The information provided on this website is for informational purposes only and is not intended to provide, and should not be relied upon for tax, legal, or other professional advice. Further, the information on this website may or may not reflect the most current legislative or regulatory PFML requirements. You should not act or rely upon this information without consulting your own professional advisor.
Paid Family Medical Leave: Resources for Employer Readiness
We found that 60% of employers don’t feel very well prepared to administer their new state-mandated paid leave program.* Here are quick insights and resources to help you get ready — including highlights from our recent PFML webinar: Employer Readiness and Opportunities.
Why PFML Matters to Employers
Employers across the country are subject to new state leave laws or can expect to be soon. Three reasons they need to pay close attention:
- PFML interacts with FMLA and employers’ other leave policies or benefits such as short term disability, paid family or paid parental leave.
- Employers must meet specific requirements of complex state laws, including:
- Filing deadlines
- Premium collections
- Posting notices
- Employers are responsible for understanding leave laws and educating employees on their rights.
Why PFML Matters to Employees
Paid family and medical leave can make a big difference in employees’ work and home lives. These benefits allow employees to fulfill their personal and family health care needs for a period of time, without sacrificing 100% of their pay.
It’s also important for employees to understand how PFML benefits may affect their paychecks. For example:
- Employees are usually responsible for a portion of the premium, deducted from payroll like a tax deduction.
- They could also be paying into a short term disability leave program, with benefits that could be affected by new PFML laws.
What Research Shows About Employers and PFML
The Standard conducted a research study with 450 HR professionals in February 2020. Key findings show where employers stand:
- 39% need to implement changes to their current paid leave programs to be compliant with new PFML state laws.*
- 54% say they will insure through private carriers.*
- 31% will rely on state PFML plans/programs.*
How The Standard Can Help With Managing PFML
Faced with these new administrative and compliance demands, employers need a partner with leave expertise. When choosing a carrier to manage PFML benefits, look for:
- Fast claim adjudication
- Dedicated support
- Ease of administration
- Seamless benefit integration with STD and LTD
- Absence management support
- Private plan compliance support
The Standard, for example, offers comprehensive services and expertise in absence and disability management.
More PFML Resources
We’re committed to being a leading resource for paid family and medical leave insights and services. Check out the tools below that we offer to help you understand and stay on top of the fast-changing PFML landscape:
- PFML Resource Center: Download our PFML research report and see all our resources in one place.
- Interactive Map: Get details on PFML programs and legislation for every state.
- Relatively Speaking Blog: Sign up to receive email alerts about newly posted content.
View Our PFML Webinar
Our recent PFML webinar for employers features a panel of The Standard’s experts who discuss:
- Findings from The Standard’s Paid Leave Employer Readiness Study of more than 450 HR professionals.
- How paid family leave laws impact other leave programs and benefits.
- Where statutory leave programs are in place and what’s planned.
- State-administered leave programs and private carrier options.
You can view all these timely insights here: Paid Family and Medical Leave: Employer Readiness and Opportunities. If you have questions about specific state laws or issues, please reach out to your local sales representative. Or call us at 800.633.8575.
* Paid Leave Employer Readiness Study, The Standard, February 2020