State Programs
Highlights of Statutory & Paid Family and Medical Leave Laws
Navigating the complexities of paid leave laws can be overwhelming. Our goal is to provide clear, comprehensive information and resources to help you.
This page shares highlights of paid leave programs, as well as information on recent updates as we learn them. For employers, these updates may affect billing and/or the amount of premium collected from employees.
Choose a state
Alabama
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employee |
Sun Life resource |
Learn more |
Arkansas
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
California
| Plan Name | State Disability Insurance (SDI) Paid Family Leave (PFL) |
|---|---|
Year benefits began |
SDI: 1946 PFL: 2004 |
Coverage options |
Private plan, State plan |
| Types of private plans allowed | Self-Insured (Sun Life does not offer) |
| Employers covered | Employers of 1 or more and $100 payroll in any quarter |
| Eligibility requirements | Earnings in base period of not less than $300 from which SDI taxes were withheld |
| Elimination period | SDI: 7 days for accident and sickness PFL: 0 days for paid family leave |
| Benefit duration | SDI: 52 weeks PFL: 8 weeks |
| Benefit amount | 60% of average weekly wage for employees who earn equal to or greater than the statewide average weekly wage (SAWW), 70% for employees’ who earn less than 1/3 of the SAWW |
| Maximum weekly benefit |
|
| Minimum weekly benefit | $50 |
| Maximum employee contributions |
|
| Employer contributions | Private plan: Balance of cost (if any); State plan: None |
| State resource | Employment Development Department |
Colorado
| Plan Name | Paid Family and Medical Leave (PFML) |
|---|---|
| Year benefits begin | 2024 |
| Coverage options | Private plan, State plan |
| Types of private plans allowed | Fully Insured, Self-Insured (Sun Life intends to offer both private plan administration options) |
| Employers covered | All employers with one or more employees |
| Eligibility requirements | Earned at least $2,500 in wages subject to premium under the law during the person’s base period or alternative base period, has elected coverage as a self-employed person, or has elected coverage as an employee of a local government where the local government has declined participation in the program |
| Elimination period | 0 days |
| Benefit duration |
|
| Benefit amount | 90% of the employee’s average weekly wages up to 50% of the state’s average weekly wage (SAWW). Earnings greater than 50% of the SAWW wage will be paid at 50%. |
| State Average Weekly Wage |
|
| Maximum weekly benefit | $1,100 through 12/31/2024 Effective 1/1/25: $1,324.21 |
| Minimum weekly benefit | None |
| Maximum employee contributions | 50% of premium on wages:
|
| Employer contributions | 50% of premium on wages:
|
| State resource | Colorado Family and Medical Leave Insurance Program (FAMLI) |
| Sun Life resource | Colorado PFML |
Connecticut
| Plan Name | Paid Family and Medical Leave (PFML) |
|---|---|
| Year benefits began | 2022 |
| Coverage options | Private plan, State plan |
| Types of private plans allowed | Fully Insured, Self-Insured (Both private plan types are offered by Sun Life) |
| Employers covered | All employers with one or more employees. |
| Eligibility requirements |
|
| Elimination period | 0 days |
| Benefit duration |
|
| Benefit amount | 95% of employee’s average weekly earnings up to 40 times the minimum wage; plus 60% of earnings above 40 times the minimum wage. |
| Maximum weekly benefit | The total weekly compensation is capped at 60 times the minimum wage:
|
| Minimum weekly benefit | None |
| Maximum employee contributions | 0.5%, up to the Social Security Wage Cap |
| Employer contributions | None |
| Post-employment period of coverage | 12 weeks |
| Special considerations | CT PFML requires an affirmative vote by a majority of employees (50% plus 1) in order for a private plan to be offered. Sun Life is available to help with the vote. |
| State resource | Connecticut Paid Leave Authority |
| Sun Life resource | Connecticut PFML |
Delaware
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits begin |
January 1, 2026 (Contributions begin January 1, 2025) |
Coverage options |
Private plan, State plan |
Types of private plans allowed |
Fully Insured, Self-Insured (Sun Life intends to offer both private plan administration options) |
Employers covered |
The law applies to all employers who have employed 10 or more employees working in the state of Delaware during the previous 12 months.
|
Eligibility requirements |
Employees who have been employed by the employer for at least 12 months and have worked at least 1,250 hours in the 12-month period prior to their leave |
Elimination period |
0 days |
Benefit duration |
As noted above, the duty to provide different leave benefits varies by employer size. Employers with 10 to 24 employees working in Delaware must provide only paid parental leave. Employers with 25 or more employees working in Delaware must provide medical and family caregiving leaves in addition to paid parental leaves. The benefit duration depends on the leave reason.
