Maine Paid Family and Medical Leave

Maine's Paid Family and Medical Leave program (LD 1964, codified at Title 26, §§ 850-A through 850-R) provides eligible workers with up to 12 weeks of paid leave for their own serious health condition, to care for a family member, to bond with a new child, for organ donation, for safe leave related to domestic violence or sexual assault, or for qualifying military needs. Applications are now open at maine.gov/paidleave. Benefits begin May 1, 2026 (payroll contributions began January 1, 2025).

The program covers virtually all Maine workers, regardless of employer size. Eligibility is based on having earned sufficient wages during the base period. Benefits are calculated at 90% of wages up to 50% of the state average weekly wage, plus 66% of earnings above that threshold. The maximum weekly benefit as of May 1, 2026 is $1,198.84. There is a 7-day waiting period for medical leave only (not for family or safe leave). The program is funded through employee payroll contributions, with employers of 15 or more employees also contributing.

Job protection requires that the employee has worked for their employer for at least 120 consecutive days before leave begins. Eligible workers are entitled to reinstatement to the same or equivalent position upon return. All workers are protected from retaliation for exercising PFML rights regardless of tenure. Your employer must maintain your health insurance during paid leave on the same terms as if you were still working. The program is administered by Aflac as the state's third-party administrator, with oversight by the Maine Department of Labor.

Covered family members include your child, parent, grandparent, grandchild, sibling, spouse or domestic partner, and any individual with whom you have a significant personal bond that is or is like a family relationship (affinity relationship). The program is funded at 1% of wages for employers with 15+ employees (split 50/50 between employer and employee) and 0.5% for employers with fewer than 15 (fully employee-paid; employer exempt from their share).

Maine provides exceptionally strong anti-discrimination protections through the Maine Human Rights Act (MHRA), which prohibits disability discrimination, including mental health conditions, for employers with 1 or more employees. This is one of the broadest coverage thresholds in the nation. The Maine Human Rights Commission investigates complaints. Maine also requires mental health parity in insurance coverage.