ShelterPoint Blog Site - Industry Updates

Maryland Paid Family & Medical Leave Update

Yiu Tso — Tue, 10 Mar 2026 04:00:00 GMT

Maryland Paid Family & Medical Leave Update

Program Milestones to Look Out For in 2026 and Beyond

Yiu Tso

2026-03-10T00:00:00.0000000 2026-03-10T16:07:06.9500000

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Maryland continues to make steady progress on Maryland FAMLI, the state’s name for its Paid Family and Medical Leave (PFML) program, as it builds the infrastructure needed to begin paying benefits on January 1, 2028.

With details still taking shape, staying close to developments will help ensure you’re ready to make informed decisions and meet compliance requirements on schedule.

MD PFML Program Elements: What Hasn’t Changed

Although Maryland’s Paid Family and Medical Leave program delay shifted timelines and refined some details, core benefit structures and covered leave reasons remain unchanged:

Covered leave reasons, such as bonding with a new child, caring for a family member with a serious health condition, addressing one’s own serious health condition, and certain military-related needs
Benefits, including the maximum number of weeks an employee may receive paid leave and benefit calculations, which determine how much wage replacement eligible employees may receive

Proposed regulations regarding claim administration and other details are still under review and have not yet been finalized, so some elements may be adjusted as the rulemaking process continues.

We’ll continue to monitor regulatory developments closely—be sure to sign up for updates to stay in the know as new guidance becomes available.

Maryland EPIP Private Plans and the Declaration of Intent

Employers that intend to meet its Maryland PFML requirements through an Equivalent Plan Insurance Program (EPIP) (Private Plan) rather than the State FAMLI Plan should pay close attention to the Declaration of Intent process once it’s finalized in the upcoming rules.

When the Declaration of Intent period opens (anticipated to be in Fall 2026), employers planning to pursue an EPIP (Private Plan) must formally notify the state of that intent. This is a required step and will play an important role in determining an employer’s contribution and compliance obligations. The state will share more detailed instructions about the Declaration of Intent process at a later date.

As part of the Declaration of Intent, it’s anticipated that employers will need to:

Confirm that they consulted with a licensed producer or representative from a licensed insurance carrier
Upload documentation demonstrating that consultation
Indicate their intent to apply for an Equivalent Private Insurance Plan (EPIP)

Filing a Declaration of Intent with the MD FAMLI Division signals that an employer plans to pursue an approved Private Plan and allows the state to account for that intent during the transition to full program implementation.

Key Dates

Below is the current high-level timeline based on guidance from the Maryland Department of Labor, and may change as regulations and rules are finalized:

Date / Timeframe	What To Know
Anticipated before January 14, 2026 or shortly thereafter	The Department hopes to finalize PFML regulations before the legislative session begins.
Mid-Fall 2026	The Declaration of Intent period opens for employers planning to pursue an Equivalent Private Insurance Plan (EPIP).
January 1, 2027	FAMLI contributions begin for those using the State Plan (who have not filed a Declaration of Intent).
April 2027	First contribution submissions are due for employers that have not filed a Declaration of Intent.
Summer 2027	EPIP applications open first for self-insured Private Plans, with Private Plan applications opening once plans receive approval.
January 1, 2028	MD PFML benefits begin.

We’ll continue to keep you up to date on key Maryland PFML developments, so you’re ready. Be sure to sign up for updates here. so you don’t miss important changes or announcements.

This information is subject to change pending the adoption of final rules from the Maryland FAMLI Division. Further, this material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of Maryland’s applicable laws and regulations as of the publication date and may change as regulations evolve or Maryland Department of Labor issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

Policies are subject to Underwriting approval. Policies are reviewed annually and may be cancelled for nonpayment. All coverage extends to limits reflected in the policy. Please refer to the policy for coverage details pursuant to its governing law, including a complete listing of covered services, provisions, conditions, exclusions, limitations, and terms under which the policy may be continued or cancelled. In the event of conflicting information with the policy and its governing Law, the policy and governing Law will take precedence over what is shown in this material. Claim payment is not guaranteed; benefit amount depends on wages. All images licensed through iStockphoto and Adobe.

Maryland’s Time to Care Act (TTCA) (as reflected in MD Code Lab. & Empl. §§ 8.3-101 et seq.) and any Rules and Regulations established by the Maryland Department of Labor FAMLI Division govern this Private Plan and its interpretation and administration. Available in MD only.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: MD (form# pending); rates subject to approval by the Maryland Insurance Administration.

New Paid Family & Medical Leave (PFML) Rates and Benefits for 2026

Shelia McGarrigle — Fri, 02 Jan 2026 05:00:00 GMT

New Paid Family & Medical Leave (PFML) Rates and Benefits for 2026

A summary of what you need to know

Shelia McGarrigle

2026-01-02T00:00:00.0000000 2026-01-12T10:48:48.7900000

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2026 Rates and Benefit Amounts for Paid Family & Medical Leave (PFML)

A new year often means new beginnings — and for Paid Family & Medical Leave (PFML) programs across the country, it also means new rates and benefit updates.

As we step into 2026, several states have announced changes to their PFML programs, from updated contribution rates to higher maximum benefit amounts. These updates can affect both employers and employees, shaping how benefits are funded and paid in this year ahead.

This year also marks an exciting milestone — employees in Delaware and Minnesota will begin receiving PFML benefits for the first time starting January 1, 2026, and Maine’s benefits will begin May 1, 2026. Their newly announced contribution rates and benefit amounts are now included in our list, reflecting the continued growth of PFML programs nationwide.