Family and caregiving benefits are only available one time any 24-month period. This limitation does not apply to parental or medical leave benefits, if applicable. |
Benefit amount |
80% of the covered individual’s average weekly wages rounded up to the nearest dollar during the 12 months prior to the application for leave |
Maximum weekly benefit |
$900 through December 31, 2027 |
Minimum weekly benefit |
$100 |
Maximum employee contributions |
50% of premium on covered wages |
Employer contributions |
For 2025 and 2026:
The employer may elect to pay all or any portion of the employee’s share of contributions |
State resource |
Delaware Department of Labor |
Sun Life resource |
Florida
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Hawaii
| Plan Name | Temporary Disability Insurance (TDI) |
|---|---|
| Year benefits began | 1969 |
| Coverage options | Private Plan |
| Types of private plans allowed | Fully Insured, Self-Insured (Fully Insured plans are offered by Sun Life) |
| Employers covered | All employers with limited exclusions |
| Eligibility requirements | Remuneration for at least 20 hours and wages of at least $400 for a HI employer during the 52 weeks immediately preceding disability |
| Elimination period | 7 days for accident and sickness |
| Benefit duration | 26 weeks within benefit year |
| Benefit amount | 58% of employee’s average weekly wages that do not exceed 121% of the statewide average weekly wage (SAWW) |
| Maximum weekly wage base |
|
| Maximum weekly benefit |
|
| Minimum weekly benefit | No minimum |
| Maximum employee contributions |
|
| Employer contributions | Balance of cost (if any) |
| Post-employment period of coverage | 2 weeks |
| State resource | Department of Labor & Industrial Relations - Disability Compensation Division |
| Sun Life resource | Hawaii TDI |
Kentucky
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Maine
Plan Name |
Paid Family and Medical Leave (PFML) |
Year benefits begin |
May 1, 2026 (Contributions begin January 1, 2025) |
Coverage options |
Private plan, State plan |
Types of private plans allowed |
Fully Insured, Self-Insured (Sun Life intends to offer both private plan administration options) |
Employers covered |
All private and public employers with one or more employees, except the federal government, are covered. Tribal governments and the self-employed will be able to opt into the program. |
Eligibility requirements |
Employees are eligible for leave when they have earned at least six times the state average weekly wage (SAWW) during their base period. The base period is the first 4 calendar quarters immediately preceding the first day of the individual’s benefit year. |
Elimination period |
|
Benefit duration |
Eligible employees can take up to 12 weeks of paid leave for qualifying leave reasons in a benefit year. The benefit year is the 12-month period beginning on the first day of the calendar week immediately preceding the date on which family leave benefits or medical leave benefits commence. |
Benefit amount |
The weekly benefit amount paid to covered individuals will be:
|
Maximum weekly benefit |
The initial maximum weekly benefit amount will be 100% of the SAWW and will be adjusted annually. |
Minimum weekly benefit |
None |
State rate |
2025: 1.00% of wages up to the Social Security Wage Cap |
Maximum employee contributions |
50% of the state rate: 0.05% of wages1 1employer can pay all |
Employer contributions |
Employers with 15+ employees: 0.05% Employers with less than 15 employees: 0.0% |
State resource |
Maine Department of Labor |
Sun Life resource |
Maryland
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits begin |
July 1, 2026 (Contributions begin July 1, 2025) |
Coverage options |
Private plan, State plan |
Types of private plans allowed |
Fully Insured, Self-Insured (Sun Life intends to offer both private plan administration options) |
Employers covered |
All employers with one or more employees working in the state |
Eligibility requirements |
An eligible employee is an employee who has worked at least 680 hours over a 12-month period preceding the date on which their leave begins. |
Elimination period |
0 days |
Benefit duration |
12 weeks for family and medical leave within a 12-month period Additional 12 weeks of leave benefits if, in the same application year, they:
|
Benefit amount |
