---
title: "Maine Paid Family and Medical Leave: Contributions, Benefits and What Employers and Workers Need to Know"
description: "Maine Paid Family and Medical Leave pays partial wages for up to 12 weeks for leave starting on or after May 1, 2026. See rates, the wage cap and how to apply."
url: "https://riskado.com/maine-paid-family-and-medical-leave/"
lang: "en"
published: "2026-02-28"
modified: "2026-09-30"
tags: ["paid-family-leave","employer-requirements","payroll-contributions","maine-employers"]
image: "https://riskado.com/og/blog-maine-paid-family-and-medical-leave.jpg"
---

# Maine Paid Family and Medical Leave: Contributions, Benefits and What Employers and Workers Need to Know

Riskado

Feb 28, 2026 · 11 min read · Updated Sep 30, 2026

![A quiet home office desk with a closed laptop, a coffee mug and a small potted plant by a window](https://riskado.com/blog/maine-paid-family-and-medical-leave/featured.jpg)

Maine Paid Family and Medical Leave (PFML) is a state program run by the Maine Department of Labor. Payroll contributions began January 1, 2025, and benefits are paid for leave that starts on or after May 1, 2026, according to the [Maine PFML program (opens in a new tab)](https://www.maine.gov/paidleave/). Eligible workers can receive partial wage replacement for up to 12 weeks in a benefit year to recover from their own serious health condition, bond with a new child, care for a family member, handle certain military family needs or take safe leave. For 2025 through 2027, the combined contribution rate is 1% of wages for employers with 15 or more employees and 0.5% for smaller employers. The 2026 wage cap is $184,500.

### Key takeaways

- **Who runs it**The Maine Department of Labor.
- **Key dates**Payroll contributions began January 1, 2025, and benefits are paid for leave that starts on or after May 1, 2026.
- **How long**Partial wage replacement for up to 12 weeks in a benefit year.
- **Reasons for leave**Your own serious health condition, bonding with a new child, caring for a family member, certain military family needs or safe leave.
- **Contribution rate**For 2025 through 2027, 1% of wages for employers with 15 or more employees and 0.5% for smaller employers. The 2026 wage cap is $184,500.

## Who runs Maine PFML

The program is set up in Title 26, chapter 7 of the Maine statutes and is administered by the Department of Labor's Bureau of Paid Family and Medical Leave, under [26 M.R.S. § 850-B (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-B.html). The Department can hire an outside [claims](https://riskado.com/insurance-terms/claim/) administrator, and Aflac handles PFML claims, according to the [Maine PFML employer page (opens in a new tab)](https://www.maine.gov/paidleave/employers/index.shtml).

PFML is a state benefit program rather than a private disability [policy](https://riskado.com/insurance-terms/policy/). Every covered employer pays into the state plan unless the Department has approved a private plan that substitutes for it.

## What comes out of your paycheck

For calendar years 2025 through 2027, the rates are set by employer size, according to the [2026 MDOL employer FAQ (opens in a new tab)](https://www.maine.gov/paidleave/docs/2026/employers/faq/wmployerFAQenglish.pdf):

- **15 or more employees:** a combined rate of 1% of wages. The employer may deduct up to 0.5% from each employee's wages and pays the rest.
- **Fewer than 15 employees:** a combined rate of 0.5% of wages, and the employer may deduct the entire 0.5% from employee wages.

If you work for a small employer, ask how your employer handles the 0.5%. If you run a [small business](https://riskado.com/maine-small-business-insurance/), confirm your payroll treatment with [Maine PFML (opens in a new tab)](https://www.maine.gov/paidleave/) before setting up withholding; the rate and remittance rules are in [26 M.R.S. § 850-F (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-F.html).

Contributions stop once a worker's wages for the year reach the Social Security wage base. That cap is $184,500 for 2026, up from $176,100 in 2025, according to the [Social Security Administration (opens in a new tab)](https://www.ssa.gov/oact/cola/cbb.html). The new cap took effect January 1, 2026.

Maine PFML contributions, 2025 through 2027

Hover or tap a row to highlight it.

| Item | Rule | Source |
| --- | --- | --- |
| Employers with 15 or more employees | Combined rate of 1% of wages; the employer may deduct up to 0.5% from each employee | [2026 MDOL employer FAQ (opens in a new tab)](https://www.maine.gov/paidleave/docs/2026/employers/faq/wmployerFAQenglish.pdf) |
| Employers with fewer than 15 employees | Combined rate of 0.5% of wages; the employer may deduct the entire 0.5% from employee wages | [2026 MDOL employer FAQ (opens in a new tab)](https://www.maine.gov/paidleave/docs/2026/employers/faq/wmployerFAQenglish.pdf) |
| Wage cap, 2025 | $176,100 | [Social Security Administration (opens in a new tab)](https://www.ssa.gov/oact/cola/cbb.html) |
| Wage cap, 2026 | $184,500 | [Social Security Administration (opens in a new tab)](https://www.ssa.gov/oact/cola/cbb.html) |

The 15-employee line is drawn using Maine employee counts under the program's rules, and full-time, part-time, seasonal and per-diem workers may all count toward it. Only Maine wages are subject to contributions, and payments to independent contractors are not employee wages.

