LOGIN Request a call

← BLOG  |  EMPLOYMENT LAW UPDATES  |  NEWS

Massachusetts Revises Guidance on Paid Family and Medical Leave

06 Feb

Share
Update Applicable to:Effective date
All employers with covered individuals performing work in the state of MassachusettsSee details below


What happened?

On January 10, 2024, the Massachusetts Department of Family and Medical Leave (DFML) issued a more friendly guidance regarding Paid Family and Medical Leave (PFML). 

What are the details? 

The DFML updates the FAQs to make it more employer-friendly and clearer on how the use and accrual of employer-provided paid leave to top up PFML benefits is subject to the terms and conditions of the employer’s policy.

The updated FAQs makes clear that employees may use accrued sick time, vacation pay or other paid leave provided under an employer policy to top off PFML benefits up to their IAWW, subject to the accrual and use rules of an employer’s paid time off policies, so long as the employer’s paid time off policy does not discriminate against an employee for exercising a right to which such employee is entitled to under the PFML program.

This change was effective on November 1, 2023, and according to the department, only applications that were filed on or after November 1, 2023, are eligible for their top offs; previous applications will not be eligible. 


Business Considerations 

  • With the updated guidance, you can now create or update your policy to apply terms and conditions on whether and how employees can use paid time under the policy to top off PFML benefits. 


Resources


Source References

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.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Amazing!

You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image