Massachusetts Paid Family and Medical Leave

Quick Facts

• Benefit levels: 2025 maximum weekly benefit is $1,259.09. The benefit replaces a percentage of wages based on income, up to 64% of the state average weekly wage for the first portion and 50% above that threshold.
• Duration: Up to 26 weeks combined—12 weeks for family leave, 20 weeks for medical leave, and 26 weeks for combined family/medical events. Additional two weeks available for pregnancy complications.
• Job protection: Applies to most Massachusetts workers; employers must restore employees to their previous or equivalent positions and continue health insurance.
• Funding: Funded through payroll contributions shared by employers and employees. Employers with fewer than 25 covered individuals are exempt from the employer share.
• Administration: Run by the Department of Family and Medical Leave (DFML), which processes claims through an online portal.

Program Overview

Massachusetts Paid Family and Medical Leave (MA PFML) provides paid time off to care for yourself or family members, bond with a new child, or deal with military-related exigencies. Enacted in 2018 and launched in 2021, the program covers most W-2 employees in the state and allows self-employed individuals to opt in. Unlike some states where insurers administer benefits, Massachusetts centralizes operations under DFML, creating a consistent process for all workers.

The program is designed to complement the federal FMLA and Massachusetts Earned Sick Time law. Employers may offer private plans that meet or exceed state standards, but they must obtain DFML approval and post required notices. Workers covered by approved private plans file claims directly with their employer’s insurer rather than DFML. For the state plan, claims are submitted through the PFML employee portal.

Covered Leave Types

1. Medical leave: When a serious health condition makes you unable to perform your job.
2. Family leave: To bond with a child within the first year, care for a family member with a serious health condition, or manage needs related to a family member’s active duty military service.
3. Family members covered: Spouse, domestic partner, child, parent, parent of spouse/domestic partner, grandchild, grandparent, sibling, and someone who stood in loco parentis.
4. Military caregiver leave: Up to 26 weeks to care for a covered servicemember with a serious injury or illness incurred in the line of duty.

Eligibility Requirements

• Earnings test: You must have earned at least $6,300 during the last four completed calendar quarters and at least 30 times the PFML benefit amount you would receive weekly.
• Employment status: Most Massachusetts W-2 employees are automatically covered. Self-employed workers and 1099-MISC contractors may opt in if they make contributions for at least three years.
• Notice to employer: Provide written notice at least 30 days in advance when foreseeable, including expected start date, duration, and type of leave. If not foreseeable, notify as soon as practicable.

Benefit Calculation

• Average weekly wage (AWW): DFML calculates your AWW using the two highest earning quarters in the last four completed quarters.
• Benefit formula: 80% of the portion of your AWW that is less than or equal to 50% of the state average weekly wage, plus 50% of the portion above that amount, capped at $1,259.09.
• Minimum benefit: If your AWW is low, you receive the calculated percentage; there is no minimum other than $0, but most claimants receive at least $100.
• Payment frequency: Weekly payments by direct deposit or check. Processing typically takes two to three weeks once documentation is complete.

Application Process

1. Gather documentation. Collect proof of identity, employment history, and supporting documents (medical certification, birth certificate, adoption papers, military orders).
2. Notify employer. Provide the required written notice (email counts). Employers cannot deny benefits but may coordinate scheduling.
3. Create PFML account. Visit paidleave.mass.gov and log in using your Massachusetts ID (MassTaxConnect or MA Login).
4. Complete application. Select the leave type, enter employment details, and upload documents. For medical leave, have your provider complete the Certification of Serious Health Condition (Form PFL-004).
5. Employer verification. DFML contacts your employer to verify employment and wages. Employers must respond within 10 business days.
6. Approval and payments. DFML issues a determination letter. Once approved, you must request benefit payments weekly, certifying continued eligibility. Payments usually arrive 7–10 days after weekly certification.