We know it can feel like a lot of moving parts, especially with updates released at different times. But don’t worry — we’re here to help you take the first step into 2026 confidently, with a quick state-by-state snapshot of key PFML changes where we currently offer a Private Plan¹:

State	State Program Name	2026 Max. Employee Contribution		2026 Max. Weekly Benefit Amount
State	State Program Name	(% of wages to applicable cap)	($ per year)	2026 Max. Weekly Benefit Amount
CO	CO FAMLI	0.44%	$811.80	$1,381.45 (until 6/30/26)
CT	CT Paid Leave	0.50%	$922.50	$1,016.40
DE (full program)	DE Paid Leave	0.40% (50% of total contribution)	$738.00	$900.00
MA	MA PFML	0.46%	$848.70	$1,230.39
ME	ME PFML	0.50%	$922.50	$1,198.84 (until 6/30/26)
MN	MN Paid Leave	0.44%	$814.00	$1,423.00 (until 10/26/26)
NJ (TDI only)²	NJ TDI	0.19%	$325.09	$1,119.00
NY (PFL only)	NY PFL	0.432%	$411.91	$1,228.53

Looking for more PFML details?

Check out our interactive State Comparison, also freshly updated for 2026 where you can explore, compare states side-by-side, and print details that matter most to you!

Get updates just like this one sent right to your inbox. Sign up for updates here to stay in the know!

____________________________________________________________________

This article is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any statutory benefit program information is based on our knowledge and understanding of the respective state’s applicable statutes and regulations as of the publication date and may change as regulations evolve or the respective states issue updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract, nor intended as an offer of coverage.

The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company, a NY-domiciled carrier, and its wholly-owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier not domiciled in NY, depending on the state (see our Geographic & Jurisdictional Notice here). ShelterPoint is a registered service mark.

¹Policies for Private Plans of PFML Programs are underwritten by ShelterPoint Life Insurance Company (principal office in Garden City, NY) in the following states: CO, CT, DE, MA, MD, ME, MN, NJ, NY.

²Currently, ShelterPoint does not offer a private plan option for NJ FLI.

CO PFML, state program name CO FAMLI
The Colorado Paid Family and Medical Leave Insurance Act § 8-13.3-501 et seq., C.R.S governs this Private Plan and its interpretation and administration. Available in CO only. Policy Form# SPL PFMLP 0325 CO

CT PFML, state program name CT Paid Lave
Sections 31-49e to 31-49t of the Connecticut General Statutes, commonly known as the CT Paid Leave Act, govern this Private Plan and its interpretation and administration. Available in Connecticut only. Policy Form# SPL PFMLP 0625 CT

DE PFML, state program name DE Paid Leave

The provisions of the Delaware Family and Medical Leave Insurance Program, 19 Del. C. § 3701 et seq., and its implementing regulations, 19 Del. Admin. Code § 1401 et. seq. govern this Private Plan and its interpretation and administration. Available in DE only. Policy form# SPL PFMLP 0624 DE

ME PFML
The Maine Paid Family and Medical Leave law, 26 M.R.S. §850-A et seq. and any Rules and Regulations established by the Maine Department of Labor govern this Private Plan and its interpretation and administration. Available in ME only. Policy Form# SPL PFMLP 1224 ME

MA PFML
The Massachusetts Paid Family & Medical Leave Act (Massachusetts General Law (MGL) Chapter 175M) governs this Private Plan and its interpretation and administration. Available in MA only. Policy Form# SPL PFMLP 0820 MA

MN PFML, state program name MN Paid Leave
The Minnesota Paid Leave Law and policies and procedures established by Minnesota Department of Employment and Economic Development govern this Private Plan and its interpretation and administration. Available in MN only. Policy Form# SPL PFMLP 0125 MN

NJ TDI
The Temporary Disability Benefits (TDB) Law (P.L.1948, c.110 (C:43-21-25 et seq.)) and applicable Administrative Code (N.J.A.C. 12:18-1 et seq.) govern this Private Plan and its interpretation and administration. Available in NJ only. Policies have a statutory 7-day waiting period. Policy Form# SPL TDB P NJ 0124

NY PFL
Policies are governed by Article 9 of Workers Compensation Law (New York State Disability and Paid Family Leave Benefits Law). Policy Form# SPL DBL1114, SPL DB0925 F

Colorado Paid Family & Medical Leave: What to Expect in 2026

Shelia McGarrigle — Mon, 08 Dec 2025 05:00:00 GMT

Colorado Paid Family & Medical Leave: What to Expect in 2026

New NICU Benefit, Rate Adjustments, and IRS Guidelines

Shelia McGarrigle

2025-12-08T00:00:00.0000000 2026-01-13T09:32:03.1270000

Colorado is gearing up for some meaningful changes starting January 1, 2026. Updates like the new Neonatal Care Leave and IRS guidance can affect the steps brokers and employers will need to follow to stay compliant in 2026.

Neonatal Care Leave

One of the biggest changes for 2026 is the addition of a new benefit, Neonatal Care Leave. This type of leave is meant for parents whose newborns require inpatient care in a neonatal intensive care unit (NICU) and provides up to an additional 12 weeks of leave.

With Neonatal Leave Care, eligible parents can take an additional 12 weeks for a child needing NICU care. This is in addition to the existing 12 weeks of PFML benefits for Bonding Leave, as well as the additional 4 weeks available for birthing parents who experience complications during pregnancy or childbirth, bringing the total potential leave to up to 28 weeks for eligible parents.

Get key details about the upcoming Neonatal Care benefit here.

State Average Weekly Wage & Premium Rate Adjustments

For Paid Family and Medical Leave (PFML) in Colorado, the maximum weekly benefit is capped at 90% of the State Average Weekly Wage (SAWW). In June 2025, a new SAWW of $1,534.94 was announced along with a new maximum benefit amount of $,1381.45. These new amounts went into effect on July 1, 2025.

