PAID FAMILY & MEDICAL LEAVE ACT
What changed between versions
The act title and purpose changed from 'Paid Family and Medical Leave Act' to 'Welcome Child and Family Wellness Leave Act', shifting focus to specific family wellness and welcome child benefits rather than broad medical leave.
New definitions were added for 'family wellness leave', 'welcome child benefit', 'safe leave', 'qualifying exigency leave', 'foster leave', and 'bereavement leave' to clarify the specific types of leave covered.
Two separate funds were created: the 'family wellness leave fund' for ongoing leave benefits and the 'welcome child fund' for one-time refunds upon birth or adoption of a child.
Contribution rates and timelines were changed: employee contributions start at 0.2% in 2027, increasing to 55% of the premium rate in 2030; employer contributions start at 0.15% in 2027, increasing to 45% of the premium rate in 2030.
New eligibility requirements mandate that applicants must contribute to the fund for at least six months during the twelve-month period prior to applying for leave.
Detailed documentation requirements were added for each type of leave, including police reports or court documents for safe leave and military orders for qualifying exigency leave.
New sections prohibit interference and retaliation against employees taking leave, require employers to post notices about the act, and establish appeal procedures for adverse determinations.
Implementation timelines were established with the advisory committee starting October 1, 2025, rules adopted by July 1, 2026, and benefits beginning January 1, 2028.
Employers with existing leave plans that provide substantially similar or greater benefits may apply for a waiver to exempt themselves and their employees from the act's requirements.
The act preempts local ordinances that establish similar programs, except for paid sick leave or paid time off policies.
