articleIcon-icon

Article

9 min read

Rhode Island TCI (Paid Leave) vs Unpaid Leave in 2025

PEO

US payroll

Image

Author

Shannon Ongaro

Last Update

June 26, 2025

Table of Contents

Rhode Island unpaid leave

What Rhode Island unpaid leave covers

Eligibility and applicability

Job protection and benefits

How to apply

Rhode Island Parental and Family Leave and the FMLA

New Paid Family and Medical Leave program

Rhode Island Paid Leave (TCI) vs Unpaid Leave

Stay compliant in Rhode Island with Deel PEO

Key takeaways
  1. In 2025, Rhode Island employees can receive up to 7 weeks of paid leave through TCI. Through RIPFMLA, eligible employees may take up to 13 weeks of unpaid, job-protected leave in a 24-month period for similar reasons.

  2. Both paid and unpaid leave provide job protection, but TCI offers partial wage replacement for bonding or caregiving.

  3. With Deel PEO, you can simplify Rhode Island leave compliance and manage payroll, benefits, and leave tracking in one place.

Managing parental and family leave in Rhode Island means keeping up with overlapping state and federal laws.

With Temporary Caregiver Insurance (TCI), the Rhode Island Parental & Family Medical Leave Act (RIPFMLA), and federal FMLA all in play, it can be tough to understand who qualifies for what, how to track leave accurately, and how to keep payroll and benefits on track during time off.

This guide breaks down what Rhode Island employers need to know about paid and unpaid leave—what’s required, what’s changing, and how to stay compliant without overburdening your HR team.

We’ll cover eligibility, job protection rules, and the practical steps to managing leave requests under TCI and RIPFMLA.

At Deel, we help companies navigate complex leave laws across the US and globally. Use this guide to build a compliant leave process so your team gets the support they need, and your business stays on track.

Rhode Island unpaid leave

Rhode Island’s Parental & Family Medical Leave Act (RIPFMLA) provides eligible employees with up to 13 weeks of unpaid leave in a 24-month period for the birth or adoption of a child or for a family member’s serious illness.

The law applies to employers with 50 or more employees and runs concurrently with the federal Family and Medical Leave Act (FMLA), so workers receive whichever protection is more favorable.

What Rhode Island unpaid leave covers

Rhode Island combines parental and family leave into one 13-week allowance usable over a 2-year period. Employees can “mix and match” qualifying reasons within that cap. For example, taking part of the leave for parental bonding and part for family caregiving, up to a total of 13 weeks.

Leave type Length of leave
Parental leave: Time off for the birth of an employee’s child or the adoption of a child (age 16 or younger) 13 weeks (within 24 months)
Family leave: Time off for a serious illness of the employee or the employee’s close family member (such as a parent, spouse, child, or parent-in-law) 13 weeks (within 24 months)

Looking for information on Rhode Island Total Disability Insurance? Read our guide to Rhode Island TDI for a breakdown of the criteria, benefits, coverage, and more.

A Guide to HR Outsourcing inline illustration

Free guide

A Beginner’s Guide to HR Outsourcing
This guide dives deep into everything you need to know about outsourcing HR functions. Whether you're a small business owner, support a midsize business, or are a startup looking for the best HR solutions, you’ll come out knowing the HR outsourcing models and vendors that could work for your team.

Eligibility and applicability

Employee eligibility

Employees are eligible if they have been employed by the company for at least 12 consecutive months and worked an average of 30+ hours per week in that time.

Employer applicability

Rhode Island’s parental/family leave law applies to private-sector employers with 50 or more employees. Smaller employers are not required to provide this state leave, though employees may still have other protections (such as under the federal FMLA if applicable).

Job protection and benefits

During Rhode Island parental or family leave, an employee’s job is protected. When the leave ends, the employer must reinstate the employee to the same or an equivalent position with the same pay, benefits, seniority, and other terms of employment.

Employers also must maintain the employee’s group health insurance coverage on the same terms as if they were working.

Rhode Island allows an employer to require the employee to pay the health premium upfront for the leave period, but this amount must be refunded within 10 days of the employee returning to work.

us payroll guide

Guide

Step-by-Step Guide to US Payroll
Get a clear breakdown of how to manage payroll in the US, including how to calculate payroll taxes, navigate local labor requirements, the top payroll software options, and more.