Senate Bill 25-144, which added Neonatal Care Leave, also adjusted the contribution rate and funding schedule. For calendar year 2025, the premium rate remained 0.9% of wages per employee. Beginning January 1, 2026 the rate will drop slightly to 0.88% of wages per employee.

Moving forward, the FAMLI Division Director of Colorado’s Department of Labor and Employment (CDLE) will set the next year's rate by September 1, and the rate will not exceed 1.2% of wages.

IRS Guidance for Paid Family and Medical Leave Programs

Colorado employers should also be aware that the Internal Revenue Service (IRS) issued guidance for state Paid Family and Medical Leave programs, and a grace period for transition relief ends December 31, 2025. For additional information or to ensure business compliance, employers are encouraged to consult a tax professional or contact the FAMLI Division.

Stay in the Know on CO PFML

Want to make sure you don’t miss future updates? Simply sign up for updates from ShelterPoint, and we’ll keep you in the loop so you’re ready for 2026 and beyond.

*The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company, a NY-domiciled carrier (principal office in Garden City, NY), and its wholly owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, depending on the state. ShelterPoint is a registered service mark.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of CO’s applicable laws and regulations as of the publication date and may change as regulations evolve or CO issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

The Colorado Paid Family and Medical Leave Insurance Act § 8-13.3-501 et seq., C.R.S and its implementing regulations including 7 CCR 1107-1, et seq. govern this Private Plan and its interpretation and administration. Available in CO only.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: CO (form# SPL PFMLP 0325 CO).

Navigating Delaware Paid Family and Medical Leave

Shelia McGarrigle — Wed, 01 Oct 2025 04:00:00 GMT

Navigating Delaware Paid Family and Medical Leave

A Roadmap for Employers

Shelia McGarrigle

2025-10-01T00:00:00.0000000 2025-10-01T10:00:51.5830000

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Think of Paid Family & Medical Leave (PFML) in Delaware as a 2-lane highway: the State Plan and the Private Plan. The destination is the same no matter which route an employer chooses, but depending upon their circumstances, employers might find that one or the other is an easier trip.

Employers who haven’t decided which path to choose will need to do so soon. When considering the Private Plan route, it’s important to stay on top of state-mandated deadlines. The Private Plan application window is similar to an open enrollment window. And it’s open NOW: October 1 through December 1, 2025. This is the last opportunity for a Private Plan to go into effect at the same time when benefits launch on January 1, 2026.

When the window closes, employers who are not enrolled in a Private Plan will kick off their Paid Family & Medical Leave journey in the State Plan – along with obligations specific to the State Plan. Learn more about these Employer Responsibilities here.

This roadmap breaks down two different paths employers will take to manage claims, depending on whether they choose to leverage the State Plan or have chosen to work with a carrier for a fully insured Private Plan, like ShelterPoint’s*:

Benefits, and therefore Claims, Begin

Employees can start filing claims in January 2026. The required steps vary depending on whether the employer chooses the State Plan or a fully insured Private Plan. We recently broke down the differences between these options in our Delaware PFML Employer Webinar – check out the recording here if you missed it.

State Plan Route

Fully Insured Private Plan Route

Employee files a claim in the Delaware Department of Labor’s online system.

That application is automatically shared with the employer, who must reasonably assist with information and certifications in a timely manner.

Employee files with the employer's insurance carrier or third-party agent under an approved policy.

Note that employers using a Private Plan must still provide wage and eligibility information and must continue quarterly reporting to the Division of Paid Leave.

Adjudication Checkpoint

Once an employee has submitted a claim and all the proper information has been filed, a decision is needed.

State Plan Route

Private Plan Route

The employer adjudicates the claim using a “reasonable person” standard.

Once the application is complete and the employer has been notified, the employer will have 5 business days to approve or deny the claim and upload any claim documentation within 3 business days of that decision.

Typically, the carrier or third-party administrator adjudicates the claim under a plan that offers rights and protections at least equal to the State Plan.

Paying Benefits & Payroll Coordination

Once a claim has been approved, the employee can begin to receive benefits.

State Plan Route

Fully Insured Private Plan Route

The Delaware Paid Leave State Plan pays approved claims. Employees can expect the first payment within 30 days, and subsequent payments will be made biweekly.

For employers using a Private Plan provided by a carrier, the carrier pays benefits per the approved policy.

If an employer is using a self-insured plan, payments are made from a prefunded, dedicated claims account that’s backed by a surety bond equal to one year of contributions.

Detours & Disputes

Even with preparation and planning, obstacles can appear on the road ahead, but there are resources available to help. Employees can seek appeals to handle claim decision disputes.

State Plan Route

Fully Insured Private Plan Route

Employee can ask the state to review an employer’s decision within 60 days.

The Delaware Division of Paid Leave will issue a determination within 10 business days.

Any further appeals will go to the Delaware PFML Appeal Board.

Employee requests reconsideration with the carrier (within 10 days of an adverse decision).

If upheld, they may appeal to the Delaware PFML Appeal Board.

The Road Ahead: Ongoing Reporting and Benefits Protections

Whether employers choose to stick with the State Plan or opt for a Private Plan, they will have to submit reports and remain compliant with the state’s requirements:

Quarterly Reports: Employers must submit wage and hour reports via LaborFirst every quarter, regardless of plan type. Employers with Private Plans are not obligated to file quarterly wage reports before the end of Q1 2026.
Continue Health Coverage: Employees must have access to continued coverage during leave, with employees still responsible for their usual share of premiums.
Job Protection: Employees must be reinstated to their original job or an equivalent one upon return from leave.
Notice: Employers are required to provide program notices to employees as specified under the regulations.

