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Massachusetts Paid Family and Medical Leave (PFML) FAQs

Massachusetts Paid Family and Medical Leave (PFML) is a state program that provides job-protected, paid time off for qualifying family and medical reasons. It offers wage replacement while employees take leave for their own serious health condition, to care for a family member, to bond with a new child, or for certain military-related events.

Most employees who work in Massachusetts, including full-time, part-time, seasonal workers, and covered contract workers, are eligible if they meet the state’s earnings requirements and have a qualifying reason for leave. Self-employed individuals may opt in. Certain government entities and exempt employers may choose whether to participate.

You can take PFML for:

  • Your own serious health condition (including pregnancy/childbirth care)

  • Caring for a family member with a serious health condition

  • Bonding with a new child after birth, adoption, or foster placement

  • Caring for a family member injured while serving in the military

  • Managing affairs related to family military deployment

Eligible workers can take up to 26 weeks of paid leave in a benefit year (which lasts 52 consecutive weeks from the Sunday before your first leave day). This includes up to 20 weeks of medical leave, up to 12 weeks of family leave, and up to 26 weeks for certain military caregiver scenarios.

There is a maximum weekly benefit that adjusts annually (for example, about $1,170.64 in 2025).

You can apply for PFML as early as 60 days before your planned leave. If leave is unexpected, you can also apply after it begins, but benefits may be reduced if you apply more than 90 days after your leave starts.

Yes. In most cases, there is a 7-calendar-day waiting period before PFML payments begin, and that period counts against your total available leave. You may choose to use accrued PTO during the waiting period.

Yes. PFML can accommodate intermittent leave or reduced schedules when certified and appropriate, for example, for ongoing treatment or ongoing care needs.

Yes. PFML provides job protection. Your employer must restore you to your previous position or an equivalent one with the same pay and benefits when your leave ends, and employers cannot retaliate for taking PFML.

No. Employers cannot require employees to use vacation, sick, or personal time before or during PFML. However, you can voluntarily use PTO to “top off” your PFML benefit so that your total weekly pay equals your regular earnings.

PFML is funded through payroll contributions shared between employers and employees. Some small employers may pay only the employee share. Employers must notify employees about contribution rates and PFML benefits.

PFML benefits are granted within a benefit year and do not automatically carry over beyond that period. Each employee’s benefit year is based on when they first use PFML.

Yes. Self-employed workers who opt into the PFML program through the state tax system can qualify for PFML benefits if they meet eligibility requirements and contribute to the program.

PFML benefits may be subject to federal and state income tax, depending on IRS rules and individual tax situations. Tax guidance on PFML benefits may follow evolving IRS guidance.

PFML is state-paid, partially wage-replaced leave in Massachusetts. FMLA is a federal unpaid, job-protected leave that also provides job protections but does not guarantee paid benefits. Both provide job protection for qualifying reasons, but the benefits and coverage rules differ.

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