How to apply

Employees should provide at least 30 days’ advance notice to their employer before starting parental or family leave, when the need for leave is foreseeable. If a medical emergency or unexpected situation arises that prevents early notice, the employee must inform the employer as soon as practicable. Employers are allowed to request a certification from a health care provider to verify the serious health condition and the expected duration of the leave.

Rhode Island Parental and Family Leave and the FMLA

Rhode Island’s leave law works in tandem with the federal FMLA. In practice, an eligible employee’s time off will run concurrently under both Rhode Island law and FMLA (rather than doubling the time off). This ensures the leave period counts against both entitlements simultaneously. When both laws apply, the employee effectively receives the most favorable provisions of each.

In addition to the unpaid job-protected leave, Rhode Island offers a paid family leave benefit through its Temporary Caregiver Insurance (TCI) program.

Beginning January 1, 2025, eligible workers can receive up to 7 weeks of partial wage-replacement benefits under TCI, for time off to bond with a new child (birth, adoption, or foster placement) or to care for a seriously ill family member.

This is a state-administered insurance program funded by employee payroll contributions, and it provides around 60% of the employee’s wages during leave. On January 1, 2026, the paid benefit will increase to 8 weeks total.

  • Jan 1, 2025: TCI paid leave maximum increased from 6 weeks to 7 weeks
  • Jan 1, 2026: TCI paid leave maximum increases to 8 weeks

The TCI program is voluntary in the sense that employees must apply for benefits through the state, but all private employers are automatically covered (there is no opt-out or private plan alternative). Job protection during TCI leave is guaranteed for employees who qualify under Rhode Island’s leave law.

Continuous Compliance™
Unlock Continuous Compliance™ with Deel
Keep your finger on the pulse of global compliance issues like never before. Our Compliance Hub provides access to the latest regulatory updates and risk warnings, offering guidance and actionable alerts to enhance compliance—all in a single place.
Feature Unpaid Leave (RIPFMLA) Paid Leave (TCI Program)
Employer Size 50+ employees (private sector) All employers (no size threshold; state-run benefit)
Duration 13 weeks (within 24 months) 7 weeks per year (8 weeks from 2026)
Wage Replacement None (unpaid) ~60% of wages
Job Protection Yes – position and benefits must be restored Yes – by law, with reinstatement rights for eligible leave-takers
Covered Reasons Birth or adoption of a child; the employee’s own serious health condition; caring for a seriously ill parent, spouse, child, or parent-in-law Bonding with a new child (birth, adoption, foster); caring for a seriously ill family member (includes broader family definitions like domestic partner, in-laws, grandparents)

Stay compliant in Rhode Island with Deel PEO

New to managing parental and family leave in Rhode Island? With Deel PEO you can offload the complexity of compliance and let experts handle the process for you. We act as your trusted partner for HR, payroll, and benefits, ensuring your company follows Rhode Island leave laws while you focus on your business.

Here’s what Deel PEO provides:

  • Fully in-house operations: Deel’s platform and team manage everything from leave tracking to payroll adjustments internally
  • Expert payroll, HR, and benefits compliance: Our specialists stay on top of Rhode Island’s regulations (like parental leave and tax updates)
  • Exclusive Aetna International health plans: Access health insurance options that cover your US W-2 employees globally
  • 60+ domestic benefit plans: Offer competitive benefits packages tailored to US teams
  • Trainings, written policies, on-demand HR support: Compliant policy templates, manager training, and expert guidance

Ready to simplify Rhode Island leave compliance? Book a 30-minute call with our experts to see how Deel PEO can support your team.

Disclaimer: This article is for informational purposes only and is not legal advice.

Image

About the author

Shannon Ongaro is a content marketing manager and trained journalist with over a decade of experience producing content that supports franchisees, small businesses, and global enterprises. Over the years, she’s covered topics such as payroll, HR tech, workplace culture, and more. At Deel, Shannon specializes in thought leadership and global payroll content.

linkedin-icontwitter-iconfacebook-icon