Helping Businesses Navigate PFML

With some planning, employers can confidently navigate their Delaware PFML obligations—ensuring both compliance and a smooth experience for employees. Employers can choose the State Plan if they’re comfortable adjudicating claims in-house while the state handles payments.

Employers may choose a Private Plan if they prefer having a carrier or third-party administrator run adjudication and payments. An employer looking to take the Private Plan route when benefits start on January 1, 2026, will need to file their exemption from the State Plan during the Private Plan application window, which is open from October 1 to December 1 in 2025. If you are considering a fully insured Private Plan from ShelterPoint, keep in mind that our quote deadline is November 12 to allow time for quoting, issuing your policy, and for applying to the State by December 1.

Choosing a Delaware Private PFML Plan through ShelterPoint can make the journey easier for employers.

We handle the claims directly—your employees won’t need to navigate a state portal or file claims with the Delaware DOL.
Our team guides claimants and employers through every step, ensuring complete documentation and timely processing.
Streamlined service from a trusted PFML provider with decades of experience in paid leave.
Direct communication and support—employers and employees alike can speak with knowledgeable claims reps for help, not an automated system.

PFML… That’s just our thing.

We simplify compliance and make it easier to manage leave benefits. Stay informed about PFML in Delaware by subscribing to updates. You can also check out the recording of our Delaware PFML Employer Webinar.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of Delaware’s applicable laws and regulations as of the publication date and may change as laws or regulations evolve, or as the Delaware Department of Labor issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: DE (form# SPL PFMLP 0624 DE).

Minnesota PFML: Don’t Miss Your Private Plan Exemption Deadline

Shelia McGarrigle — Mon, 22 Sep 2025 04:00:00 GMT

Minnesota PFML: Don’t Miss Your Private Plan Exemption Deadline

Shelia McGarrigle

2025-09-22T00:00:00.0000000 2025-09-22T17:11:48.4530000

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Minnesota’s Paid Family & Medical Leave (PFML) program goes live on January 1, 2026. If you’re planning to offer an Equivalent (Private) Plan, the clock is ticking.

Key dates to remember:

Apply by November 1, 2025 (no later than November 10th)
Employer portal opened July 1, 2025
Effective dates must start at the beginning of a quarter (1/1, 4/1, 7/1, 10/1)
Submit applications at least 7 weeks before your chosen start date

The exemption process comes down to 4 steps — from registering in the UI system to submitting your Private Plan application.

We’ve put all the details into a step-by-step flyer so you don’t miss a thing:

Get ahead of the deadlines now and make sure your business is ready when PFML benefits begin.

¹The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company a NY-domiciled carrier (principal office in Garden City, NY) and its wholly-owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, with licensing depending on the state.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of Minnesota’s applicable laws and regulations as of the publication date and may change as regulations evolve or Minnesota Department of Employment and Economic Development issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

Policies are subject to Underwriting approval. Policies are reviewed annually and may be cancelled for nonpayment. All coverage extends to limits reflected in the policy. Please refer to the policy for coverage details pursuant to its governing law, including a complete listing of covered services, provisions, conditions, exclusions, limitations, and terms under which the policy may be continued or cancelled. In the event of conflicting information with the policy and its governing law, the policy and governing law will take precedence over what is shown in this material. Claim payment is not guaranteed; benefit amount depends on wages.

Minnesota’s Paid Leave Act (as reflected in Minn. Stat. § 268-B.01 et seq) and its implementing Regulations (proposed Minn. R. §3317.0010 et seq.) established by the Minnesota Department of Employment and Economic Development govern this Private Plan and its interpretation and administration. Available in MN only.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: MN (form# SPL PFMLP 0125 MN); rates subject to approval by the Minnesota Department of Commerce.

Understanding Delaware Paid Leave and DE PFML

Shelia McGarrigle — Wed, 17 Sep 2025 04:00:00 GMT

Understanding Delaware Paid Leave and DE PFML

#1 Is Delaware Paid Family & Medical Leave mandatory?

Yes, Delaware Paid Family and Medical Leave is generally a required benefit that Delaware employers with at least 10 employees are required to provide. The exact level of benefits required depends on the number of its employees who work in the state of Delaware. Learn more here.

#2 Is Delaware Paid Leave just another name for FMLA or Paid FMLA?

We hear this one a lot. No, Delaware Paid Leave refers to the Paid Family and Medical Leave (PFML) Insurance program administered by the state. A Private Plan can also provide PFML coverage for employees.

“Paid FMLA,” however, is not an existing program. This term blends the concept of paid leave benefits mandated by a state and the federally protected, unpaid leave that can be taken for similar leave reasons. In fact, Delaware PFML benefits, whether on the Delaware Paid Leave State Plan or under Private PFML Plan, can run concurrently with unpaid protections under FMLA.

Under the Family Medical Leave Act (FMLA), employees can receive up to 12 weeks of unpaid, job-protected leave with continued medical benefits. The Delaware PFML program provides partially paid income-replacement benefits of 80% of the average weekly wage, up to $900 weekly. Learn more about Delaware PFML benefits here.

