Legal Updates

Massachusetts DFML Announces Program Changes And Enhancements

The Massachusetts Paid Family and Medical Leave (“PFML”) statute gives Massachusetts employees the right to take annual paid time off for various family or medical reasons.

Specifically:
 

• Up to 12 weeks of paid family leave may be taken to bond with a newborn child, bond with a child after adoption or foster care placement, care for a family member with a serious health condition, or manage family affairs when a family member is on active duty in the armed forces.

• Up to 20 weeks of paid medical leave may be taken to manage an employee’s own serious health condition, including chronic conditions, requiring treatment by a healthcare provider.

• Up to 26 weeks of paid family leave may be taken to care for a family member who is a covered service member undergoing medical treatment, or otherwise to address consequences of a serious health condition relating to the family member’s military service.

The PFML law is administered by the Massachusetts Department of Family and Medical Leave (“DFML”). The DFML periodically announces changes to the program to help employees and employers better navigate procedures for obtaining available PFML benefits.

Recently, the DFML announced various updates to the PFML program, including the following:
 

• DFML Contact Center hours have changed to Monday through Friday, 8:00 a.m. to 4:30 p.m.

• The DFML has updated and expanded the “FAQ” pages on its website.

• Revisions have been made to the model certification forms for an employee’s or family member’s serious health condition.

• Employees can now report intermittent leave hours on the DFML website.

• The DFML website has also been updated to provide employer leave administrators with instructions on accessing intermittent leave information reported by employees.

• As of July 1, 2024, the DFML will no longer approve retroactive private plan exemptions that span more than four calendar quarters from the date of the request. (With the DFML’s approval, an employer may offer PFML benefits through a private insurance plan, rather than by contributing to the state PFML fund.)

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Schwartz Hannum’s employment lawyers have a wealth of experience helping employers navigate the complexities of the PFML statute. Please feel free to contact us with any questions surrounding these updates or any other aspect of the law.