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How does Maine Paid Family and Medical Leave (ME PFML) work?

Your guide to wage replacement under ME PFML

 

Quick answer
 ME PFML, effective May 1, 2026, applies to almost all Maine employers with at least one qualifying employee. Eligible employees can receive up to 12 workweeks of wage replacement in a 52-week period, plus job protection if they've worked at least 120 days, for a range of qualifying events including the employee's own serious health condition, caregiving, bonding, military exigency, and safe leave.

Who this applies to / Prerequisites

  • For wage replacement: the employee's job must be based in Maine, and they must have earned at least six times the state's average weekly wage during the base period. As of July 1, 2026, that threshold is $7,494.72 (six times the $1,249.12 average weekly wage).
  • For job and benefit protection: the employee must also have worked at least 120 days prior to the start of leave.

Key facts

  1. ME PFML provides up to 12 workweeks of wage replacement in a 52-week period (measured forward from the Sunday before leave) for: the employee's own serious health condition, including pregnancy; caring for a family member with a serious health condition, including pregnancy; the birth of a child and bonding within 12 months of birth; the placement of a child for adoption or foster care and bonding within 12 months of placement; a qualifying military exigency involving the employee's spouse, child, or parent; safe leave for violence, assault, sexual assault, stalking, or a supported protection order; or caring for a family member who is a covered service member.
  2. ME PFML defines "family member" very broadly, covering many categories of children, parents, grandparents, grandchildren, siblings (including step, foster, adoptive, and in-law relationships), a spouse or domestic partner, or anyone with a significant personal bond equivalent to a family relationship.
  3. Employees receive up to 100% of their wages on a sliding scale proportional to Maine's average weekly wage, though most receive 60–70%. As of July 1, 2026, the maximum weekly benefit is $1,249.12.
  4. The program is funded through premiums from both employers and employees. For 2025–2027, the total contribution rate is 0.5% or 1% of wages, depending on employer size. If the employer doesn't cover the employee's portion, a payroll deduction appears on the employee's pay stub.
  5. Aflac is the state-selected third-party administrator for the state plan; employees file claims with Aflac, which handles intake, review, and payments. If the employer uses a private plan, the insurance carrier (or occasionally the employer) handles administration.
  6. There is a 7-day waiting period for medical claims (including pregnancy/childbirth), but no waiting period for other claim types.
  7. Leave can be used intermittently if needed.
  8. ME PFML runs concurrently with federal FMLA and ME FMLA when applicable. Any FMLA or ME FMLA leave taken in the 12 months prior to ME PFML — including time used before May 1, 2026 — is deducted from available ME PFML leave time, since the laws are designed to run concurrently whenever possible.

What if it doesn't work

  • I'm not sure if I meet the wage threshold: Check your base period earnings against the current threshold ($7,494.72 as of July 1, 2026), or contact your Leave Success Manager.
  • I already used FMLA or ME FMLA leave before applying for ME PFML: That time will be deducted from your available ME PFML leave — contact your Leave Success Manager for details.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • The wage threshold, maximum weekly benefit, and contribution rate figures above are current as of the dates noted and may change.
  • Job and benefit protection requires 120 days worked, separate from wage replacement eligibility.
  • The 7-day waiting period applies only to medical claims, not other claim types.
  • Prior FMLA/ME FMLA leave in the preceding 12 months reduces available ME PFML leave, including leave used before the law's May 1, 2026 effective date.

Related questions

  • How does Maine Family and Medical Leave (ME FMLA) work?
  • What other Maine leave laws does Tilt support?