How does Massachusetts Paid Family & Medical Leave (MA PFML) work?

Quick answer
MA PFML applies to almost all employers with at least one qualifying employee working in Massachusetts. Eligible employees can receive up to 26 weeks of partial wage replacement, plus job and benefit protection, per benefit year, across medical leave, family leave, and injured service member leave categories.

Who this applies to / Prerequisites

• Employees must have a job based in Massachusetts, have earned at least $6,300 over the past 4 calendar quarters, and earned at least 30 times the benefit amount they're eligible for.

Key facts

1. Medical Leave: Up to 20 weeks for the employee's own serious health condition, including pregnancy/childbirth.
2. Family Leave: Up to 12 weeks for the birth of a child and bonding within a year of birth; placement of a child for adoption or foster care and bonding within a year of placement; caring for a family member with a serious health condition, including pregnancy/childbirth; or a qualifying military exigency involving a family member on covered active duty.
3. Injured Service Member Leave: Up to 26 weeks to care for a family member with a serious health condition who is a current member of the Armed Forces, including the National Guard and Reserves.
4. MA PFML defines "family member" as a spouse, domestic partner, child, parent, parent of a spouse or domestic partner, grandchild, grandparent, or sibling.
5. Payment is based on the employee's own average weekly wage, the state's average weekly wage, and the type of leave taken. For 2025, the maximum weekly benefit is $1,170.64.
6. MA PFML can be used intermittently if needed.
7. There is a 7-day waiting period for MA PFML, which counts against the employee's total benefit weeks. For intermittent leave, the waiting period is 7 calendar days from the employee's first absence. For family (bonding) leave immediately following medical leave for pregnancy or childbirth recovery, there is no waiting period.
8. The program is funded by employers and employees through payroll deductions, with exceptions for small employers. Employers with an approved private or self-insured plan offering equal or better benefits may be exempt from employer contributions.
9. Employees can supplement MA PFML benefits with accrued PTO, up to their average weekly wage; PTO use may be subject to the employer's PTO policy, as long as that policy doesn't discriminate against employees exercising MA PFML rights.
10. MA PFML runs concurrently with federal FMLA and MPLA when applicable.

What if it doesn't work

• I'm not sure if I meet the earnings requirement: Check your earnings against the $6,300 threshold and the 30x benefit amount requirement, or contact your Leave Success Manager.
• I want to use PTO alongside my MA PFML benefits: This is allowed up to your average weekly wage, subject to your employer's PTO policy — contact your Leave Success Manager with questions.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• The 26-week combined maximum spans the medical, family, and injured service member leave categories, which each have their own individual caps (20, 12, and 26 weeks respectively).
• The 7-day waiting period counts against total available benefit weeks, except when family/bonding leave immediately follows pregnancy or childbirth recovery leave.
• The $6,300 earnings threshold and $1,170.64 maximum weekly benefit are current for 2025 and may change.

Related questions

• How does the Massachusetts Parental Leave Act (MPLA) work?
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