Massachusetts Paid Family and Medical Leave (PFML) provides most workers in the Commonwealth with job-protected, paid time off for certain family and medical reasons. The law applies broadly to employers and employees across the state. Whether you’re welcoming a new child, caring for a loved one or facing your own health challenges, PFML is designed to offer financial stability during critical life events.
PFML Coverage
PFML covers several types of leave. Employees may take medical leave to manage their own “serious health condition” (as defined by the law), including pregnancy and recovery from childbirth. Family leave is available to bond with a new child (by birth, adoption or foster placement), care for a family member with a serious health condition or address issues arising from a family member’s active military duty.
In a single benefit year, an eligible worker may take up to 20 weeks of medical leave, up to 12 weeks of family leave or up to 26 weeks in total when leave types are combined.
Employees become eligible for PFML once they have earned at least $6,300 (subject to periodic adjustment) in the past four calendar quarters and meet certain other criteria. The benefit is funded through payroll contributions shared by employees and most employers, which are remitted to the Commonwealth’s Department of Family and Medical Leave (DFML).
To apply, the employee must submit an application directly to the DFML, which includes medical or other supporting documentation depending on the leave type. Claims should be submitted through the state’s online portal, and employees are generally required to provide advance notice to their employer before filing.
Employer Obligations
Employers have several obligations under PFML. They must post required workplace notices, provide written information about the program to new hires and ensure proper collection and remittance of contributions.
Employers may qualify for an exemption from contribution and related requirements if they offer a private plan with benefits equal to or better than the state program and receive state approval.
Moreover, employers are prohibited from taking any adverse action, such as termination, demotion or other disciplinary action against an employee for exercising their right to take PFML leave. PFML also interacts with other laws, such as the federal Family and Medical Leave Act (FMLA), so employers should be mindful of how leave entitlements overlap and differ.
PFML compliance is not always straightforward. Employers should ensure their policies and procedures align with the law to avoid penalties and protect employee rights.
Whether you’re an employer developing a leave policy or an employee planning to take leave, our firm can provide guidance tailored to your specific situation. Contact us to learn more about how Massachusetts Paid Family and Medical Leave affects your workplace or personal circumstances.