Does this law apply to all employers without exception?

All Massachusetts employers are subject to the PFML, with some exceptions:

  • Self-employed people and most independent contractors are excluded (they may opt-in).
  • Municipal employers are excluded (they may opt-in in some cases).
  • Other exceptions may apply. Learn more here.

Massachusetts employers can apply for an exemption from the law if they wish to offer a private plan instead. For approval, they will need to demonstrate that their private plan meets or exceeds the state plan’s benefits.  See details about exemptions and submitting requests here.

How much will MA PFML cost employers and employees?

“All employers are required to submit contributions on behalf of all covered individuals in their workforce. Depending on how many covered individuals you had in the last calendar year, you may also be responsible for paying a share of the required contributions this year.” — Mass.gov

 

Employers with fewer than 25 employees are not required to pay the employer portion of the premiums. Their employees in Massachusetts will still pay into the program and be able to access full leave benefits.

 

To see if you are responsible for the employer’s share of PFML, use this Mass.gov online tool. A sample result from the tool:

(Applies to employers with 25 or more employees in Massachusetts)

What are an employer's communication responsibilities?

Employers are responsible for informing their workforce, including certain independent contractors, about the state's Paid Family and Medical Leave law. This includes displaying a Department of Family and Medical Leave (DFML) approved workplace poster and providing written notice to all employees about PFML benefits. Downloads and templates for these written notices are available here.

Employers need to get a written receipt from employees acknowledging they’ve received notice of PFML benefits or that they refused to acknowledge the provided notice.