Below you will find any recent or upcoming changes to the family and medical leave and/or leave income replacement benefit law(s) within this state.

Last Updated: 11/29/2023

Massachusetts Paid Family Medical Leave (PFML)

What is the Update?

Massachusetts Paid Family Medical Leave (PFML)

Effective January 1, 2024, the benefit rate for MA PFML will increase from $1,129.82 per week to $1,149.90 per week. The combined contribution rate will increase from 0.63% to 0.88%, with employees responsible for 0.46%, and employers responsible for 0.42%. If you have 25 or more MA employees, you are responsible for making employer contributions. If you have fewer than 25 covered MA employees, you do not need to make employer contributions.

Beginning on 11/01/2023, all employees will have the option to supplement their MA PFML benefits with any available accrued paid leave during any leave period. Currently, employees are not allowed to use accrued paid time off while receiving benefits aside from during the 7-day waiting period. Employers should begin to provide employees with this option beginning in November.

Update (11/29/23): The DFML (Department of Family and Medical Leave) released the MA PFML employee notice for 2024 that must be provided to current employees and new hires, as well as the new 2024 PFML poster, which must be displayed within your MA workplace. Please see the “Notice Requirements” section below for more information.

Handbook/Policy Updates


Notice Requirements

We recommend that you provide the new 2024 notice (see “Notice for workforce” at the link below) via hard copy or email to each of your current MA employees by December 2, 2023. The notice does not need to be acknowledged by current employees.

The notice must also be provided to new hires (including contractors) within 30 days of employment. Signed acknowledgement of receipt or refusal from each new hire must be retained.

There is also a separate poster, that must be displayed in your workplace (see “Workplace poster” at the same link below).

2024 Workplace Notifications (English)

Larkin Action

The Larkin Company will consider any law changes carefully, and update our internal resources and processes, as well as our employee leave information packets, if necessary.

Further Company Considerations

Please ensure as a company you are offsetting any salary continuation/company top-up pay aligned with the updated weekly benefit rate maximum, effective 2024. Note: claims that begin after this date are eligible for the new benefit rate (so too are any leave extensions that occur in 2024). The Larkin Company will adjust offsets for any top-up (leave of absence pay) calculations or STD, accordingly, if we handle these services for you.

Please also be sure to adjust your contributions in line with the updates, effective January 1, 2024.

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The Larkin Company has taken reasonable steps to ensure the accuracy of the information on this page, however we make no representation or warranty of any kind as to its accuracy or completeness. These resources should not be construed or substituted for legal advice. Accordingly, before taking any actions based upon such information provided herein, we encourage you to seek competent legal advice from a licensed attorney or appropriate professionals.