Maine Paid Family and
Medical Leave (ME PFML)
Maine Paid Family and Medical Leave (ME PFML) offers wage replacement benefits and job protection for employees who are sick or hurt and cannot work. PFML applies to family related matters, such as bonding with a new child or caring for a family member with a serious heal condition and can be used to address a family member’s military duty, or for safety concerns
Employers can participate in the state-run program (Maine Family and Medical Leave Insurance), or they can self-insure or fully insure a private plan.
MetLife can provide fully insured coverage for Maine Paid Family and Medical Leave that helps support an employer's private plan. MetLife can also provide administrative services related to a employer's self-insured private plan. MetLife's insurance offering and administration of a employer's private plan complies with the regulatory requirements of the Maine Paid Family and Medical Leave law.
Benefit Overview
Mandated Coverage & Employee Eligibility
HintLeave Reason, Duration, Job Protection
HintCost of Coverage and Contributions
HintBenefit Payments
HintEmployers are required to offer ME PFML if they have 1 or more employees working in the state.
All employees working for a covered employer are eligible for ME PFML benefits if they have earned at least 6 times the SAWW working in Maine the year before benefits start.
The Federal government and its employees are exempted from the law.
Eligible employees can receive part of their pay if they need to take time off for certain reasons. ME PFML provides job protection once an employee has worked for an employer for at least 120 days.
Medical Leave can be taken for up to 12 weeks to:
- address a personal serious health condition of injury, including organ donation and pregnancy (7-day waiting period)
Family Leave can be taken for up to 12 weeks to:
- bond with a new child
- care for a family member with a serious health condition
- assist while loved ones are on overseas military deployment
- to address safety concerns, such as domestic violence, assault, or sexual assault
- Bereavement can be used for death or serious health condition of certain family members in the armed forces (up to 12 days)
Employers can approve intermittent leave down to 1-hour increments.
The maximum employee contribution is 0.5% of an employee’s wages.
Private plan premiums may differ, however, employee max contributions for a private plan cannot be more than what they would pay for the state-run program. Employers fund the balance of the premium for private plans. Employers may also choose to fund the benefit on behalf of their employees.
Under the state-run program:
- Employers with 15 or more employees would contribute 0.5% of the employee’s wages, bringing the total contributions to 1% of an employee’s wages.
- Employers with less than 15 employees do not need to contribute. The program would be completely funded by the employee’s portion of 0.5% of the employee’s wages.
- Self-employed individuals who opt-in are only responsible for the 0.5% of wages.
- Please visit the state program’s website for the latest state rates and additional state plan information.
The benefit amount an employee can receive depends on the employee’s average weekly pay.
While benefits are not yet payable, the state has provided the following information for calculating benefit payments once benefits are payable: an employee could receive 90% of their average weekly wage that is equal to or less than 50% of the state average weekly wage, plus 66% of their average weekly wage that is more than 50% of the state average weekly wage, up to the maximum.
Key Dates
- All employers begin contributing and taking employee payroll contribution deductions
- Review the state’s what you need to know flyer
Applying for a MetLife Supported Private Plan
MetLife’s customers are responsible for obtaining and maintaining approval of their PFML private plan, voluntary plan, and/or equivalent plan with each appropriate agency and in accordance with applicable law, rules, regulations, and guidance. You should consult with your attorney about the requirements for obtaining and maintaining such approval.
MetLife can provide fully insured coverage for Maine Paid Family and Medical Leave that helps support an employer's private plan. MetLife can also provide administrative services related to an employer's self-insured private plan. MetLife's insurance offering and administration of an employer's private plan complies with the regulatory requirements of the Maine Paid Family and Medical Leave law.
To obtain a quote from MetLife, you or your broker must create a census of your eligible Maine workforce and send it to MetLife. This census template was developed for your convenience.
Based on the information that is provided to MetLife in your census you will be issued a quote.
If fully insured, MetLife will issue a state approved ME PFML policy.
If self-insured, MetLife will issue an Administrative Services Agreement (ASA) and employers will need to work with their own employment counsel to define their ME PFML plan to submit to the state for approval.
