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 leave per 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. Employees will be able to take leave and receive benefits under the program if they’ve earned $2,500 in wages in the last four quarters. Their leave will also be job protected, if they have worked for their current employer for 180 days.
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).
Update (09/06/22): The Colorado Department of Labor is developing “My FAMLI+ Employer,” a portal to be released later this year, allowing employers to report wage data, remit premium payments, and more. Employers will be invited to register in small groups before January 2023. If you are interested in being invited to register early this fall you can do so here.