Paid Family Medical Leave
Since January 2021, many Massachusetts workers began receiving benefits from the new Massachusetts Paid Family Medical Leave (PFML) law. While similar in many ways to the Federal law, the Family Medical Leave Act (FMLA) , the Massachusetts State law is different in that it provides for paid leave and extends the coverage period for many everyday situations.
Covered individuals may be entitled to up to 20 weeks of paid medical leave in a benefit year if they have a serious health condition that incapacitates them from work.
Covered individuals may be entitled to up to 12 weeks of paid family leave to care for a family member with a serious health condition.
Covered individuals may be entitled to up to 12 weeks of paid family leave in a benefit year related to the birth, adoption, or foster care placement of a child, or because of a qualifying exigency arising out of the fact that a family member is on active duty or has been notified of an impending call to active duty in the Armed Forces.
Covered individuals may be entitled to up to 26 weeks of paid family leave in a benefit year to care for a family member who is a covered service member with a serious health condition.
Covered individuals are eligible for no more than 26 total weeks, in the aggregate, of paid family and medical leave in a single benefit year. Below are helpful links to explain the law further and to also access additional information from the Department of Paid Family Medical Leave including helpful claim forms, posters and contact information.
Since the inception of the law, we have helped many Massachusetts businesses apply for an exemption from paying the PFML contributions to the State. This is often done to create synergy between the PFML benefits and an existing group Disability plan. If an employer offers employees paid family leave, medical leave, or both, with benefits that are at least as generous as those provided under the law, the employer may apply for an exemption from paying the contributions. Employees continue to be protected from discrimination and retaliation under the law even when an employer opts to provide paid leave benefits through a private plan.
If you are an employer that has a Private Plan Exemption, please contact our office to obtain the company specific plan summaries and claim forms for your insurance provider.