Documentation Requirements

• Medical certification: Completed by a healthcare provider, detailing diagnosis, incapacitation dates, treatment plan, and contact information.
• Bonding documentation: Birth certificate, hospital record, adoption placement agreement, or foster care documentation. Non-birthing parents can provide a Voluntary Acknowledgment of Parentage.
• Military exigency documentation: Copy of covered family member’s orders and documentation describing the event (e.g., meeting with military officials, arranging childcare).
• Identity verification: Upload a photo ID and proof of Social Security number when creating your account.

Job Protection and Employer Obligations

Employers must restore you to the same or equivalent position with the same pay, benefits, and seniority, and must continue to provide health insurance during leave. Employers may require employees to use accrued paid time off concurrently, but only if this policy is applied equally. Employers cannot retaliate against workers for taking PFML; violations can result in penalties, back pay, reinstatement, and attorney’s fees.

Coordinating with Other Benefits

• Short-term disability: If you have an employer-provided short-term disability plan, confirm whether benefits can be combined. Many plans offset PFML benefits; coordinate to avoid overpayments.
• Sick time and vacation: You may use accrued PTO to supplement PFML up to 100% of wages. Employers cannot force you to use PTO unless consistent with company policy.
• FMLA: PFML runs concurrently with FMLA when both apply. Track usage to ensure you do not exhaust job-protected time sooner than expected.
• Unemployment insurance: Not available while receiving PFML benefits because you are not available to work.

Strategies for Maximizing Benefits

1. Optimize timing: If you anticipate a higher benefit due to a recent raise, consider timing leave to include the higher-earning quarter within the calculation period.
2. Coordinate with partner: Two parents may each take 12 weeks of bonding leave. Stagger or overlap depending on childcare needs.
3. Plan for taxes: PFML benefits are taxable federally; DFML offers voluntary withholding. Massachusetts does not tax PFML benefits.
4. Maintain documentation: Keep copies of all submissions, approval letters, weekly certifications, and correspondence.
5. Leverage employer private plans: Some employers offer private plans with shorter waiting periods or higher wage replacement. Confirm whether you are covered by a private plan and understand its rules.

Common Mistakes to Avoid

• Missing the 90-day filing deadline: You must apply within 90 days of the start of leave. Late applications can be denied unless you show good cause.
• Incomplete medical forms: Ensure providers include diagnosis codes, treatment schedules, and incapacity dates. Missing signatures cause delays.
• Failing to certify weekly: You must request benefit payments every week. Missing certifications pause payments even if your leave is approved.
• Assuming coverage as a contractor: If you are a 1099 contractor, verify whether your company counts you as a covered individual for PFML contributions. If not, consider opting in.

Example Scenarios

• Postpartum recovery and bonding: Emma took eight weeks of medical leave for childbirth recovery followed by 12 weeks of bonding leave. Her employer supplemented the waiting week with PTO, and she coordinated weekly certifications through the portal.
• Caregiver for parent: David’s father underwent heart surgery. David’s employer had a state plan, so he applied through DFML with a medical certification from the surgeon. He took intermittent leave two days per week over three months.
• Military exigency: Hana’s spouse received deployment orders. Hana used PFML to attend briefings, arrange childcare, and manage legal affairs. She provided copies of orders and completed the DFML military exigency form.

Appeals and Enforcement

If your claim is denied, you can request a reconsideration within 10 calendar days. Provide additional documents or explanations addressing the denial reason. If still denied, you may request a hearing with the Department of Industrial Accidents. Employers and employees can also file retaliation complaints with the Massachusetts Attorney General’s Fair Labor Division.

Resources

• Department of Family and Medical Leave
• PFML employee portal
• How PFML works guide
• PFML fact sheet for employees
• Contact center or call 833-344-7365

Advanced Planning Tips

• Self-employed participation: If you opt in, you must stay in the program for at least three years. Make quarterly estimated payments to avoid penalties.
• Healthcare coordination: Use leave to schedule follow-up appointments and therapy. Document ongoing medical necessity for intermittent leave.
• Workforce communication: Discuss phased returns with your employer. MA PFML permits reduced schedules where you work part time and receive benefits for the hours missed.
• Financial planning: Estimate the difference between your regular pay and PFML benefits. Adjust budgets, suspend voluntary retirement contributions temporarily, or explore community assistance if needed.