90% of average weekly wages up to 65% of the statewide average weekly wage (SAWW).; plus 50% of average weekly wages above 65% of the statewide average weekly wage, up to the maximum weekly benefit amount. |
Maximum weekly benefit |
2026: $1,000 |
Minimum weekly benefit |
$50 |
| State rate | 0.90% of wages |
Maximum employee contributions |
|
Employer contributions |
Shared 50/50 with the employee, or the employer may elect to pay all or any portion of the employee’s share of contributions. The total contribution rate will not exceed 1.2% of wages up to the Social Security Wage Cap. |
| State resource | Maryland Department of Labor - FAMLI Division |
Sun Life resource |
Massachusetts
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 (Both private plan types are offered by Sun Life) |
Employers covered |
Employers of 1 or more employees |
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. |
Benefit duration |
|
Benefit amount |
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 |
|
Maximum weekly benefit |
To be adjusted to 64% of the SAWW annually:
|
Minimum weekly benefit |
None |
Maximum employee contributions |
2023: Employers can charge employees up to 0.208% of taxable wages for Medical Leave and 0.11% of taxable wages for Family Leave. These withholding percentages are the same regardless of employer size. Read more here. 2024: 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. Read more here. |
Employer contributions |
Employers with more than 25 employees:
|
Post-employment period of coverage |
26 weeks post-employment |
| State resource | Department of Family and Medical Leave |
Sun Life resource |
Massachusetts PFML |
Minnesota
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits begin |
January 1, 2026; Contributions also begin January 1, 2026 |
Coverage options |
Private plan, State plan |
Types of private plans allowed |
Fully Insured, Self-Insured (Sun Life intends to offer both private plan administration options) |
Employers covered |
All employers with one or more employees working in the state |
Eligibility requirements |
While working in MN, have earned at least 5.3% of the state’s average annual wage during the most recent 4 completed calendar quarters |
Elimination period |
7 calendar days unless the leave is related to bonding, in which case there is no elimination period. |
Benefit duration |
Within a single year, you'll be able to take:
The minimum increment of leave available is one workday in a workweek. |
Benefit amount |
MN PFML uses a three-tiered benefit schedule. Employees are entitled to receive benefits equal to:
The maximum weekly benefit amount will equal the state's average weekly wage which is calculated on or before June 30 of each year. |
Maximum weekly benefit |
100% of state’s average weekly wage (SAWW) |
Minimum weekly benefit |
N/A |
Maximum employee contributions |
50% of premium on wages |
Employer contributions |
Shared 50/50 with the employee, or the employer may elect to pay all or any portion of the employee’s share of contributions. The total contribution rate is 0.70% up to the Social Security Wage Cap, with employers and employees each responsible for .35%. For employers with fewer than 30 employees, the amount of wages upon which quarterly employer premium is required is reduced. |
State resource |
Minnesota Department of Employment and Economic Development |
Sun Life resource |
New Hampshire
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits began |
2023 |
Plan type |
Mandatory for state employers. Voluntary for non-state employers. |
Coverage options |
Private plan. New Hampshire has designated a single carrier to administer the program for state employees. The state plan allows opt ins from private employers and individual employees. Voluntary plans, for private employers and individuals can also be offered by other insurers. |
Types of private plans allowed |
Fully Insured |
Employers covered |
All NH employers, including for-profit, non-profit, private and public firms, and NH workers. |
Reasons for Leave in the state plan |
|
Benefit duration |
A minimum of 6 weeks |
Benefit amount |
A minimum of 60% of wages up to the applicable Social Security wage cap |
Elimination period |
Up to 7-calendar days |
State resource |
State of New Hampshire |
Sun Life resource |
New Jersey
| Plan Name | Temporary Disability Benefits (TDB) Family Leave Insurance (FLI) |
|---|---|
| Year benefits began | TDB: 1948 FLI: 2009 |
