Maine’s paid family and medical leave (PFML) program is set to initiate benefit payments on May 1, 2026. This program enables eligible employees to receive paid leave for various personal and family-related reasons, marking a significant development in workplace benefits in the state.
Employers with at least one employee in Maine began contributing to the PFML fund in January 2025, utilizing a combination of employee payroll deductions and employer contributions. On January 20, 2026, the Maine Paid Family and Medical Leave Benefits Authority confirmed the fund’s financial stability to support benefit disbursements to “most Mainers.”
Details of the PFML Program
The Maine Department of Labor has announced that benefit distributions will commence on the designated date. Under this program, covered workers will be entitled to take up to twelve weeks of paid time off for various qualifying reasons. These include family leave, medical leave, leave related to a family member’s military deployment, and leave for individuals affected by abuse or violence.
While employees can only start their leave on or after May 1, 2026, applications for benefits will begin being accepted in April 2026. Employers are required to register in the Maine Paid Leave Contributions Portal, with resources available for guidance on this process.
Contributions to the PFML fund vary based on the size of the employer. Employers with fifteen or more employees will contribute 1 percent of wages and can deduct up to half of this amount from employee wages. Smaller employers, those with fewer than fifteen employees, will contribute 0.5 percent of wages, with the option to deduct the full amount from their employees’ wages.
Employee Rights and Employer Obligations
Employees who take PFML leave are entitled to return to their previous position or a role with equivalent conditions, pay, and benefits, provided they have been employed for at least 120 days. For those who have not reached this employment threshold, job restoration is not mandated under Maine’s PFML law. Employers are advised to review their obligations under other applicable labor laws before making employment decisions.
Importantly, retaliation against employees taking approved PFML is strictly prohibited. Employers cannot require employees to exhaust other paid time off, such as vacation or sick days, before utilizing PFML. Furthermore, PFML may run concurrently with unpaid leave under the federal Family and Medical Leave Act (FMLA) and Maine’s Family Medical Leave law, should those apply.
It is crucial for employers to align their policies regarding leave benefits to avoid overlapping leave periods inadvertently. While on PFML leave, employees will continue to accrue vacation time, sick time, seniority, and service credits, ensuring they do not lose out on their benefits during their absence. Employers must also maintain health insurance coverage for employees while they are on PFML leave.
To prepare for the rollout, employers are encouraged to train their management teams to ensure compliance with the new law and to respond appropriately to PFML leave requests. Coordination with third-party payroll providers will also be essential to ensure accurate payroll withholdings for the PFML program. The Maine Department of Labor will oversee the distribution of benefits, ensuring a smooth implementation of this significant workforce initiative.
