What to Know About Paid Family and Medical Leave

Paid Family and Medical Leave (PFML) programs can vary depending on your location. Learn about PFML and some facts about each state program.
 

What Is Paid Family and Medical Leave (PFML)?

  • Paid Family and Medical Leave is a benefit that allows employees to take extended time away from work to care for a family member or for their own non-work-related serious health condition.
  • Employees who take PFML receive a portion of their wages in a paid benefit during their absence. The benefit amount will vary depending on the employee’s average wages and based on the state PFML law.

How Can PFML Be Used?

In general, employees can take PFML to:
 
  • Bond with a new child, through birth, adoption or foster placement
  • Be a caregiver for an ill or injured relative
  • Respond to certain family military-related events, depending on the state
  • Tend to their own non-work-related disability

Who Pays for and Administers PFML?

  • Eligible employees can apply for and receive these benefits through a state program, an insurance carrier, or their employer, depending on state rules and regulations.
  • PFML programs are generally funded through payroll deductions from employees, employer contributions or a combination of both.

Where is PFML available?

  • Depending on where an employee works, some form of PFML may be required by state law. Some states require most private employers to provide employees with Paid Family Leave, Paid Medical Leave or both.
  • During the COVID-19 crisis, the Families First Coronavirus Response Act (FFCRA), created in 2020, allowed some employees to take a Paid Family Leave under the Family and Medical Leave Act if they couldn’t work because they had to stay home with a child whose school or childcare center was closed. Certain tax credits of this temporary benefit were extended through September 30, 2021 to covered employers who voluntarily provide company COVID-19 FFCRA-type leave. Additionally, as of April 1, 2021, new leave reasons were also added, including for COVID-19 vaccine-related issues, an employee or someone in their care being subject to quarantine orders, or the employee having COVID-19 symptoms and seeking a diagnosis. Get more information on this temporary benefit at The Hartford’s COVID-19 Leave Law Guide.

It’s All About Location – States With Required PFML

While the benefits and reasons for Leave may be similar, states may have different titles for their programs. The length of Leave and weekly pay benefits also vary.
 
This “Fast Facts” guide provides a quick overview of current state programs.
Fast Facts
  • Paid Family Leave (PFL)  - up to 8 weeks.
  • State Disability Insurance (SDI) – up to 52 weeks.
  • Weekly benefit – Employees can receive up to 60% to 70% of weekly wages, to a maximum of $1,357/week in 2021 and $1,540/week in 2022.
  • Nearly all employees are eligible for this benefit coverage, either through the state program or their employer.
Find out more about California Paid Family Leave
Benefits scheduled to begin January 1, 2024
 
Fast Facts
 
  • Family, Medical and Safe Leave (PFML) – Employees can take 12 to 16 weeks of leave.
  • Weekly benefit – Employees can receive up to 90% of weekly wages to a maximum of $1,100/week in 2024, $1,253/week in 2025.
  • Nearly all employees are eligible for this benefit coverage, either through the state program or their employer.
Benefits began January 1, 2022
 
Fast Facts
  • Paid Family Leave and Medical Leave (PFML) – 12 to 14 weeks.
  • Weekly benefit – Employees can receive up to $780/week starting 1/1/21. This is expected to increase to $840 starting 7/1/22 and $900/week in 2023.
  • Nearly all employees of private employers are eligible for this benefit coverage, either through the state program, an insurance carrier, or their employer.
For additional fast facts, visit the CT PFML Fast Facts Webpage
 
Fast Facts
  • Paid Family Leave (PFL) – Up to 8 weeks.
  • Weekly benefit – Employees can receive up to 90% of weekly wages to a maximum of $1,009/week.
  • Length of medical leave – Up to 6 (out of the 8) weeks may be for employees’ own medical condition.*
  • Nearly all employees of private employers are eligible for this benefit coverage that is provided solely through District of Columbia’s Department of Employment Services.
 
* This may extend up to two weeks for pre-natal care.
Fast Facts
  • Temporary Disability Insurance (TDI) – Up to 26 weeks.
  • Weekly benefit – Employees can receive up to 58% of weekly wages to a maximum of$697/week in 2022.
  • Employees who work at least 20 hours/week for 14 weeks are eligible.
  • There is no Paid Family Leave in Hawaii, but employees can take up to 4 weeks of unpaid state Family Leave.
Fast Facts
  • Paid Family and Medical Leave (PFML) – 12 to 26 weeks (when combined).
  • Weekly benefit – Employees can receive up to 80% of weekly wages to a maximum of $1,084.31/week in 2022.
  • Nearly all employees of private employers are eligible for this benefit coverage, either through an insurance carrier, the state program or their employer.
 
Benefits scheduled to begin January 1, 2023
 
Fast Facts
 
  • A Paid Family Leave program was established for New Hampshire state employees, but private employers and their employees may voluntarily opt in.
  • Paid Family Leave (PFL) – Employees receive up to six weeks of time off.
  • Weekly benefit – Employees can receive up to 60% of weekly wages, capped at the Social Security taxable wage maximum.
Find out more about New Hampshire Paid Family Leave.
Fast Facts
  • Family Leave Insurance (FLI) – Up to 12 weeks.
  • Temporary Disability Insurance (TDI) – Up to 26 weeks.
  • Weekly benefit for FLI and TDI- Employees can receive up to 85% of weekly wages up to a maximum of $993/week in 2022.
  • Nearly all employees are eligible for this benefit coverage, either through a private insurance carrier, the state program, or their employer.
Fast Facts
  • Paid Family Leave (PFL) – up to 12 weeks.
  • Disability Leave (DBL) – up to 26 weeks (When combined with PFL).
  • Weekly benefit PFL – Employees can receive up to 67% of weekly wages with a maximum of $1,068.36/week in 2022.
  • Weekly benefit DBL – Employees can receive up to 50% of weekly wages, with a maximum of $170/week for DBL.
  • Nearly all employees of private employers are eligible for this benefit coverage, either through an insurance carrier, the State Insurance Fund, or their employer.
Find out more about New York Paid Family Leave
Benefits begin September 3, 2023
 
Fast Facts
  • Paid Family and Medical Leave Insurance (PFMLI) – 12 to 14 weeks.
  • Weekly benefit – Employees can receive up to 120% of average state weekly wage.
  • Nearly all employees of private employers are eligible for this benefit coverage, either through an insurance carrier, the state program, or their employer.
Fast Facts
  • Temporary Caregiver Insurance (TCI) – Up to 5 weeks in 2022.
  • Temporary Disability Insurance (TDI) – Up to 30 weeks.*
  • Weekly benefit for TCI and TDI – Employees can receive up to a maximum of $978/week.
  • Nearly all employees of private employers are eligible for this benefit coverage that is provided solely through the State’s Department of Labor and Training.
 
* No more than 30 weeks combined in a 52 week period under TDI/TCI
Fast Facts
  • Paid Family and Medical Leave (PFML) – 12 to 16 weeks.*
  • Weekly benefit – Employees can receive up to 90% of weekly wages to a maximum of $1,327/week in 2022.
  • Nearly all employees are eligible for this benefit coverage either through the state program or their employer.
 
* Up to an additional two weeks for Medical Leave if the employee experiences a serious health condition with a pregnancy that results in incapacity.
 
 
7774 NS 12/21
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company, under the brand name, The Hartford®, and is headquartered at One Hartford Plaza, Hartford, CT 06155. For additional details, please read The Hartford’s legal notice at www.thehartford.com.