| Coverage options | Private Plan, State Plan |
| Types of private plans allowed | TDB: Fully Insured (Offered by Sun Life) FLI: Fully Insured, Self-Insured (Not offered by Sun Life) |
| Employers covered | Employers of 1 or more who pay $1,000 or more in total wages |
| Eligibility requirements | Either 20 weeks of employment in NJ during base year with earnings of at least $240 per week or $12,000 per year in 2022 |
| Elimination period | TDB: 7 days for accident and sickness but if benefits are paid for 3 consecutive weeks then benefits become payable for the first 7 days FLI: 0 days |
Benefit duration (Combined maximum 26 weeks) |
TDB: 26 weeks FLI: 12 weeks |
| Benefit amount | 85% of average weekly wages |
| Maximum weekly benefit |
|
| Minimum weekly benefit | None |
| Maximum employee contributions | TDB: 2023:
2024:
|
| Employer contributions | TDB :
FLI: None |
| Post-employment period of coverage | TDB: 2 weeks FLI: None |
| Special considerations | S2304/2374 expand the definition of accident and sickness as well as disability for purposes of TDB and serious health condition for purposes of FLI to include an illness caused by an epidemic of a communicable disease, a known or suspected exposure to a communicable disease, or efforts to prevent spread of a communicable disease, which requires in-home care or treatment of the employee (TDB) or a family member (FLI) of the employee due to:
|
| State resource | Division of Disability Insurance Service |
New York
| Plan Name | Disability Benefits Law (DBL) Paid Family Leave (NY PFL) |
|---|---|
| Year benefits began | DBL: 1949 NY PFL: 2018 |
| Coverage options | Private Plan, State Insurance Fund |
| Types of private plans allowed | Fully Insured, Self-insured (Fully insured plans are offered by Sun Life) |
| Employers covered | Employers of 1 or more employees on each of at least 30 days in one calendar year |
| Eligibility requirements | DBL: 4 consecutive weeks of covered employment in NY (does not need to be with current employer) NY PFL: 26 consecutive weeks of full-time employment or 175 days of part-time employment with current employer |
| Elimination period | DBL: 7 days for accident and sickness NY PFL: 0 days for paid family leave |
| Benefit duration | DBL: 26 weeks NY PFL: 12 weeks Combined maximum: 26 weeks |
| Benefit amount | DBL: 50% of weekly wages NY PFL: 67% of average weekly wages |
| Statewide Average Weekly Wage | 2023: $1,688.19 2024: $1,718.15 |
| Maximum weekly benefit | DBL: $170 (eff. since 5/1/89) NY PFL:
|
| Minimum weekly benefit | DBL: $20 NY PFL: None |
| Maximum employee contributions | DBL: 0.50% of employee wages to a maximum of $.60 per week NY PFL:
|
| Employer contributions | DBL: Balance of cost (if any) NY PFL: None |
| Post-employment period of coverage | DBL: 4 weeks NY PFL: None |
| State resource | Disability Benefits Bureau - Workers Compensation Bureau |
| Sun Life resource | New York DBL/PFL |
| *NY PFL is offered as a rider to NY DBL | |
Oregon
| Plan Name | Paid Family and Medical Leave (PFML) |
|---|---|
| Year benefits began | September 3, 2023 |
| Coverage options | Equivalent Plan, State Plan |
| Types of private plans allowed | Fully Insured, Self-Insured (Sun Life intends to offer both plan administration options) |
| Employers covered | All private employers, state agencies and local governmental agencies |
| Eligibility requirements | Employees are eligible to take leave if they have earned at least $1,000 in wages during the base year for an Oregon employer |
| Elimination period | None |
| Benefit duration |
|
| Benefit amount | 100% of employee’s average weekly wages that that are less than 65% of the statewide average weekly wage (SAWW). 50% of employee’s average weekly wages that are equal to or exceed 65% of the SAWW |
| State Average Weekly Wage |
|
| Maximum weekly benefit | 120% of the SAWW
|
| Minimum weekly benefit | 5% of the SAWW
|
| Maximum employee contributions | 2023: Total rate may not exceed 1% of employee wages up to a maximum of $132,900 in wages. Employees pay 60% of that rate. 2024: Total rate may not exceed 1% of employee wages up to the Social Security Wage Cap. Employees pay 60% of that rate. |
| Employer contributions | Employers pay 40% of that rate unless they have fewer than 25 employees in which case premium is not required, but can be paid to secure the employer’s right to access certain grant money to be used in the event of employee leave |
