On March 29, 2019, the MA Executive Office of Labor and Workforce Development released a revised version of the proposed Paid Family and Medical Leave (PFML) regulations. This new version clarifies some of the key provisions of the PFML law, including the private plan exemption, the July 1 payroll deductions, benefits accrual during PFML leave, the interaction of PFML leave and paid time off policies, and the applicability to contract workers paid on an IRS Form 1099-MISC.
As discussed in the February 5, 2019, edition of Compliance Corner, MA’s PFML creates an insurance program funded by payroll contributions from employers and covered individuals to provide eligible employees with up to 26 weeks of paid, job-protected family and medical leave absence. The leave doesn’t begin until January 1, 2021, but employers must begin deducting employee premiums by July 1, 2019.
The law includes employer notice requirements, including a PFML workplace poster that must be displayed in a conspicuous location at each MA office location. Employers must also provide written notice to current employees (full-time, part-time, seasonal), contracts, and new employees within thirty days of hiring employees and independent contractors of their PFML benefits.
Employers should coordinate with their payroll provider to prepare for the upcoming employee premium deductions to begin by July 1, 2019, and notify the employees of the upcoming obligation. The final regulations are expected to be released prior to the July 1, 2019 deadline. There are also two planned public hearings scheduled to begin in May – so there may be more to come on these rules.
Guide to PFML for MA Employers »
Additional employer information »
Workplace Poster »