Beginning October 22, 2025, leave benefit management for employees in the Executive Department of Massachusetts state government will transition from Workpartners to the Office of Leave Planning Assistance (OLPA) at the Human Resources Division (HRD).
As a unit of HRD, OLPA helps Massachusetts state employees within the Executive Departments access and manage their job-protected leave benefits. Get to know the process on this page.
About OLPA
- Who is OLPA, and what types of leave do you handle?
- The Office of Leave Planning Assistance (OLPA) is part of the Human Resources Division (HRD). OLPA handles certain leave requests for Executive Department employees. This includes:
- Leave for your own health needs
- Leave for certain family members' health needs
- Time to bond with a new child welcomed by birth, adoption, or foster care placement
- Leaves covered by the Family and Medical Leave Act (FMLA) and the Paid Family and Medical Leave (PFML) law
- The Office of Leave Planning Assistance (OLPA) is part of the Human Resources Division (HRD). OLPA handles certain leave requests for Executive Department employees. This includes:
- Who does OLPA support?
- OLPA will manage leave benefits for Executive Department employees of the Commonwealth of Massachusetts.
- How can I reach out to OLPA?
- Visit our contact page for our hours of operation and the best way to reach us.
- What are the differences between OLPA and the Department of Family and Medical Leave (DFML)?
- OLPA is different from DFML in three ways:
- The people OLPA supports. OLPA supports employees who work in the Executive Department of Massachusetts state government. DFML serves all people who work for employers that do business in the state of Massachusetts, not just employees of the state.
- The benefits OLPA manages. OLPA is part of the Human Resources Division, which provides human resources (HR) services to the Commonwealth’s Executive Department. OLPA manages leave benefits available to Massachusetts employees through their state jobs. DFML manages temporary wage replacement benefits to covered employees who make payroll contributions into the PFML program.
- How OLPA helps employees get paid. OLPA helps state employees understand their pay options for their leave of absence. After employees choose their pay preference, OLPA points them in the right direction so that they are paid by their regular state payroll, DFML, or both. PFML payments will be issued directly from DFML, separate from their regular paycheck.
- OLPA is different from DFML in three ways:
About the transition from Workpartners
- When is leave management transitioning from Workpartners to OLPA?
- Leave management will officially transition on October 22nd.
- What will change for me as an employee after the transition?
- After the transition on October 22nd, OLPA (not Workpartners) will guide you through the leave process, review your requests, and make decisions regarding your request.
- You will be able to request or update an existing leave request through OLPA’s self-service online portal and reach out to us Monday through Friday from 7am to 5pm.
- The steps to request leave will be straightforward, and you’ll work directly with fellow state employees like yourself to help guide you through the leave process.
- Do I need to do anything if I’m on leave during the transition?
- Existing leave requests will transfer to OLPA automatically. No action is needed to transfer your case to OLPA.
- If nothing changes with your leave, no action is needed from you. Leave cases will automatically transfer to OLPA on October 22nd.
- If you need to report intermittent leave absences or adjust your leave (return early, extend time, etc.) before October 22nd, reach out to Workpartners. You should contact OLPA starting October 22nd for any changes to your existing leave.
- I am planning on taking a leave soon, who should I reach out to?
- Before October 22nd, continue to reach out to Workpartners. All cases started with Workpartners will transfer automatically to OLPA.
- Starting October 22nd, you can start your case with the OLPA team.
- What happens to my data that is with Workpartners?
- Data held at Workpartners will be returned to the Commonwealth under OLPA’s stewardship. Workpartners will not retain Commonwealth data once the transition is complete.
- Do I need to report sick absences to OLPA?
- No. Continue reporting your day-to-day sick absences (short-term illness, injury, or routine medical appointments) directly to your department. If you have been approved for intermittent leave, you will report intermittent absences to OLPA beginning on October 22nd.
- Who should I contact with questions before and after the transition?
- Before the transition: Contact Workpartners or your Leave Liaison.
- After the transition: Contact OLPA directly. Find our contact information here.
Understanding leave benefits
- What are leave benefits, and what situations qualify?
