On October 1, 2024, the Department of Family Medical Leave (DFML) announced important changes to the Paid Family and Medical Leave (PFML) program set for implementation on January 1, 2025.
Key Adjustments:
- The maximum weekly benefit amount will increase $20.74 from $1,149.90 to $1,170.64.
- The state average weekly wage will increase $32.41 from $1,796.72 to $1,829.13.
Contribution rates for employers and employees will remain the same for 2025.
It’s essential for employers to stay informed about these changes to ensure compliance and to maximize the benefits available.
Notice Reminders and Compliance Considerations:
- As a reminder, employers are required to provide written notice of PFML benefits, contribution rates, and other provisions as outlined in M.G.L. c. 175M § 4 to employees.
- Current employees. When a rate change occurs, employers must provide information on the new contribution rate 30 days in advance of the rate change for employees who have previously signed the required form. The notice may be provided electronically and does not require an updated signature. Although the contribution rates will not change in 2025, employers may wish to confirm the rates for 2025. Employers should inform employees about the above-referenced adjustments in advance of when they become effective.
- New hires. For new hires, employers must provide notification within 30 days of hire in paper or electronic form. The notice must include the opportunity for an employee to accept or decline receipt of the information. Each employee should return a signed form, or the employer needs to be able to show their effort to give the information to the employee.
- Mandatory workplace poster. Employers must post the workplace poster published by the DFML in a conspicuous place in the workplace. The DFML has not yet published an updated version to reflect the 2025 adjustments.
- Here is a link to the DFML website, which maintains the PFML workplace poster, notices, and rate sheets for Massachusetts employers.
- Relatedly, employers should periodically review policies and procedures governing leaves of absence to ensure they are in compliance with all applicable laws.
If you are looking for more specific information regarding how to administer leaves of absences or have questions about how these changes might affect your organization, please contact:
To sign up for our Client Alerts, click here.
