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Reminder: Maryland Family and Medical Leave Program Coming Soon

22 May

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We wanted to remind employers, as we previously reported, that the Maryland Family and Medical Leave Program (MFMLP) will begin on October 1, 2024, and the benefits will begin on January 1, 2025.


The phases for implementation are:

  • Starting from October 1, 2024, contributions will be initiated and will continue until June 30, 2026. Following this period, the contribution rates will be determined annually, no later than February 1. The established rate will then be applicable for a full year, commencing on July 1 of that same year.
  • Contributions will be split 50/50 between employers and employees, but employers may choose to pay more than their share (up to the entire portion required for employees).
  • Eligible employees may begin to use Program benefits on January 1, 2026.
  • Program contributions may not exceed 1.2% of an employee’s wages and will be applied to all wages up to and including the Social Security wage base. 
  • Paid leave under the law and FMLA run concurrently, not additionally. Program changes state employees are not required to use certain benefits like vacation, PTO, or sick leave before or while receiving Program benefits.

Employers should start (if they have not done so) identifying covered employees, preparing their payroll, and adjusting their policies and practices.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Maryland PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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