Maine Paid Family and Medical Leave Insurance

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On July 11, 2023, the Governor of Maine signed a bill to create a Paid Family and Medical Leave program (ME PFML). Contributions to the program will begin January 1, 2025, with benefits payable on May 1, 2026. 
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The state of Maine is currently developing its PFML program, including specifics on how it will be implemented. The Hartford will provide timely updates to employers on this page as details emerge.

Key Dates

January 1, 2025: Contributions for the new PFML program are payable.
May 1, 2026:  Eligible employees can take benefits under the new PFML program.


Preguntas Frecuentes

  • An employee’s own serious health condition
  • Bonding with a new child
  • Care of family member with a serious health condition*
  • Qualifying exigency
  • Military Caregiver Leave
  • Safe Leave
  • Organ donation
* A family member is defined as an individual with whom the employee has a significant bond that is like a family relationship, regardless of biological or legal relationship.
Up to 12 weeks of Family Leave or Medical Leave, up to a combined total of 12 weeks in a benefit year (generally a 12-month period).
Weekly benefit calculation:
  • 90% of the portion of the employee’s average weekly wages that is less than or equal to 50% of the state average weekly wage (SAWW); plus
  • 66% of the portion of their average weekly wages that exceeds 50% of the SAWW
  • Benefits will be capped at 100% of the SAWW
The state program generally will be funded with a 50/50 split of employer and employee contributions up to 1.0% of weekly wages, up to the social security wage max. Employers with fewer than 15 employees will not have to pay the employer’s portion of the premium, though they must still collect and remit the employee portion. Employers and employees will begin contributing on January 1, 2025, unless they have an approved private plan.
ME PFML benefits generally will be available to Maine employees earning at least six times the state average weekly wage, subject to premiums during their base period (generally, the year before their first day of leave).
Most employers with employees at a location in Maine must participate. Exceptions exist for tribal employers and the self-employed, unless they elect coverage. There are certain exceptions for public employees subject to an existing collective bargaining agreement until those agreements expire.
Yes, an employer-offered private plan that provides Family and Medical Leave benefits must be approved by the state and must confer rights, protections and benefits substantially equal to those provided to employees under the state program. Both self-insured and insured private plans are permitted.
The Hartford is currently evaluating our private plan offering for both fully insured and self-insured plans for effective dates of May 1, 2026, and later.
Please reach out to your employee benefits representative at The Hartford for additional information.
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This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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