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September 2022: Possible Changes to Rhode Island’s Parental/Family Leave Amount

14 Sep


Update Applicable to: 
All employers in the state of Rhode Island.

What happened?
On April 7, 2022, the Rhode Island Senate passed Senate Bill 2243 (SB 2243), which amends the Rhode Island Parental and Family Medical Leave Act (PFMLA) by increasing the amount of parental or family leave available to an employee.

What are the details? 
Currently awaiting approval from the House Labor and signage from the governor, every employee who the same employer has employed for 12 consecutive months would be entitled, upon advance notice to his or her employer, to 24 consecutive work weeks of parental leave or family leave in any two calendar years. The employee shall give at least 30 days’ notice of the intended date upon which parental leave or family leave shall commence and terminate unless prevented by a medical emergency from giving the notice. 

The employer may request that the employee provide the employer with written certification from a physician caring for the person who is the reason for the employee’s leave, which certification shall specify the probable duration of the employee’s leave.

This bill would go into effect immediately once signed by the governor.

For more information, please see the links below:

Senate Bill 2243 (SB 2243)

Bill Status

Rhode Island Parental and Family Medical Leave Act (PFMLA)

What do employers need to do?
Employers should review the links above and look for updates on this bill. Vensure will continue to monitor this bill and provide more communication once updates are received.

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

Learn more about how Vensure's Rhode Island 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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