• NYS Department of Financial Services