Colorado is once again leading the charge in progressive workplace policy with the passage of Senate Bill 25-144 (Linked Below) a thoughtful expansion to the state’s existing Paid Family and Medical Leave Insurance (FAMLI) program. Signed into law by Governor Jared Polis, this update builds on the landmark 2020 ballot initiative that first established paid leave as a right for Colorado workers. And now, with new protections specifically tailored to support parents of medically fragile newborns, the state is pushing the envelope on what compassionate leave can look like in practice.
Starting January 1, 2026, employees whose infants are receiving inpatient care in a Neonatal Intensive Care Unit (NICU) will be eligible for an additional 12 weeks of paid leave—on top of the standard 12 weeks already available under FAMLI. This brings the total available leave to 24 weeks in the most critical cases, offering unprecedented support for families navigating the emotional and financial strain of extended NICU stays. Importantly, this is separate from the extra 4 weeks already allowed for pregnancy or childbirth complications, meaning some parents could access as many as 28 weeks of paid leave under the right circumstances.
This expansion reflects a growing recognition that not all parental leave needs follow the same timeline—and that time spent bonding and supporting a medically vulnerable infant can be just as essential as physical recovery from childbirth. For HR professionals, this means a deeper shift in how you think about leave policies: from mere compliance checklists to proactive, inclusive support systems that meet employees where they are. The NICU provision sets a national precedent, acknowledging the developmental importance of parental presence in early care, and aligning workplace policy with public health research.
While the new benefits don’t go into effect until 2026, the message is clear: Colorado is listening—to workers, to families, and to the evolving landscape of modern employment. For HR teams across industries, now is the time to evaluate how your leave practices, internal communication, and workplace culture are prepared to support employees through life’s most vulnerable moments.