| State resource | Paid Leave Oregon |
| Sun Life resource | Oregon PFML |
Rhode Island
Plan Name |
Temporary Disability Insurance (TDI) Temporary Caregiver Insurance (TCI) |
|---|---|
| Year benefits began | TDI: 1942 TCI: 2014 |
| Coverage options | State Plan |
| Types of private plans allowed | None |
| Employers covered | Employers of 1 or more who can earn more than $1,000 per quarter for a RI employer |
| Eligibility requirements | Either RI base year earnings of $16,800; or at least $2,800 in one of the base period quarters and base period wages of at least 1.5 times the highest quarter earnings and total base period wages of at least $5,600 |
| Elimination period | None; however, an individual is still required to be out of work for 7 consecutive days in order to be eligible for benefits (eff. 7/1/12) |
| Benefit duration Combined maximum 30 weeks | TDI: when you reach 36% of your total base period wages divided by your weekly benefit rate to a maxmimum of 30 weeks TCI:
|
| Benefit amount | 4.62% of highest quarterly wages in the base period (additional dependent’s allowance may also be payable) |
| Maximum weekly benefit |
|
| Minimum weekly benefit | TDI:
TCI: None |
| Maximum employee contributions |
|
| Employer contributions | None |
| Post-employment period of coverage | None |
| State resource | Department of Labor & Training - Temporary Disability Insurance |
South Carolina
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Tennessee
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Texas
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Vermont
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits began |
2023 |
Plan type |
Mandatory for state employers. Voluntary for non-state employers, self-employed individuals and eligible individual employees. |
Coverage options |
Private plan. Vermont has designated a single carrier to administer the program for state employees. The state plan allows opt ins from private employers and individual employees. Voluntary plans can also be offered by other insurers |
Types of private plans allowed |
Fully Insured, Self-Insured |
Employers covered |
State employers, non-state employers with 2 or more employees and self-employed individuals |
Reasons for Leave |
|
Benefit duration |
A minimum of 6 weeks |
Benefit amount |
A minimum of 60% of wages up to the applicable Social Security wage cap |
Elimination period |
Up to 7 calendar days |
Sun Life resource |
Virginia
Plan Name |
Family Leave Insurance (FLI) |
|---|---|
Plan type |
Voluntary |
Coverage options |
Private plan |
Types of private plans allowed |
Fully Insured |
Employers covered |
All employers with one or more employees |
Sun Life resource |
Learn more |
Washington
| Plan Name | Paid Family and Medical Leave (PFML) |
|---|---|
| Year benefits began | 2020 |
| Coverage options | Voluntary Plan, State Plan |
| Types of private plans allowed | Self-Insured (Sun Life offers a Self-Insured plan) |
| Employers covered | Public and private employers employing one or more individual in the state are subject to this law. Federal employers, federally recognized tribes and self-employed persons are exempt from the program, but federally recognized tribes and self-employed persons can elect into the program |
| Eligibility requirements | A covered employee is eligible after working 820 hours in WA for any employer during the qualifying period. The “qualifying period” is the first four of the last five calendar quarters or, if eligibility is not established, the last four completed calendar quarters immediately preceding the application for leave. |
| Elimination period | 7 consecutive calendar days per benefit year (waived for childbirth, bonding, and exigency claims) |
| Benefit duration |
|
| Benefit amount | The benefits are paid at 90% of the employee’s average weekly wages, up to 50% of the state’s average weekly wage (SAWW). Any portion of the employee’s wages that exceed 50% of the SAWW will be paid at 50%. |
| State Average Weekly Wage |
|
| Maximum weekly benefit | The maximum weekly benefit will be adjusted each September 1 and take effect the January 1 thereafter.
|
| Minimum weekly benefit | $100 or the employee’s average weekly wage if it is less than $100 |
| Total premium rate |
|
| Maximum Employee contributions |
|
| Maximum Employer contributions | Employers with 50 or more employees must contribute.
