Maryland Finalizes Paid Family and Medical Leave Regulations

What to Know

Yiu Tso

2026-04-06T00:00:00.0000000 2026-04-06T10:03:54.0570000

[paragraphspace]

The finalized rules for Maryland’s Paid Family and Medical Leave (PFML) program have been published. We now have more clarity about how to prepare for the implementation of Maryland’s PFML under the Time to Care Act.

Read the full Maryland PFML regulations.

While the statutory timelines remain unchanged, the final regulations clarify key administrative requirements, employer responsibilities, and private plan options. For employers with Maryland employees, now is the time to start planning.

Get a quick refresher on Maryland’s PFML here.

When is the Maryland Declaration of Intent Window?

The application window for employers who wish to submit their Declaration of Intent (DOI) will be September 1, 2026-November 15, 2026. Employers who want to offer a private plan will be able to submit their DOI at paidleave.maryland.gov during this window. The DOI application form will be released by the division at a later date.

After approval of a DOI, employers will be required to formally apply for FAMLI to approve their private plans in 2027. An employer does not need to have an approved DOI to apply for an EPIP once the Division begins accepting EPIP exemption applications.

How Brokers and Employers Can Prepare

Although contributions do not begin until 2027, brokers and employers should begin preparing now.

• Reviewing current leave and disability programs
• Evaluating state vs. private plan options
• Preparing payroll systems for PFML contributions
• Planning employee communications and notices
• Coordinating PFML with existing leave policies

Early planning will help ensure a smoother transition once payroll deductions and reporting requirements begin.

Learn more with Maryland PFML webinars on our events calendar.

Stay Up to Date on Maryland PFML

Maryland’s PFML program represents a significant change for employers and workers alike. The final regulations are an important milestone, but additional guidance and administrative details will continue to emerge as implementation approaches.

ShelterPoint is closely monitoring developments related to Maryland’s PFML program and other state leave laws. Subscribe to our blog to receive the latest insights, compliance updates, and guidance on paid family and medical leave programs.

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.

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

[paragraphspace]

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:

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.

Understanding Delaware Paid Leave and DE PFML

Top 8 Questions Answered

Shelia McGarrigle

2025-09-17T00:00:00.0000000 2025-09-17T13:56:45.2570000

[paragraphspace]

As we move along the road toward DE Paid Family & Medical Leave, with benefits going into effect January 1, 2026, our team has been helping brokers and employers navigate their obligations and options. Many of them are at a crossroads, preparing to choose to either stick with the Delaware Paid Leave State Plan or follow the path toward a Private Plan when the application window opens this fall.

While the Delaware Department of Labor (DDOL) continues to iron out the details, employers still have questions—some more specific, some more fundamental, depending on how far along the journey to DE PFML they are. To help employers get up to speed, stay informed, and remain compliant as Delaware Paid Family and Medical Leave goes into effect, we’ve compiled and answered the top 8 questions we’ve received. 
 

#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.

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.

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

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.

SIGN UP now to stay informed on the latest NY DBL/PFL updates.

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

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.

*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.

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.

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 0123 CO).

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

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?

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.

Extended Implementation Timeline for Maryland FAMLI: What You Need to Know

Shelia McGarrigle

2025-04-08T07:00:00.0000000 2025-08-13T11:04:51.9630000

There’s been a major update regarding Maryland’s Paid Family and Medical Leave Insurance (FAMLI) program. On April 7, 2025, the General Assembly voted to postpone major deadlines and accepted a new timeline proposed by the Maryland Department of Labor. The Governor is expected to officially extend the delay of the FAMLI program.

Originally, payroll contributions for the program were scheduled to begin in July 2025, with benefits to begin in 2026. Now, under the approved extended implementation plan, a new timeline will be in effect:

• Payroll deductions will begin January 1, 2027
• Benefits will be available no sooner than January 1, 2027, and no later than January 3, 2028

Why Is the MD FAMLI Program Delayed?

In February, the Maryland Department of Labor proposed an extended timeline to address economic uncertainty and federal changes affecting the state’s job market. Many workers in Maryland are contractors or employees of the federal government. Because of potential job disruptions and budget concerns, the Department of Labor encouraged the state government to take a more cautious approach to implementing the Maryland FAMLI program.

When the extended timeline was first proposed, Labor Secretary Portia Wu highlighted the state’s continued commitment to workers and businesses in both the public and private sectors. Her statement emphasized how the FAMLI program will enhance Maryland’s economy while providing job-protected paid leave. The extended implementation timeline adjusts major program dates, and it provides officials with more time to develop a stronger digital infrastructure, secure sustainable financial systems, and improve awareness among businesses and workers.

Will the MD FAMLI Extended Implementation Timeline Affect Private Plan Applications?

Originally, Maryland planned to accept Private Plan applications from May 1, 2025, to August 29, 2025. However, the extended implementation timeline paused these regulatory dates. Employers will need to watch for updated dates for Private Plan applications and new deadlines for reporting wages and hours to the state. Sign up here to stay in the know!

For businesses that have previously received quotes for FAMLI-related benefits and Private Plans, these quotes may change depending on future regulatory decisions. Those currently quoting in Maryland should be prepared for possible revisions once new regulations are finalized.

ShelterPoint will continue to quote MD PFML business despite the implementation delay.  Brokers can reach out to our Maryland Sales Team for a quote for their group.