However, while the Delaware PFML program intentionally tries to closely follow the FMLA’s structure, it is not always an exact match and can create some potential compliance issues that employers need to be mindful of. First, the duration of certain leave types differs between FMLA and Delaware PFML. For instance, whereas the FMLA provides 12 weeks of unpaid leave benefits for medical leave, family caregiving leave, and qualified exigency leave per application year, Delaware PFML’s paid benefits only cover 6 weeks of benefits for each leave type per two consecutive application year. Second, in certain circumstances, Delaware’s program either allows or requires employers to use a different method for calculating an employee’s application year for PFML benefits as compared with the employer’s chosen method for its FMLA policy. In such situations, there might not be complete concurrency between leaves taken under Delaware PFML and the FMLA, so employers should carefully review these considerations with a qualified employment law professional when designing their leave benefits.

While the FMLA’s requirements apply to employers with 50 or more employees, the Delaware PFML program extends mandatory coverage to those with 10 or more in-state employees (and to even smaller businesses on a voluntary basis), making it more widely accessible. Employers should consult HR counsel to better understand how these two distinct programs interact.

#3 How does Delaware Paid Family and Medical Leave determine employee eligibility?

To be eligible for Delaware PFML benefits, an employee must work at least 60% of the time in Delaware for a covered employer, have at least 12 months / 52 weeks of qualifying service for that employer, and have worked at least 1,250 hours in the past year (roughly 25 hours/week).

Workers who are not expected to meet the eligibility criteria, (e.g., part-time workers who work fewer than 25 hours per week or who only work seasonally) can submit a signed waiver to opt out of the program, forfeiting contributions and benefits. Changes in that employee’s work schedule that make them eligible require revoking the waiver and rejoining the program, with the employer owing back contributions for the employee. However, employees who are reasonably expected to meet the eligibility thresholds for Delaware PFML may not waive coverage.

#4 How does eligibility work for employees who work outside of Delaware?

Employees who work outside Delaware more than 40% of the time are generally ineligible for benefits. However, there are two notable exceptions:

Employees assigned to Delaware teams but working remotely outside Delaware over 40% of the time, and who otherwise meet the eligibility criteria, may be able to participate in the Delaware PFML program under certain circumstances via a reclassification process, where the employer and employee both agree to cover the employee. An employee residing in a state or municipality with an existing PFML program is not eligible for reclassification.
Delaware employees on temporary out-of-state assignments are generally still eligible for Delaware Paid Family and Medical Leave.

#5 How do I calculate contributions?

Maximum contribution amounts can vary depending on the type of coverage an employer is required to provide. For 2025 and 2026, the Delaware Paid Leave State Plan rates and coverage requirements are determined by the number of employees:

10 - 24 Employees: Contributions are 0.32% of employees’ FICA wages earned in Delaware to cover only Parental Leave
25 or More Employees: Contributions total 0.80% of wages. This includes 0.32% for Parental Leave coverage, 0.40% for Medical Leave, and 0.08% for Caregiver or Military Exigency.

The employer and employee may share the program cost, with the employee covering up to 50% through payroll withholdings.

⇒ If your PFML coverage is with a Private Plan carrier like ShelterPoint, rates are fully underwritten. Brokers — get a quick, custom Delaware quote for your clients today!

#6 What happens if the number of employees working for a company changes?

Employers are expected to calculate their Delaware employee count quarterly, which is reported to the state the following quarter. Once an employer’s employee count rises above either the 10- or 25- employee threshold on a quarterly wage report, the employer must begin providing the greater level of coverage at the beginning of the next quarter. An employer’s coverage obligations remain in place for at least the next 4 quarters, even if their employee count drops below the threshold. Only after being below the threshold for 4 consecutive quarters can coverage be dropped.

#7 I heard that employers will be expected to do claims adjudication – what exactly is it and what does that mean for my business?

Claim adjudication responsibilities fall on the employer when coverage is provided through the State Plan. This means the employer makes the initial claims decisions and verifies leave eligibility. Employers who meet the requirements to choose a self-insured plan may also choose to self-administer claims, or they may use a third-party administrator. Generally, the process involves both the employer and employee following some basic steps:

Employees submit their PFML claim via the online Delaware LaborFirst administrative system.
Once all claim information has been uploaded, the employer will receive notice and must then approve or deny the claim within 5 business days after receiving the complete PFML claim application.
If the employer approves the claim, the Delaware Department of Labor will determine the benefit amount and leave duration.
If the employer determines that the employee is not eligible, the employer will need to provide a reason for the denial to the Delaware Department of Labor (DDOL).
The outcome of the claim determination must be communicated to the employee and the DDOL through the LaborFirst system. The DDOL will then pay the approved benefit within 30 days after the claim is approved. After that, payments will be made every 2 weeks until the employee’s approved leave ends.

Understanding this additional set of claim-related responsibilities is especially important if your business is headquartered outside Delaware and has employees working in Delaware. Even if an employer is familiar with similar programs in other states, this set of claim-related obligations is specific to Delaware. Learn more about Employer Responsibilities here and continue to Question #8 to learn about Private Plans as an alternative option.

#8 How might a Private Plan benefit employers and their employees?

A Private Plan, such as ShelterPoint’s, is a state-approved, fully insured alternative, and backed by our expertise and experience in Paid Family & Medical Leave and related coverages:

End-to-end admin support including claims adjudication
Dedicated team ensures questions get quick answers and compliance is seamless

That means more time to focus on running your business, while ensuring your employees are covered. To learn more, you can check out our Delaware PFML Employer Webinar recording, browse our DE resource center or initiate a quote with your broker here today.

¹The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company, a NY-domiciled carrier (principal office in Garden City, NY), and its wholly owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, depending on the state. ShelterPoint is a registered service mark.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of Delaware’s applicable laws and regulations as of the publication date and may change as laws or regulations evolve, or as the Delaware Department of Labor issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

The provisions of the Delaware Family and Medical Leave Insurance Program, 19 Del. C. § 3701 et seq., and its implementing regulations, 19 Del. Admin. Code § 1401 et. seq. govern this Private Plan and its interpretation and administration. Available in DE only.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: DE (form# SPL PFMLP 0624 DE).

