The Basics
Qualifying reasons for which an employee can take FMLA or PFML leave include:
- Birth, adoption, or placement of a foster child
- For a serious health condition that makes the employee unable to perform the essential functions of their job
- To care for a family member with a serious health condition
- To care for a covered servicemember with a serious injury or illness (employee's spouse, child, parent, or next of kin)
- For any qualifying exigency arising out of the fact that an employee's family member is on active military duty or call to covered active duty status
How to Apply
Employees with a qualifying reason for leave must notify Workpartners, the Commonwealth's absence and leave administrator ideally 30 days in advance of the leave, if feasible. Otherwise, you need to notify Workpartners as soon as you become aware that you will need to take a leave. Contact information for Workpartners is available on our dedicated webpage.
Workpartners will conduct an intake session with the employee to determine the available options for job-protected leave. During the intake session, Workpartners will also gather information about the leave request and inform the employee as to what information is necessary to approve and manage the employee’s leave. Workpartners can also answer questions about accruals available to the employee and how employees can apply to the DFML for benefits. Employees will be expected to provide information back to Workpartners as required. If you have additional questions, you may also contact your HR Department's Workpartners liaison.
Options for Pay
Under the federal law, FMLA is an unpaid leave, unless the employee has accrued paid leave through their employer or is eligible for another program that would allow the employee to be paid by the Commonwealth while absent due to a serious health condition.
During a PFML leave, an employee has the option to apply for temporary wage replacement benefits from the Department of Family and Medical Leave (DFML), which would provide a percentage of the employee’s average weekly wage. Payments from the DFML are separate and distinct from paychecks that state employees receive from the Commonwealth as their employer.
Alternatively, the employee can opt to receive their regular pay by using their accrued paid leave through the Commonwealth, as their employer, or, if eligible, another program that would allow the employee to be paid by the Commonwealth while absent due to a serious health condition. Effective November 1, 2023, employees approved for benefits by the DFML may request that their employer use their accrued paid leave to “top off” payments from the DFML to make their wages whole. State employees seeking this option must work with their HR department’s Workpartners Liaison to provide this top-off request in writing.