Massachusetts Paid Family
and Medical Leave (MA PFML)

Massachusetts Paid Family and Medical Leave (MA PFML) is a paid leave program that offers wage replacement benefits if an employee is sick or hurt and cannot work. MA PFML applies to family-related matters as well, such as  bonding with a new child or caring for a family member who has a serious health condition. An employee can also use MA PFML to address a qualifying military exigency.

Employers can participate in the state-run program (Massachusetts Paid Family and Medical Leave) or they can self-insure or fully insure a private plan.

MetLife can provide fully insured coverage for Massachusetts 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 Massachusetts  Paid Family and Medical Leave law.  

Benefit Overview

Mandated Coverage & Employee Eligibility

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Leave Reason, Duration, Job Protection

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Cost of Coverage and Contributions

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Benefit Payments

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Employers are required to offer MA PFML benefits if they have at least one employee.

All employees working for a covered employer are eligible for benefits. Most Massachusetts workers are eligible for benefits after they have earned at least $6,300 during the prior 4 calendar quarters. In addition, an employee must have earned at least 30 times the benefit amount that they are eligible to receive.

Self-employed, independent contractors, or tribal governments are also eligible to opt-in to the state-run program.

Eligible employees can receive part of their pay and job protection if they need to take time off for certain reasons.

An employee can have more than one benefit each year, but no more than 26 weeks total, and a 7-day waiting period (waived for child bonding if the leave immediately follows medical leave).


Medical Leave can be taken for up to 20 weeks to:

  • address a personal serious health condition or injury including pregnancy


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

MA PFML can be taken intermittently, or on a continuous leave or reduced leave basis, depending on the leave reason.

Beginning January 1, 2025, the maximum PFML employee contribution is 0.46% (0.18% (PFL) and 0.28% (PML)) of an employee’s wages, or a maximum total of $810.06. In 2025, Massachusetts’ employee taxable wage base is determined by the Social Security taxable maximum, or $176,100.

Private plan insurance premiums may differ, however, state covered payroll caps apply. Employee maximum 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 insured private plans. Employers may also choose to fund the benefit on behalf of their employees.

MetLife can also provide claim administration for self-insured private plans. Employers are allowed to collect payroll contributions up to the state’s maximums and use the funds to pay benefits. Service fees paid to support the operating costs for state approved self-insured plans are the employer’s responsibility.

For the state-run program, employers with 25 or fewer employees are exempt from paying the employer portion of the contributions.

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 and compares it to the average weekly pay for everyone in Massachusetts.

Benefits are calculated by taking:

  • The portion of the average weekly wage that is equal to or less than 50% of the state average weekly wage multiplied by 80%
  • The portion of the average weekly wage that is more than 50% of the state average weekly wage multiplied by 50%

In 2025, employees can receive a maximum weekly benefit of $1,170.64.

Key Dates

  • Maximum weekly benefit of $1,170.64 is effective
  • State Average Weekly Wage of $1,829.13 effective

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 Massachusetts 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 Massachusetts Paid Family and Medical Leave law. MetLife can provide fully insured coverage for Massachusetts 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 Massachusetts Paid Family and Medical Leave law. MetLife can provide fully insured coverage for Massachusetts 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 Massachusetts Paid Family and Medical Leave law.

To obtain a quote from MetLife, you or your broker must create a census of your eligible Massachusetts workforce and send it to MetLife. This census template was developed for your convenience.

If fully insured, MetLife will issue a Confirmation of Insurance form and a state approved MA 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 MA 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.

If you are currently with the state-run program, you must remain with the state-run program until your private plan is approved and effective.

Private plan applications must be approved in the quarter prior to the quarter the benefits go into effect. 

To apply for a fully insured MA PFML plan, gather your documentation and apply through MassTaxConnect. You will need:

  • The policy documentation provided by MetLife
  • The MA PFML Confirmation of Insurance provided by MetLife

If you are transferring from another approved private plan carrier, please refer to the instructions here.

The application review and decision process will occur once all documents are submitted to the state.

You must work with your own employment counsel to define your self-insured plan. There is generic MA PFML Private Plan Template that may be used as a starting point. An employer’s private plan must meet or exceed the state plan.

Please refer to the state’s website for more information on self-insured private plan applications including surety bond, Self-Insured Insurance Declaration Document, and other requirements. You should gather your documentation and apply through MassTaxConnect.

The application review and decision process will occur once all documents are submitted to the state.

Not applicable

You will be notified of the private plan application decision via your account in MassTaxConnect. Once you receive approval, please send your MetLife representative a copy of your state approved plan.

If the prior provider was the state, private plans are effective the first day of the next quarter following state approval. For example, January 1, April 1, July 1, or October 1. If the prior provider was another private plan administrator, the plan effective date may be the 1st of any future month following state approval.

Ongoing Employer Responsibilities

Employers are responsible for providing written notice to their employees about paid leave benefits, contribution rates, and other provisions of MA PFML. The state provides a poster each year which must be displayed in the workplace in a location where it can be easily read. Click here to view the latest poster. You may use this rate notice to advise your employees of their payroll deductions for the current year.

If you are switching from the state-run plan to a private plan you should inform employees at least 30 days before the effective date of the private plan.