NY Paid Family Leave Rate for 2026

Amanda Graber — Fri, 29 Aug 2025 04:00:00 GMT

NY Paid Family Leave Rate for 2026

Amanda Graber

2025-08-29T00:00:00.0000000 2025-08-29T14:13:00.1600000

[paragraphspace]

It’s that time of year again when New York employers look to the Department of Financial Services (DFS) for the annual Paid Family Leave (PFL) contribution rate update for the upcoming year.

What Is the New York Paid Family Leave Rate for 2026?

The New York Department of Financial Services (DFS) has announced that the maximum employee contribution rate for Paid Family Leave in 2026 will increase from 0.388% to 0.432% of an employee’s gross annualized wages, capped at $95,348.76—the updated annualized New York State Average Weekly Wage (NYSAWW) for 2026.

This results in a new maximum annual premium contribution of $411.91 per employee, up from $354.53 in 2025.

Where can I find the 2026 NY Paid Family Leave official announcement?

The NY PFL official announcement can be found here.

This material is for informational purposes only; it is not intended to provide legal counsel or advice. Please consult with an appropriate professional for legal, compliance, HR, tax, or any other specific advice.

Any Paid Family Leave (PFL) information is based on the applicable statutes and regulations, and may change as regulations evolve or NY State issues guidance regarding PFL law and regulations. In the event of conflicting information with the policy and/or rider(s), the policy and/or rider(s) will take precedence over what is shown in this material. Policies are governed by Article 9 of the New York Workers’ Compensation Law (New York Disability Benefits and Paid Family Leave Benefits Law). All DBL/PFL policies are New York-only products and are underwritten by ShelterPoint Life Insurance Company, a NY-domiciled carrier (principal office: Garden City, NY).

Colorado FAMLI: Paid Leave for Neonatal Intensive Care Coming in 2026

Amanda Graber — Tue, 15 Jul 2025 04:00:00 GMT

Colorado FAMLI: Paid Leave for Neonatal Intensive Care Coming in 2026

Amanda Graber

2025-07-15T00:00:00.0000000 2025-07-16T12:03:57.5230000

For many families, the arrival of a newborn is a joyful occasion — but when a baby requires care in a Neonatal Intensive Care Unit (NICU), those first days or weeks can be filled with added uncertainty and stress. In recognition of the unique challenges that NICU families face, Colorado is expanding Paid Family and Medical Leave (PFML) benefits under the required Family and Medical Leave Insurance (FAMLI) program.

Starting January 1, 2026, Colorado’s FAMLI program will provide 12 weeks of paid leave to parents whose newborns need neonatal intensive care. This expansion — introduced under Senate Bill 25-144 — is in addition to the existing 12 weeks of PFML benefits under the Colorado FAMLI program, as well as the additional 4 weeks available for birthing parents who experience complications during pregnancy or childbirth, bringing the total potential leave to up to 28 weeks for eligible parents. In other words, the Neonatal Care Leave benefit allows parents to save their bonding leave for those precious moments when their baby gets released from the hospital.

By creating a new leave category, called Neonatal Care Leave, Colorado is providing real, tangible support to parents who need to be fully present for their child’s medical care, without the added pressure of lost wages or job insecurity.

Key Information About the Upcoming Neonatal Care Leave Benefit

Effective Date: Applies to leave starting on or after January 1, 2026
Duration: Offers up to 12 additional weeks of paid leave for NICU care
Eligibility: Available to eligible parents of newborns receiving inpatient hospital care in a neonatal intensive care unit
Total Paid Leave: Combined with Colorado’s existing FAMLI benefit, eligible parents may receive up to 28 weeks of paid leave

Stay Tuned for Updates

Details on how to apply for this new Neonatal Care Leave are still to come. Currently, Colorado is still finalizing the rollout of this new benefit.

To stay informed, sign up for updates from ShelterPoint.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: CO (form# SPL PFMLP 0123 CO).

Proposed NY DBL Increase Not Moved Forward

Shelia McGarrigle — Wed, 18 Jun 2025 16:30:00 GMT

Proposed NY DBL Increase Not Moved Forward

Shelia McGarrigle

2025-06-18T12:30:00.0000000 2025-06-18T16:13:56.8870000

A proposed increase to New York’s Disability Benefit Law (DBL) did not pass the New York Assembly during the legislative session. New York’s DBL has provided the same, fixed $170/week maximum since 1989, but by tying benefits to the New York State Average Weekly Wage (SAWW) as part of the proposed changes, lawmakers could increase the benefit amount significantly.

Efforts to implement such an increase took a major step forward in March 2025, when Senate Bill S172 was passed by the State Senate and sent to the Assembly’s Labor Committee. At the time, the effort seemed to have momentum, but ultimately Assembly Bill A84, legislation that would address a DBL increase, did not advance beyond the committee.

Because the legislature did not pass an increase before the session ended, DBL benefits will remain at the current level:

NY DBL benefits will remain at 50% of eligible wages with a cap of $170 per week for up to 26 weeks (after the 7‑day waiting period).

Therefore, employers with contributory policies will continue withholding at the current rate for contributions (to a maximum of $0.60/week per employee); and requirements for posting DBL notices remain unchanged.

