Reimbursements for Qualifying Paid Leave Plans through PFML

Under the Paid Family Medical Leave law (M.G.L. c. 175M, section 3(c)), a business or organization that has not received an exemption but offers a paid temporary disability, family, or medical leave policy may be eligible to be reimbursed for those paid benefits.

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Qualifying for reimbursements

To qualify for reimbursements under M.G.L. c. 175M, section 3(c), an employer’s private policy or program must meet these criteria: 

  1. It is granted to workers for one of PFML’s qualifying reasons  

  2. It is separate from other types of leave that the employer offers, such as: 

    • Sick leave 

    • Annual leave 

    • Vacation 

    • Personal Leave 

    • Paid time off 

This means that employers will not be reimbursed for payments made to an employee where the employee has chosen to use sick leave, annual leave, vacation, personal leave, or paid time off to cover their absence. 

A voluntary program where employees may donate leave time to fund a bank for the benefit of a co-worker experiencing a qualifying reason may be reimbursable. 

Applying for reimbursements

More information about how to apply for reimbursements will be made available as we get closer to the start of benefits which begin in January 2021. 

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