State paid family and medical leave laws are on the rise in the United States, with a total of nine states - including Massachusetts - offering paid leave to their workforces for certain qualifying life or medical events.
State paid family and medical leave laws provide for paid leave from work for eligible employees based on certain qualifying life events, such as the birth or adoption of a child, to care for oneself or a family member who is experiencing a serious medical condition, or to care for a family member injured while on active duty in the military, among others. Employees receive a weekly benefit which represents a portion of their regular compensation based upon a state created formula.
We've compiled a review of Massachusetts' Paid Family and Medical Leave to ensure you're aware of key upcoming dates and the requirements to ensure your compliance.
PLEASE NOTE: CheckWriters clients who opt for the private plan exemption and require the setup of an employee deduction must contact their Account Specialist as soon as possible.
*Private Plan Renewal Deadline Extension: Provisional approval for private plan exemptions for the period of October 1, 2019 through September 30, 2020, have been extended through December 31, 2020. On November 30, 2020, the renewal application period will open for employers with fully-insured private plans. Please visit the link here for more information on the renewal process.
*Effective January 1, 2021, employees whose applications for benefits have been approved, may begin to receive most benefits available under the PFML program, with the exception of paid family and medical leave related to the care of a family member with a serious health condition which will become available on July 1, 2021.
*Starting in December 2020, employees who will be seeking leave to bond with a child newly born, newly adopted, or newly placed in foster care after January 1, 2021, may apply for benefits.
Please visit Massachusetts Paid Family and Medical Leave website for more information and additional resources.
Disclaimer: The information contained herein is not intended to be construed as legal advice, nor should it be relied on as such. Employers should closely monitor the rules and regulations specific to their jurisdiction(s) and should seek advice from counsel relative to their rights and responsibilities.