Massachusetts Paid Family and Medical Leave (PFML)

Massachusetts provides one of the most generous paid leave programs in the country through the Paid Family and Medical Leave (PFML) program. Workers can receive up to 20 weeks of paid medical leave for their own serious health condition (including mental health), up to 12 weeks of paid family leave for caregiving or bonding, and up to 26 weeks in a combined benefit year.

For 2026, the maximum weekly benefit is $1,230.39, calculated as 80% of wages up to 50% of the state average weekly wage ($961.24), plus 50% of wages above that threshold. A PTO top-off rule (effective November 2023) lets employees choose to supplement their PFML benefits with accrued PTO, vacation, or sick time up to 100% of their individual average weekly wage. The decision belongs to the employee, not the employer.

The program covers virtually all Massachusetts workers, including W-2 employees and many self-employed individuals who opt in. There is no minimum employer size requirement. The 2026 contribution rate is 0.88% of eligible wages for employers with 25 or more covered individuals.

Job protection is a core feature of PFML: all employers regardless of size must restore workers to the same or equivalent position with the same status, pay, benefits, and seniority upon return from leave. The 25-employee threshold only determines premium contribution obligations, not job protection. There is a 7-calendar-day waiting period before benefits begin (the waiting days count against total available leave). Employees can use PTO during the waiting period. Job protection applies during the waiting period.

Covered family members include your spouse, domestic partner, child (biological, adopted, foster, stepchild, legal ward, or child of your domestic partner), parent (biological, adoptive, step, foster, or legal guardian), parent-in-law, grandchild, grandparent, sibling, or a person who stood in loco parentis when you were a minor. Your employer must maintain your health insurance during PFML leave on the same terms as if you were still working.

Beyond PFML, Massachusetts enforces strong anti-discrimination protections through Mass. Gen. Laws ch. 151B, which prohibits disability discrimination (including mental health conditions) for employers with 6 or more employees. The Massachusetts Commission Against Discrimination (MCAD) investigates and resolves complaints. Together with federal FMLA protections, these overlapping laws provide a comprehensive framework for workers facing health challenges.