Yes. Sun Life offers both fully insured and self-insured private plan administration for employers.
Most employers are required to provide Paid Family and Medical Leave to their employees who work in the state of Massachusetts. The MA PFML program is designed to provide employees with the financial support they need during critical life events, such as the birth or adoption of a child, serious illness, or caring for a family member with a serious health condition.
Coverage options: Employers can meet their PFML obligation through a state-run program or by offering a private plan.
Sun Life Solutions: Sun Life offers solutions to meet your PFML needs, including the choice of a fully insured plan or a self-insured plan option.
Employers who choose private plan administration through Sun Life receive:
- A coordinated experience between PFML, Short-Term Disability and Absence Management Solutions, if applicable. This leads to a better experience for employees, with one claim submission and a single case manager handling the claim for these benefits
- Robust reporting
- Excellent claims management and access to return to work services
- Compliance guidance on PFML and other leave updates
Recent updates
Effective January 1, 2025, the maximum weekly benefit will increase to $1,170.64. This is based on the state average weekly wage (SAWW) of $1,829.13.
Effective January 1, 2025, the Social Security wage cap will be increasing from $168,600 to $176,100.
Materials
Frequently asked questions
Yes. While the MA PFML law creates certain paid benefits for leave because of an employee’s own serious health condition or for covered caregiving reasons, the MA PFML law is not intended to replace benefits provided by employers through Short-Term Disability (STD) plans and programs. It is important to know that cancelling STD benefits could leave your employees with limited income protection under the following circumstances:
- Benefit amount for higher-income employees. The MA PFML maximum weekly benefit may be insufficient for high-income earners who require greater income replacement.
- Consequences of combined allotments of family and medical leave. If an employee takes the maximum amount of family leave, they will have a reduced amount of medical leave available for their own serious health condition.
- Impact of intermittent leave. MA PFML can be taken intermittently which can reduce the benefits available to the employee if they become continuously disabled thereafter.
- Short-term disability may offer additional features and benefits. STD policies may include employee-facing features that improve their experience while on an approved STD claim: first-day hospitalization, survivor benefits, and most important, return-to-work and vocational rehabilitation programs. These features are not available on the PFML program.
Employers can apply for a private plan through their MassTaxConnect employer account on Mass.gov. An employer may apply for a self-insured or fully insured private plan.
Employers seeking approval of a fully insured plan will need to provide a completed Confirmation of Insurance form from an insurance carrier licensed by the Division of Insurance. When seeking approval of a self-insured program the employer is required to provide a Summary Plan Description, Declaration Document, and a Surety Bond.
Employers offering private plans must continue to meet notice, recordkeeping, and benefits continuation requirements.
Private plan applications are approved for 12 months. During the quarter prior to the expiration, the employer is required to submit a renewal application with updated material to the state.
Program highlights
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits began |
2021 |
Coverage options |
Private Plan, State Plan |
Types of private plans allowed |
Fully Insured, Self-Insured (Sun Life offers administrative support for both) |
Employers covered |
All employers with one or more employees working in the state |
Employee eligibility requirements |
Employees providing services in Massachusetts, including full-time, part-time, permanent, temporary, on call, per diem or seasonal employees who meet the financial eligibility requirements under the MA PFML law (i.e., earning sufficient income from any MA employer within the past 12 months prior to the leave to be eligible for MA unemployment compensation benefits (currently $6,300). |
Elimination period |
7 consecutive calendar days for each claim for leave except for bonding when taken immediately following paid medical leave for childbirth. |
Reasons for leave |
|
Benefit duration |
|
Benefit calculation |
80% of average weekly wages up to 50% of the statewide average weekly wage (SAWW). All earnings above that will be replaced at 50% up to the maximum benefit. |
State Average Weekly Wage (SAWW) |
|
Maximum weekly benefit |
64% of the SAWW
|
Minimum weekly benefit |
None |
Social Security wage cap |
|
Maximum employee contributions |
2024 & 2025: Employers can charge employees up to 0.28% of taxable wages for Medical Leave and 0.18% of taxable wages for Family Leave. These withholding percentages are the same regardless of employer size. |
Employer contributions |
Employers with more than 25 employees:
|
Post-employment period of coverage |
26 weeks post-employment |
State resource |
Questions?
Contact your Sun Life Employee Benefits Representative or your benefits broker to learn more.
The information on this page is based on our knowledge of the current PFML law and regulations. Content subject to change. This page is not intended to be and should not be construed as legal advice. Employers are encouraged to consult employment law counsel for legal advice.
Sun Life’s fully insured MA PFML policies are issued by Sun Life Assurance Company of Canada (Wellesley Hills, MA) under under Policy Form Series 20-PFML-GP-01-MA. Sun Life’s self-insured or administrative-services-only MA PFML services are administered by Sun Life Assurance Company of Canada (Wellesley Hills, MA). This service is not insurance.
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PFMLWC-2189 09/24 (exp. 09/26)