Massachusetts Paid Family and Medical Leave (MAPFML) Update

Massachusetts Paid Family and Medical Leave (MAPFML) Update

The Massachusetts Department of Family and Medical Leave has released important updates for 2025 regarding the cost of contributions for employer groups enrolled in the public program and the weekly benefit maximum applicable to public and private plans.

Contribution Rates for 2026
Effective January 1, 2026, the total contribution rate for the Massachusetts Paid Family and Medical Leave (PFML) public plan will remain at 0.88% of eligible wages for employers with 25 or more covered individuals.

The DFML has determined that maintaining the current contribution level will sufficiently fund benefits in 2026, despite ongoing growth in the number of covered workers and claims filed under the program.

Contribution Structure (25 or more employees):

• Total Contribution: 0.88%
  • Medical Contribution: 0.70%
    • Employer Share:0.42%
    • Employee Share: 0.28%
  • Family Contribution: 0.18%
    • Employer Share: 0%
    • Employee Share: 0.18%

Contribution Structure (25 or fewer employees):

• Total Contribution: 0.46%
  • Medical Contribution: 0.28%
    • Employer Share:0%
    • Employee Share: 0.28%
  • Family Contribution: 0.18%
    • Employer Share: 0%
    • Employee Share: 0.18%

Please note that these contribution levels represent no change from the current model established for CY2025.

Maximum Weekly Benefit for 2026
In addition, the weekly maximum benefit amount will increase from $1,170.64 to $1,230.39 per week. This increase reflects the new State Average Weekly Wage (SAWW), which rises from $1,829.13 to $1,922.48 for 2026. The SAWW is used annually to calculate the maximum weekly benefit for all qualified PFML leaves in Massachusetts.

Eligible employees will continue to receive a portion of their average weekly wage, up to the maximum benefit amount, depending on their earnings level and the duration of their leave.

Topping Off Weekly Benefit Amendment Update
During the budget process for Fiscal Year 2024, Governor Maura Healey approved an amendment to the current paid leave law that would allow employees who qualify for benefits to “top off” their weekly benefit with accrued sick and/or vacation pay. This amendment also applies to accrued pay for any leave provided under a collective bargaining agreement. Employees on leave may request accrued pay in an amount so as not to exceed 100% of their pre-leave earnings when combining MA PFML benefit payments and accrued leave pay.

However, DFML guidance continues to clarify that employees may only exercise this option if their employer’s policy allows it. The regulations do not require employers to permit topping off. Therefore, employers should:

• Review and update internal policies to explicitly state whether topping off is permitted.
• Ensure payroll and leave administration systems can properly coordinate PFML benefits with accrued pay.
• Consult with legal counsel if opting not to allow topping off, to ensure compliant and consistent treatment.

Private Plan Impact for CY2026

For employers operating under private plan exemptions, DFML requires that all plans match or exceed the benefits and protections provided by the state plan, including the 2026 maximum weekly benefit of $1,230.39.

If your plan is insured, your carrier will issue updated contribution rates for 2026. These rates may differ from the state’s public plan contribution rate of 0.88% (for employers with 25 or more covered individuals). Employers may continue to require employees to contribute toward the cost of the private plan, provided that employee contributions do not exceed what they would pay under the public plan.

For more information on the renewal process, please visit the Department site.

To see updates other states have made to their paid family leave programs for 2026, please see our articles, Minnesota Passes Paid Family and Medical Leave and Delays and Changes to Maryland Paid Leave Law. If you have any questions, please contact a member of the OneDigital team.