|
| Post-employment period of coverage | None |
| State resource | Employment Security Department – Paid Family and Medical Leave |
| Sun Life resource | Washington PFML |
Washington D.C.
| Plan Name | Paid Family Leave (PFL) |
|---|---|
| Year benefits began | 2020 |
| Coverage options | State Plan |
| Types of private plans allowed | None |
| Employers covered | Any businesses performing services in DC that also pay unemployment insurance taxes for their employees. Non-profit organizations and household employers that pay unemployment insurance tax. |
| Eligibility requirements | An employee who spends more than 50% of their work time for a covered employer in DC or work for a covered employer that is based in DC, spends a substantial amount of their work time in DC and spends no more than 50% of their work time for the employer in another location. |
| Elimination period | 7 consecutive calendar day waiting period. Only one waiting period must be met per year. |
| Benefit duration |
|
| Benefit amount | Employees receive 90% of their average weekly wage up to 150% of DC’s minimum wage multiplied by 40, and employees receive 50% of any amount earned in excess of 150% of DC’s minimum wage multiplied by 40 |
| Maximum weekly benefit |
|
| Minimum weekly benefit | None |
| Maximum employee contributions | None |
| Employer contributions |
|
| Special considerations | DC PFL does not allow Short-Term Disability policies to offset the DC PFL benefit |
| State resource | Office of Paid Family Leave - Temporary Disability Insurance |
| Sun Life resource | Washington D.C. PFL |
Frequently Asked Questions
Several states and the District of Columbia require that employers offer their employees a minimum level of disability or leave benefits for their own serious health condition, to care for a family member, for bonding, or other leave reasons. Some states treat time away from work during which statutory benefits are paid as being job-protected leave, while others do not.
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 issues.
An employer’s Short-Term Disability plan will not meet the state standards in terms of, among other things, employee eligibility, waiting period, definition of disability or serious health condition. Therefore, there are a number of situations when an employee may be eligible for benefits under a state-mandated disability or paid family and medical leave program but not eligible for benefits under the Short-Term Disability program. It is also important to note that Short-Term Disability plans provide greater protection for employees in a number of circumstances and, therefore, it is important to maintain your Short-Term Disability coverage. Sun Life can discuss these issues with you. Many states permit insurance carriers to offset statutory disability benefits against Short-Term Disability payments.
Visit this page often to learn about imporant annual updates. This page shares highlights of all state programs as well as information about updates as we learn them. These updates may affect your billing and/or the amount of premium you collect from employees.
The state mandates vary but typically apply to all private employers in the state with one or more employee. There are often exclusions for specific public employers, entities, or religiously affiliated employers. The laws apply to employees who work in the state, so these state-mandated laws are in effect regardless of where the company’s headquarters is located, or where the company’s benefit plan is sitused.
Paid Leave Solution
It is the employer’s responsibility to comply with the law through a state plan or private plans – and Sun Life is here to help. We are committed to providing information and tools to help employers meet state requirements.
Let us administer your private plans alongside other benefits like Short-Term Disability and federal, state and local unpaid leaves of absence to help streamline your absence experience.
Visit our Paid Leave Solutions page for more information.
Talk to an Advisor
Sun Life is available to help answers your questions about private plan administration.
Talk with your Sun Life employee benefits representative today.
This material is not legal advice and is provided for informational purposes only. Employers should consult their own employment or benefits counsel for advice concerning their specific obligations under state-mandated disability benefit laws.
In all states except New York, group insurance policies are issued by Sun Life Assurance Company of Canada (SLOC) (Wellesley Hills, MA) under Policy Form Series 21-PFML-GP-01-CT, 20-PFML-GP-01-MA, TDBPOLICY-2006, TDI-POLICY. When available, CO PFML and OR PFML will be issued by SLOC. In New York, group insurance policies are issued by Sun Life and Health Insurance Company (U.S.) under Policy Form Series 06P-NY-DBL. Sun Life’s self-funded or administrative-services-only offerings are or will be administered by SLOC. These services are not insurance. Not all state programs referenced on this page are issued or administered by Sun Life.
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