Massachusetts Paid Family and Medical Leave Poster Mandatory

Notice	 of	 Benefits	 Available	 Under	 M.G.L.	 Chapter	 175M	 	
Paid Family  and Medical  Leave (PFML)  	
Available Leave 
Covered  individuals  may  be entitled  to  family  and medical  leave  for  the following  reasons:   	
• 	up to 20 weeks of paid medical leave in a benefit year if they have a serious health condition that incapacitates them from  
work.  	
• 	up to 12 weeks of paid family leave in a benefit year related to the birth, adoption, or foster care placement of a child, to  
care for a family member with a serious health condition, or because of a qualifying exigency arising out of the fact that a  
family  member  is  on  active  duty  or  has  been  notified  of an  impending  call to  active  duty  in  the  Armed  Forces.  	
• 	up to 26 weeks of paid family leave in a benefit year to care for a family member who is a covered service member with   
  a serious  health  condition.  	
Covered individuals are eligible for no more than 26 total weeks, in the aggregate, of paid family  
and  medical  leave in a single benefit year. 
Benefits 
To fund PFML benefits, employers may deduct payroll contributions of up to 0.318% (adjusted annually) from a covered  
individual’s  wages  or  other  earnings.  A  covered  individual’s  average  weekly  earnings  will  determine  his or  her  benefit  amount,  
for  a maximum weekly benefit  of  up  to $  1,129.82  (adjusted  annually).  	
 	
Who is  a  Covered  Individual  Under  the Law? 
Generally, a worker qualifies as a covered individual eligible for PFML  benefits if  they are:  
•    covered by unemployment insurance in Massachusetts and paid wages by a Massachusetts employer; or  
•    a  self -employed individual who resides and works in  Massachusetts and chooses to opt-in to the program; and 
•    has  earned more than 30 times the expected benefit and more than $ 6,000 (adjusted annually) in the last four 
completed quarters preceding the application for benefits.  
   Job  Protection          Health Insurance  	
Generally, an employee who has taken paid family or medical leave 
must be restored to the employee’s previous position or to an equal 
position, with the same status, pay, employment benefits, length- of-
service credit, and seniority as of the date of leave.  
These job protections do not apply to former employees, independent  
contractors,  or  self -employed  individuals.  
 	
Employers must provide for, contribute to, or otherwise 
maintain the employee's employment -related health 
insurance benefits, if any, at the level and under the 
conditions coverage would  have been provided if the 
employee had continued working continuously for the 
duration of such leave.  	
  
 
 
 
 
 
 
 
 
 	
 	
If you  have  questions  or  concerns  about  your  Paid  Family  and  Medical  Leave  rights,  please  call:  
(833)  344-7365  or visit:  https://www.mass.gov/DFML  
                      This  notice  must  be  posted  in  a  conspicuous  place  on  the  employer’s  premises.  
               	
  No Retaliation  or  Discrimination  
•  It is  unlawful  for  an employer  to  discriminate  or  retaliate  against  an  employee  for  exercising  any  right  to  which  s/he  
is  entitled  under the  law.  
•   An  employee  or  former  employee  who is  discriminated  or retaliated  against  for  exercising  rights  under  the  law  may,  not  
more  than three  years after  the  violation  occurs, institute  a  civil  action  in  the  superior  court,  and  may  be  entitled 
to  damages  of  as  much as  three  times his  or  her  lost  wages.  
Private  Plans   
If an employer offers employees paid family leave, medical leave, or both, with benefits that are at least as  
generous as those provided under the law, the employer may apply for an exemption from paying the  
contributions. Employees continue to be protected from discrimination and retaliation under the law  even 
when  an  employer opts  to  provide  paid leave  benefits  through  a  private  plan.  	
2023 	Poster	 	
Revised 5/2023