- Leave benefits allow eligible employees to take approved time away from work for certain covered life situations. Whether you’re welcoming a new child, managing a major illness or chronic condition, or caring for a family member who needs you more than ever, benefits are available to you as a Massachusetts state employee.
- How do I know if I’m eligible for leave?
- Eligibility depends on the type of leave, your life event or circumstances, and your employment details. OLPA reviews your request details and helps you understand what you qualify for.
- What resources are available to help me?
- OLPA: OLPA guides you through the leave application process, reviews your request, and makes a decision on your request for leave. In all cases, you should start with OLPA to understand your options and next steps. Find our contact information here.
- Leave of Absence Liaison (Leave Liaison): Your agency HR team’s point of contact has experience supporting you with HR, payroll, and insurance needs while you work with OLPA on your leave case. Find your Commonwealth Leave Liaison.
- DFML: Depending on your leave request, you may need to work with the Department of Family and Medical Leave (DFML), which manages Paid Family and Medical Leave (PFML) payments. If you’re approved for PFML leave by OLPA and want to access PFML payments so that you don’t use your own sick and vacation time, you’ll need to file a separate application with DFML. Visit the DFML website.
Starting a leave request with OLPA
- When should I start my request?
- For planned events (like pregnancy), please submit a request to OLPA at least thirty calendar days in advance of when you plan to start your leave. For unplanned or emergency events, reach out to us as soon as possible.
- How do I start a leave request with OLPA?
- Submit a request through OLPA's online leave portal. Within five business days, OLPA will reach out to schedule a leave intake session.
- What information or documentation will I need to provide?
- Typically, OLPA will need your basic information, job details, and official documents such as supporting medical documentation or other proof of your qualifying event. OLPA will let you know what information is needed.
- How long does the review and decision process take?
- Requests will be reviewed within five business days once all required and complete supporting documents are submitted.
- Will my pay or benefits be affected during my leave?
- This varies case by case, and OLPA can help you understand your options for paid or unpaid leave.
- If I submit a leave request to OLPA, do I also need to submit a request to DFML?
- If you plan to use only your accrued sick or vacation time during your PFML-covered leave, you don’t need to apply to the Department of Family Medical Leave (DFML) for Paid Family Medical Leave (PFML) wage replacement benefits.
- If you’d like to receive PFML wage replacement benefits, you'll need to submit a separate application to DFML after you've submitted your leave request to OLPA and completed your intake session with OLPA. OLPA cannot submit an application to DFML on your behalf.
- How do I extend, change, or cancel my leave?
- Before the transition: Contact Workpartners as soon as possible.
- After the transition: Contact OLPA as soon as possible. You may need to submit updated documents, depending on your change request. Find our contact information here.
For HR and employee supervisors
- I’m a new leave liaison, what should I do?
- Learn about OLPA and how to reach us. This FAQ page is a great place to start.
- Get familiar with our online leave portal, where you’ll have visibility into leave requests for your agency’s employees.
- Work with your own manager or supervisor to understand any liaison-work that is specific to your agency.
- What is my role in the leave process?
- If an employee comes to you first, remind them to submit a request through OLPA’s online leave portal. You’ll have access to the portal to view their leave details and provide support as needed.
- Will employee HR contacts and Leave Liaisons be notified when an employee contacts OLPA?
- HR contacts and Leave Liaisons will receive email and portal updates about their employees’ new applications, leave request status changes, and final determinations. However, general employee inquiries won’t be communicated to HR contacts and Leave Liaisons.
- Where do I go if I need help answering employee questions?
- If a question is specific to your agency (work schedules, coverage, or payroll), work with your direct manager/supervisor and your agency’s HR team. For questions related to leave eligibility, required documentation, or leave decisions, reach out to OLPA – we’re here to help.
Support and troubleshooting
The Office of Leave Planning Assistance (OLPA) is part of the Human Resources Division (HRD) and serves employees across the Commonwealth’s Executive Department. Our team is made up of fellow Commonwealth employees, just like you, ready to guide you through your leave options. We’ll work with you to explore what’s possible before reviewing and deciding on your leave request.