The contribution rate effective 2023 will be 0.9%, shared equally (0.45 each) between the employer and employee. Premiums are capped at the Social Security Wage base. Employers with fewer than 10 U.S. employees are exempt from deductions and must deduct and remit only the employee portions to the state.
Eligible employees will be able to take up to 12 weeks of job protected leave per calendar year, and an additional 4 weeks will be allowed for those who have pregnancy-related complications.
The maximum benefit an employee can receive in 2024 will be 90% of their earnings up to $1,100 per week. The maximum weekly benefit will then be adjusted annually.
Employers cannot require employees to use PTO while on FAMLI leave. Employers and employers can agree, however, to use PTO to “top up” FAMLI benefits. Employees cannot receive more than their average weekly wage between FAMLI leave and PTO.
Employers may require that payments under the law be coordinated with payments made under the terms of short-term or long-term disability policies, however, employers must provide employees written notice of this requirement (The Larkin Company will include this written notice in our introductory letters).