NY DBL & PFL Changes Going Into Effect

While a DBL increase was not implemented, some previously passed changes are either scheduled to go into effect or awaiting signature by the Governor:

COVID-19 Sick Leave: Benefits specific to quarantine requirements and pandemic-specific leave provisions are scheduled to sunset on July 31, 2025.
PFL for Construction Workers Under Collective Bargaining Agreements: Legislation was passed that, once signed by the governor, will extend Paid Family Leave benefits to employees working on construction, demolition, reconstruction, excavation, rehabilitation, repairs, renovations, alterations, or improvements for multiple employers under a collective bargaining agreement. These workers will then be eligible if employed for at least 26 of the last 39 weeks by a covered employer.

Stay Informed About Future NY DBL & PFL Changes

Even though legislation did not pass the New York Assembly during this session, efforts to increase the benefit are still ongoing. Stay up-to-date with any future developments by signing up for updates from ShelterPoint.

Learn more about existing New York PFL and New York DBL benefits by visiting our resource center.

The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company a NY-domiciled carrier (principal office in Garden City, NY) and its wholly-owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, with licensing depending on the state (see our Geographic & Jurisdictional Notice here). ShelterPoint is a registered service mark.

This material is for informational purposes only; it is not the same as official statements of position contained in the law and/or regulations and is not intended to provide legal counsel or advice. Please consult with an appropriate professional for legal, compliance, HR, tax, or any other specific advice.

Any Disability Benefits Law (DBL) and/or Paid Family Leave (PFL) information is based on the applicable statutes and regulations, and may change as regulations evolve or NY State issues guidance regarding DBL/PFL law and regulations. In the event of conflicting information with the policy and/or rider(s), the policy and/or rider(s) will take precedence over what is shown in this material. Policies are governed by Article 9 of Workers Compensation Board (WCB) Law (New York State Disability and Paid Family Leave Benefits Law). All DBL/PFL policies are New York-only products and are underwritten by ShelterPoint Life Insurance Company, a NY-domiciled carrier.

Minnesota’s Paid Family and Medical Leave (PFML): Key Dates, Costs, and Benefit Information

Shelia McGarrigle — Wed, 09 Apr 2025 04:00:00 GMT

Minnesota’s Paid Family and Medical Leave (PFML): Key Dates, Costs, and Benefit Information

Shelia McGarrigle

2025-04-09T00:00:00.0000000 2025-06-30T10:15:21.5270000

Although 2026 may seem far away, employers already needed to begin submitting the quarterly wage reporting on October 31, 2024, to comply with their Minnesota Paid Leave obligations. So, while we wait for the Minnesota Paid Leave rules to be adopted in mid-2025, let’s level-set first with a quick overview of the details of this program. As established by Minnesota’s Paid Leave Law, MN Paid Leave will become a required benefit for Minnesota employers to provide beginning January 1, 2026.

Other than tribal nations, the federal government, and self-employed individuals, MN Paid Leave applies to all employers with employees working in MN regardless of size, including private employers, municipalities, and local government. Tribal nations, self-employed individuals, and independent contractors have the right to opt in to coverage if they wish.

What Will MN Paid Leave Cover?

Minnesota Paid Leave, Minnesota’s version of a state-mandated Paid Family & Medical Leave (PFML) program, provides eligible employees with partial income replacement for job-protected leave during critical life events. Starting January 1, 2026, a covered employee is eligible for up to 20 weeks of combined leave in a benefit year for certain qualifying reasons:

Family leave: To care for a new child (birth, adoption, fostering) or for a family member with a serious health condition.
Medical leave: To care for one’s own medical needs related to a serious health condition or pregnancy.
Safety leave: To seek medical attention or to stay safe or to help a family member seek medical attention or stay safe because of domestic abuse, sexual assault, or stalking.
Qualifying exigency: For emergencies related to a family member’s call or order to active duty.

What Will the MN PFML Benefit Amount Be?

As it stands right now, the program currently enacted provides a maximum benefit set at 100% of the Minnesota state average weekly wage (SAWW)*, which changes annually. For reference, the current MN SAWW is $1,372, which compares to $71,344 annualized – but this amount may increase slightly since we expect a SAWW update before the benefit goes into effect January 2026.

The MN PFML benefit calculation is based on an employee’s average weekly wage (AWW) and is as follows:

Step 1: For the employee’s portion of wages of 50% or less of SAWW

Calculate 90% of the employees’ AWW (rounded up to the nearest dollar)

Step 2: For the employee’s portion of wages that exceeds 50% of SAWW (if any)

Calculate 66% of the employee’s AWW for earnings that exceed 50% of SAWW (rounded up to the nearest dollar)

Step 3: For the employee's portion of wages that exceed 100% of the SAWW (if any)
Calculate 55% of the employee's AWW for their wages above 100% of SAWW (rounded up to the nearest dollar)

Step 4: The Weekly Benefit Amount is the sum of the amounts calculated under Step 1, Step 2, and Step 3, capped at the SAWW, which is the maximum weekly benefit amount.

How does the benefit calculation work?

So, for example, if Joe earned $57,000 in annual wages (or an AWW of $1,096.15), his weekly benefit amount would be $889 based on the current SAWW and calculated as follows:

Step 1:
- Determine 50% of SAWW ($1,372), rounded up to the nearest dollar = $686
- Joe gets 90% of that amount, rounded up to the nearest dollar = $618
Step 2:
- Determine the amount of Joe’s wages above $686: $1,096.15 - $686 = $410.15
- Joe gets 66% of that portion, rounded to the nearest dollar = $271
Step 3:
- Add the amounts from Step 1 and Step 2: $618 + $271 = $889
- Joe gets the full calculated amount of $889 since it is below the weekly benefit cap.

As mentioned above, Joe’s benefit amount will most likely go up a bit since the SAWW is anticipated to be updated before the benefit goes into effect January 2026.

