The ongoing lack of national Paid Family and Medical Leave (PFML) laws has left many states to pass their own laws — which may change rapidly. Many employers are also striving to integrate their leave programs with benefits that help support employee wellness. In administering these paid leave programs, it is critical for employers to stay up to date with the latest rules and regulations to help ensure compliance and effectively support workers.
In a recent webinar, Guardian colleagues Kristy Helkenn Senior Absence Practice Leader, and Brian Morin, Head of Disability and State Programs, discussed updates on new state regulations as well as how employers are expanding their leave offerings to help enhance talent attraction and retention.
At a glance: State and local leave laws are becoming increasingly complex
The intricate and ever-changing nature of state and local leave laws is driving many employers toward private plans. Most states have either implemented, passed, or proposed some form of PFML law. There are 13 states and the District of Columbia with PFML programs in place or are implementing PFML legislation. Many other states allow voluntary PFML programs and/or riders to disability policies.
Helkenn and Morin shared recent trends in employer paid leave programs. For instance, more employers are enhancing their paid leave policies to help improve parity among employees and workforce well-being, as many workers have some sort of caregiving responsibility. Additionally, a growing number of employers are expanding coverage for workers by providing both state-mandated benefits and a higher company-sponsored short-term disability (STD) benefit.
To wrap up their discussion of the current state of paid leave, Helkenn and Morin provide insight on the advantages many employers have been experiencing from integrating absence administration. By centralizing and outsourcing these functions, many employers have seen time and process-oriented benefits, as well as improved compliance and employee access to paid leave.
State-specific updates: What you need to know
Helkenn and Morin shared recent updates in states’ leave programs, including the growth in state paid family and medical leave laws and what to expect in the new year. In their discussion, they provide information and guidance on timelines, administration, contributions, leave management, and employer next steps.
Below are some significant dates to note; further detail is provided in the full webinar:
Delaware Paid Family & Medical Leave (DE PFML)
The program will become effective on January 1, 2026.
State plan contributions will begin on January 1, 2025.
Maine Paid Family & Medical Leave (ME PFML)
The program will become effective on May 1, 2026.
State plan contributions will begin on January 1, 2025.
Minnesota Paid Family & Medical Leave (MN PFML)
The program will become effective on January 1, 2026.
Contributions will begin on January 1, 2026.
Maryland Paid Family & Medical Leave (MD PFML)
The program will become effective on July 1, 2026.
State plan contributions will begin on July 1, 2025.
New York Paid Family Leave (NY PFL)
The 2025 rate was recently released; the rate is a 4% increase over the 2024 rate.
Key takeaways for assessing your organization’s paid leave strategy
What are the next steps for employers with employees in the affected states? Helkenn and Morin provided their perspectives and tips to help guide employers through this journey:
Managing employees in multiple states can be complex
Expand paid leave benefits to help accommodate more of your workforce
Company-sponsored STD benefits can help supplement state-mandated plans
As available, consider working directly with an insurance carrier for PFL/PFML benefits
Learn more
Does your organization manage employees living in states that have distinct paid leave laws? Check out the full webinar to explore each state's PFML updates and guidance on paid leave administration in greater detail.