Employers are responsible for registering with the state for each of their FEINs.
Not applicable
Employers are responsible for applying for their private plan. Private plans require an application with and approval by the state for each FEIN.
Private plan applications must be submitted and approved within the first 60 days of the quarter to start in that quarter. If the application is submitted fewer than 30 days prior to the end of a quarter and approved, the private plan will be effective on the first day of the following quarter.
Employs must submit an application for approval of their private plan substitution. You can submit your application via the Maine Paid Leave Contributions Portal. To apply for a fully insured ME PFML private plan, you will need:
- Policy documentation provided by MetLife
- $250 application fee, and if approved there is an additional $250 fee
You must work with your own employment counsel to define your self-insured plan.
Please refer to the state’s website for more information on self-insured private plan applications including surety bond and other requirements.
Employers applying for a private plan approval will be required to pay a $250 application fee for each FEIN when they submit their application.
Once you receive approval, please send your MetLife representative a copy of your state approved plan.
If a private plan application is submitted and approved within the first 60 days of a quarter, the effective date will be the beginning of that quarter. If the private plan application is submitted and approved fewer than 30 days prior to the end of the quarter, the private plan will be effective the first day of the following quarter.
Ongoing Employer Responsibilities
Employers are responsible for notifying all eligible employees of the benefits available to them.
Employers are required to post an employee notice in a conspicuous place on each of its premises. Additionally, Employers must provide notice to each employee within 30 days of an employee starting at the company.
Please access the state's employee poster here under "Paid Family and Medical Leave".
When MetLife policies renew, and when state and or federal changes impact contribution rates, employers may need to consider how it impacts employee contributions, if applicable. MetLife policy renewal and state and or federal changes may not happen at the same time. If an employer collects contributions from employees, employers must adjust payroll deductions accordingly.
Employers are required to submit quarterly wage report to the state. In addition, the state will require annual reporting for ME PFML. Details are still under development with the state.
ME PFML private plans are valid for 3 years. The state will send a renewal reminder no later than 60 days before plan expiration.
Your MetLife policy will automatically renew on its anniversary date and any changes to premium or benefits will be communicated in advance. The state's renewal date for your plan may be different than MetLife's renewal date.
If we need to make significant updates to your fully insured policy, we will refile it with the state. Once approved, we will issue updated policy documents to you for your records.
Changes to or renewing/reapproving of a private plan with the state.
MetLife will reach out to employers to verify and or provide missing information and documentation, as needed.
Taking a Leave
Filing for Benefits with MetLife
HintSupporting Claim Documentation
HintCoordination of Benefits
HintStep 1: An employee should notify an employer of the need for a leave as soon as possible.
Step 2: An employee should file a claim, not more than 60 days in advance of any foreseeable leave. If the leave is unforeseeable, claims may be submitted up to 90 days after the leave has begun.
Step 3: After all information has been received, a decision will be made within 10 calendar days or the first day of leave, whichever is later.
Step 4: If a claim is approved both the employer and the employee will be notified of the approval within 5 business days of the approval.
Step 5: The employee will receive their first benefit payment within two weeks of claim approval.
Step 6: If an employee’s claim is denied, the employee may appeal the claim with MetLife within 15 business days.
Proof to support an employee’s leave may be required before the claim decision can be made. The state is still defining these requirements.
Employees may qualify for more than one benefit based on the leave reason. ME PFML and FMLA can be taken at the same time and should be taken at the same time when applicable.
MetLife’s claims team will reach out to the employer to coordinate dates of the company leave that directly overlap with the state leave.
MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.
Note: There may be additional leaves that MetLife does not administer. Employers may be responsible for providing additional leaves for their employees. Employers should consult their own employment attorneys.
Need more information?
FAQs
A child, parent, spouse, domestic partner, grandparent, grandchild, sibling, or any individual with whom the employee has a significant personal bond that is or is like a family relationship, regardless of biological or legal relationship.
As of August 15, 2025