Now, let’s say Jenn makes $100,000 (or $1,923.08 per week), her weekly benefit would be $1,372 calculated as follows:

Step 1:
- Determine 50% of SAWW ($1,372), rounded up to the nearest dollar = $686
- Jenn gets 90% of that amount, rounded up to the nearest dollar = $618
Step 2:
- Determine the amount of Jenn’s wages above $686: $1,923.08 - $686 = $1,237.08
- Jenn gets 66% of that portion, rounded to the nearest dollar = $817

Step 3:
- Determine the amount of Jenn’s wages above 100% of SAWW: $1,923.08 – $1,372 = $551.08
- Jenn gets 55% of that portion, rounded up to the nearest dollar = $304

Step 4:
- Add the amounts from Step 1,Step 2, and Step 3: $618 + $817 + $304 = $1,739

As you know by now, Jenn’s actual numbers would change depending on any future SAWW updates – but you get the idea.

It’s also worth noting that Minnesota does not require a minimum weekly benefit amount.

* Please note: Minnesota’s SAWW gets adjusted annually and goes into effect for benefit calculation purposes the last Sunday in October of the following calendar year.

How Much Will the MN Paid Leave State Plan Cost?

The rate for the State Plan is set by the Minnesota Department of Labor (MDOL) and structured as a percentage of an employee’s covered wages up to the Social Security cap.

The total premium rate in 2026 is 0.88% (0.61% for medical leave and 0.27% for family leave).

For employers with 30+ employees, the total premium rate is set at 0.88% (consisting of a 0.44% employer contribution and a 0.44% employee contribution) of covered wages up to the Social Security cap. Employers cannot withhold more than half of the total contribution rate from their employees’ pay, i.e., the 0.50% maximum employee contribution.
For small employers with less than 30 employees, who have an average employee wage of less than or equal to 150% of the SAWW for the base period: The total premium rate is set at 0.66% (consisting of a 0.22% employer contribution and a 0.44% employee contribution). Employers still have the option to pay for all their employees’ required contributions.

How are wages defined?

"Wages" means all compensation for employment, including commissions; bonuses, awards, and prizes; severance payments; standby pay; vacation and holiday pay; back pay as of the date of payment; tips and gratuities paid to an employee by a customer of an employer and accounted for by the employee to the employer; sickness and accident disability payments, except as otherwise provided in this subdivision; and the cash value of housing, utilities, meals, exchanges of services, and any other goods and services provided to compensate an employee.

Is There a Private Plan Insurance Option?

Yes, Minnesota employers have the option to provide benefits through the MN Paid Leave State Plan or an approved equivalent Private Plan. A fully insured, approved Private Plan is an alternative to the State Plan. Generally speaking, Private Plans need to at least meet or exceed the rights, protections, and benefits of a State Plan. Details on Private Plan requirements specific to MN are coming, so sign up for updates here.

The application process for equivalent Private Plans is expected to open in the spring – summer of 2025. As we learn more information about equivalent Private Plan application timing, we will share more details on this topic. Sign up for updates here to stay in the loop.

Quoting with ShelterPoint¹, however, is already available to allow for a seamless process when it opens up.

What are the advantages of a Private Plan?

Approved Private Plan carriers have built the experience, scalability, and agility to manage Paid Family & Medical Leave coverage and have the resources to continuously expand and enhance capabilities to provide smooth service from onboarding to claims.

Download this guide about Private Plans to learn more about Private Plan advantages.

What Are Key Dates Leading Up to MN PFML Going Into Effect?

May 25, 2023	PFML bill signed
October 31, 2024	Employers submit their first quarterly wage detail reports
Spring – Summer 2025	Equivalent Private Plan application process begins (Actual date TBD; sign up for updates to stay in the know.)
December 1, 2025	Notify employees about the program
January 1, 2026	Benefits and leave become available; payroll deductions begin; small business assistance funding available
April 30, 2026	Employers pay the first quarterly premium to the State

¹The ShelterPoint family of companies operates under the “ShelterPoint” name strictly as a marketing name, and no legal significance is expressed or implied. The ShelterPoint family of companies consists of ShelterPoint Life Insurance Company a NY-domiciled carrier (principal office in Garden City, NY) and its wholly-owned subsidiary ShelterPoint Insurance Company, a FL-domiciled carrier, with licensing depending on the state.

This material is for informational purposes only and is not intended to provide legal counsel. Please consult with an appropriate professional for legal and compliance advice. Any program information is based on our knowledge and understanding of Minnesota’s applicable laws and regulations as of the publication date and may change as regulations evolve or Minnesota Department of Employment and Economic Development issues updated guidance. Further, this material is for illustrative purposes only, providing a general overview of the services described. It is not a contract nor intended as an offer of coverage.

Policies are subject to Underwriting approval. Policies are reviewed annually and may be cancelled for nonpayment. All coverage extends to limits reflected in the policy. Please refer to the policy for coverage details pursuant to its governing law, including a complete listing of covered services, provisions, conditions, exclusions, limitations, and terms under which the policy may be continued or cancelled. In the event of conflicting information with the policy and its governing law, the policy and governing law will take precedence over what is shown in this material. Claim payment is not guaranteed; benefit amount depends on wages.

Minnesota’s Paid Leave Law (as reflected in Minn. Stat. § 268-B.01 et seq) and its implementing Regulations (proposed Minn. R. §3317.0010 et seq.) established by the Minnesota Department of Employment and Economic Development govern this Private Plan and its interpretation and administration. Available in MN only.

Underwritten by: ShelterPoint Life Insurance Company (principal office in Garden City, NY) in: MN (form# pending); rates subject to approval by the Minnesota Department of Commerce.