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Massachusetts PFML Update: DFML Releases 2024 Poster, Updated Employee Notices and Contributions

19 Dec


As an update to our previous communication (Link), we wanted to inform employers that the Massachusetts Department of Family and Medical Leave (DFML) issued its updated 2024 notices, posters and rate sheets.

The 2024 workplace posters, notices and rate sheets can be found in the department’s website here.

For contribution rates effective January 1, 2024, for which employers should ensure that their PFML policies and payroll systems are updated, are as follows:

  • Weekly Benefit Amount: The maximum per week will be $1,149.90.
  • Contribution Rates:
    • For employers with 25 or more covered individuals: from 0.88% of eligible wages up to the social security taxable maximum. The fee is split for medical leave contribution (0.70%) and family leave contribution (0.18%).
      • Employers contribute 0.42% of eligible wages for medical leave.
      • Employers withhold 0.18% for an individual’s medical leave contribution.
      • Employers withhold 0.28% for an employee medical contribution.
    • For employers with fewer than 25 covered individuals: 0.46% eligible wages. The fee is split between medical leave (0.28%) and family leave (0.18%).
      • Smaller employers are not required to contribute towards an individual’s medical leave contribution amount.

Employers should review additional resources here: Link, Link 2, Link 3, Link 4, Link 5

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

Learn more about how Vensure's Massachusetts 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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