You must also provide any new employee a notification form within 30 days of hire. The notice can be provided in paper form or electronically. The notice must include the opportunity for an employee to accept or decline receipt of the information, and each employee should return the signed form. You can receive these acknowledgments in paper form or electronically. Please retain these forms according to your internal document retention policy. Do not send these forms to MetLife or the state.

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. Please review the "What's New" page on this site for details.

The state requires annual reporting for MA PFML. Reporting is due to the state by August 31 each year.

If you have a fully insured MA PFML MetLife plan, MetLife will submit a single aggregate report on your behalf. 

If you self-insure a MA PFML private plan, you will need to submit your own reports. MetLife will provide necessary data for the report.

Your MetLife policy will automatically renew on its anniversary date and any changes to premium or benefits will be communicated in advance. Private plan renewal with the state 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.

A MA PFML private plan will be in place for 1 year after it is approved by the state. To renew your private plan with the state, you will need to upload a current Confirmation of Insurance (COI) form via MassTaxConnect. Since your tax exemption effective date may be different than your MetLife plan effective date, MetLife will provide you with an updated COI form during the 4th quarter for use the following calendar year.

If self-insured, each year, you will need to update your Surety Bond and submit any plan changes to the state for approval via MassTaxConnect. After you renew your private plan with the state, you need to send the updated plan to MetLife to administer.

The state only allows private plan renewal to be submitted during the quarter before the tax exemption expiration. Therefore, if an exemption expires December 31, the renewal can be submitted between October 1-December 31. If an exemption expires March 31, the system will accept your renewal starting the following January and so on.

Employers also have to notify the state via their MassTaxConnect account if they are making a change to their private plan. If an employer is switching from 1 private plan carrier to another, they need to notify the state of the change 30 days prior to the switch.

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

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Supporting Claim Documentation

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Coordination of Benefits

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Step 1: An employee should notify their employer of the need for a leave as soon as possible.

Step 2: An employee should file a claim up to 30 days in advance of the leave. If the leave is unforeseeable, claims may be submitted up to 30 days after the leave has begun.

Step 3: MetLife will gather any additional necessary information from the employee and make a decision within 14 days or the first day of leave, whichever is later.

Step 4: If an employee’s claim is denied, an employee may appeal the claim first with MetLife and if denied again the employee may submit an appeal to the state. Appeal filing instructions can be found in the claim denial letter.

Employees must provide specific documents for each claim. It is important to submit paperwork to the doctor as soon as possible. It might take the doctor’s office two weeks or more to complete the paperwork. In some cases, a statement confirming the relationship between the employee and the family member may also be requested.

For an employee's own serious health condition (when an employee is sick or hurt and cannot work for an extended period):

  • Certification of a Serious Health Condition form filled out by an employee and their healthcare provider, or
  • A doctor’s note or Attending Physician Statement (APS) that includes the same information as the Certification of Serious Health Condition form and/or any other reasonable information or documentation necessary to adjudicate the claim.


For child bonding for a newborn:

  • A copy of the child’s birth certificate, or
  • A statement from the child’s healthcare provider stating child’s date of birth, or
  • A statement from the mother’s healthcare provider stating child’s date of birth


For child bonding for adoption or foster care placement:

  • A copy of adoption papers or court documents finalizing the adoption, that includes child's date of birth and adoption date, or
  • Documentation from the child’s healthcare provider, or
  • Foster/adoption agency paperwork containing adoption or placement
  • If an employee is not the parent named in the court documents (in loco parentis), the employee may also be asked to provide proof verifying their relationship to the in loco parentis named in the court documentation. This could be a marriage certificate, civil union papers, or something showing the employee is in a domestic partnership.


For leave to care for a family member with a serious health condition, including medical events related to pregnancy or childbirth:

  • Certification of a Serious Health Condition form filled out by the employee and their family member’s healthcare provider, or
  • A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form


For qualifying military exigency needs, the employee will need to verify their family member’s service:

  • A covered family member’s active-duty order, or
  • Letter from the military unit documenting impending call or order to covered duty, or
  • Documentation of military leave signed by the approval authority for the military member’s rest and recuperation
  • If leave is requested to meet with a third party, such as a school official, counselor, or attorney, the employee must provide documentation of the meeting that includes:
    1. The name, address, and contact information of the individual or entity with whom the employee is meeting
    2. A description of the meeting


For caring for a family member who is a covered service member:

  • Certification of a Disability/Serious Health Condition form filled out by the service member’s healthcare provider, or
  • A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form
  • An alternative form of certification can be an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued by the Department of Defense to any family member to join an injured or ill service member at their bedside

Employees may be eligible for more than one leave.

An employee may receive MA PFML benefits concurrently with employer-paid benefits; however, an employee’s total compensation may not exceed an employee's regular pay.

Massachusetts Paid Family and Medical Leave Insurance (PFML) and Family Medical Leave Act (FMLA) benefits can and should be used at the same time, when applicable.

MA PFML benefits are paid alongside Unemployment and Workers Compensation and may replace up to 100% of the employee’s average weekly wage.

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.

FAQs

A spouse or domestic partner, children, stepchildren, or a domestic partner’s children, parents, stepparents, or a parent’s domestic partner, spouse or domestic partner’s parents, grandchildren, step-grandchildren, or domestic partner’s grandchildren, grandparents, step-grandparents, or a grandparent’s domestic partner, siblings or stepsiblings. In addition, family members who are related through in loco parentis, custodial/non-custodial care, and/or as a legal ward are covered.

 As of September 8, 2025