Learn More About the MD FAMLI Extended Implementation Timeline

While the extended timeline means a delay in benefits, it will provide more time for both the state and employers to prepare for the program’s implementation. For now, Maryland employees and business owners should explore alternative solutions and watch for any future developments.

To stay informed about Maryland’s FAMLI plan and Private Plan options, sign up for updates here.

How Can Employers Prepare for MD FAMLI?

With the extension of FAMLI’s implementation timeline, employers will have more time to understand the program and its compliance requirements.

• Plan for payroll contributions: Beginning to prepare now can help employers ensure that they’re ready to make the proper adjustments and stay compliant with the upcoming regulations.
• Review state and Private Plan options: The extended implementation timeline provides more time for employers to understand both state and private insurance options. While plan application timelines are currently on hold, employers can evaluate their options and prepare for when enrollments resume. It’s also a good idea to evaluate existing leave benefits and consider changes that might best support employees during the postponement.
• Stay informed: Employers can watch for updates from the Maryland Department of Labor to ensure they meet all future obligations. 

How Can I Learn More About MD FAMLI?

As legislation for the implementation of Maryland’s FAMLI has moved through the state house and senate chambers, legislators have proposed other changes, such as modifying the benefit limit to adjust for inflation during the delay. The current legislation doesn’t address modifying the benefit limit. However, officials are still considering the fiscal effects of the delay and are expected to revisit the issue later this year.

To stay up-to-date about the implementation of Maryland’s FAMLI Program and learn how these changes may affect businesses in the state, check out ShelterPoint’s Maryland FAMLI page. If you’re a broker looking for additional insights, you can learn more by watching this recording of our recent MD FAMLI webinar.

Stay ahead of future updates by signing up for updates from ShelterPoint. We’ll keep you informed on the latest developments, key deadlines, and everything you need to navigate Maryland FAMLI with confidence.

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.

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.

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.

NY Paid Family Leave: NYSAWW for 2026 Benefits

Amanda Graber

2025-04-01T00:00:00.0000000 2025-05-29T10:01:49.1270000

The New York Department of Labor has published the New York State Average Weekly Wage (NYSAWW) used to calculate Paid Family Leave benefits for 2026.

The NYSAWW, announced on April 1, 2025, increased to $1,833.63*.

Starting January 1, 2026, this updated NYSAWW will be used to determine Paid Family Leave benefits. PFL claims initiated in 2025 will continue to use the previous NYSAWW rate.

Learn more about the NYSAWW for claims that start in 2025 here.

Find out how it works if a claim crosses over calendar years here.

Sign up now to stay updated on the latest PFL news!

*As published by the Department of Labor's Research and Statistics Division.

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 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 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.

NY Senate Advances Bills Including Increase in Statutory Short-Term Disability (DBL) Benefits

Shelia McGarrigle

2025-03-06T07:00:00.0000000 2025-03-07T00:06:13.0430000

[paragraphspace]

During last year’s legislative session, an increase for NY Statutory Short-Term Disability (DBL)  benefits didn’t come to fruition. However, the possibility of New York employees receiving higher benefits is back on the table. 

Late on March 4, 2025, the NY Senate advanced a set of bills that aim to enhance workplace protections and combat wage theft, which include amending the Workers’ Compensation Law (WCL) to increase DBL benefits.

What does this potential DBL increase mean for workers?

The NY Senate has passed Senate Bill S172, which would increase DBL benefits for the first time since 1989. While DBL benefits currently provide up to 50% of wages, these benefits are capped at a fixed $170 per week. If the amendment is enacted, the NY DBL benefit would increase in phases over the next four years. Ultimately, the amount would be tied to the NY State Average Weekly Wage (SAWW), rather than a fixed amount.

Adjusting the benefit amount based on the NY SAWW means the NY DBL benefit would align with NY Paid Family Leave (PFL). PFL provides 67% of an eligible employee’s average weekly wage and is capped at 67% of NY SAWW. This means that 2025 PFL benefits are capped at $1,177.32 per week, which is nearly seven times the current DBL cap. To learn more about NY PFL benefits, check out our NY PFL overview and benefit calculations.

Staying up-to-date about the potential NY DBL benefit increase

The NY Senate has taken an important step toward enacting a DBL benefit increase with the passing of Senate Bill S172. The bill will now move to the General Assembly, and ShelterPoint will continue to closely follow its legislative progress. 

To follow along and learn more about the potential NY DBL increase, sign up for updates. We’ll help separate the news from the noise and keep you up-to-date about these potentially big changes for New York’s working families. With a rich 50-year history in the New York statutory disability market and industry leader¹, rest assured, we’re here to help you stay informed and prepare for any upcoming changes.

¹Milliman Research Report, 2023 U.S. Group Disability Survey, July 2024 – applies to ShelterPoint Life Insurance Company only.

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.

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). Please refer to the policy for terms under which it may be continued or cancelled. Conditions, covered services, exclusions, limitations, and terms of coverage apply as pursuant to Article 9 of the NY Workers’ Compensation Law.  All DBL/PFL policies are New York-only products and are underwritten by ShelterPoint Life Insurance Company, a NY-domiciled carrier (principal office in Garden City, NY).Policy form # (SPL DBL1114 P,SPL DB0922 F)