For a quick estimate, the [PFML premium and benefit chart (opens in a new tab)](https://www.maine.gov/paidleave/docs/2025/employeeresources/pfmlpremiumandbenefitchart.pdf) shows estimated contributions and benefits at different earnings levels.

![A calculator, a pen and a stack of blank pay stubs on an office desk](https://riskado.com/blog/maine-paid-family-and-medical-leave/payroll.jpg)

Contributions are a percentage of Maine wages, up to the annual wage cap.

## Who is covered

If you are an employee earning Maine wages, [coverage](https://riskado.com/insurance-terms/coverage/) is mandatory. To qualify for benefits, you generally must have earned at least six times the State Average Weekly Wage in wages subject to PFML [premiums](https://riskado.com/insurance-terms/premium/) during your base period, under [26 M.R.S. § 850-A (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-A.html). The base period is the first four of the last five completed calendar quarters before your benefit year starts. You also have to meet the program's administrative requirements and file an application.

Self-employed people, including independent contractors, sole proprietors and partners, are not automatically covered but may elect coverage, under [26 M.R.S. § 850-G (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-G.html). The first election lasts at least three years. You file a written notice of election and provide the wage information the Department asks for, and coverage starts on the filing date. You pay premiums directly to the administrator. Withdrawal is generally available within 30 days after the three-year period ends, and it takes effect no sooner than 30 days after you file notice. Missing contributions for two or more quarters can disqualify you until the overdue amounts and an equal number of additional quarters are paid. File the election through the [Maine PFML self-employed program (opens in a new tab)](https://www.maine.gov/paidleave/selfemployed/).

## What reasons qualify for leave?

Leave falls into two groups under [26 M.R.S. § 850-B (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-B.html).

**Medical leave** covers your own serious health condition that leaves you unable to work.

**Family leave** covers:

- Bonding with a child during the first 12 months after birth or placement for adoption or foster care
- Caring for a family member with a serious health condition
- A qualifying exigency connected to a family member's military service
- Caring for a family member who is a covered service member
- Safe leave connected to violence, assault, sexual assault, stalking or conduct that supports a protection order

## How much PFML pays and for how long

Your weekly benefit is built from your average weekly wage in two pieces, under [26 M.R.S. § 850-C (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-C.html). The part of your wage up to 50% of the State Average Weekly Wage is replaced at 90%. The part above that level is replaced at 66%. The total cannot exceed the State Average Weekly Wage, which the [official 2026 benefit chart (opens in a new tab)](https://www.maine.gov/paidleave/docs/2025/employeeresources/pfmlpremiumandbenefitchart.pdf) rounds to $1,199 a week. Lower earners get a larger share of their pay replaced, and higher earners reach the cap.

You can take up to 12 weeks in a benefit year, with family and medical leave counted together. Twelve weeks of family leave plus another twelve of medical leave is not available in the same year, though pregnancy-related medical leave followed immediately by family leave is handled under a special provision when a health care provider documents it.

Leave can be intermittent or on a reduced schedule, with benefits prorated. Medical leave has a [waiting period](https://riskado.com/insurance-terms/elimination-period/): benefits are not paid for the first seven calendar days, but you can use accrued sick time, vacation or other employer leave to cover that week.

For your own estimate, use the [Maine PFML Benefit Estimator (opens in a new tab)](https://www.maine.gov/paidleave/benefitestimate/). Its result is an estimate based on your base-period Maine wages, and the final amount comes from the program's determination.

![An empty armchair with a folded blanket beside a bassinet in a softly lit nursery](https://riskado.com/blog/maine-paid-family-and-medical-leave/family-care.jpg)

Benefits replace part of your wage for up to 12 weeks in a benefit year.

## How to apply

Applications go through the Aflac Employee Portal, linked from the [Maine PFML worker page (opens in a new tab)](https://www.maine.gov/paidleave/workers/). Timing rules come from [26 M.R.S. § 850-D (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-D.html):

- You can apply up to 60 days before your leave is expected to start.
- You must apply no later than 90 days after your leave begins.
- A later application may be accepted if the administrator finds good cause.

When your leave is foreseeable, give your employer notice, generally 30 days ahead. Once you file, the administrator must notify your employer within five business days. Your employer then generally has 10 business days to send relevant information, including any claim of undue hardship, under the [Maine PFML final rules (opens in a new tab)](https://www.maine.gov/sos/sites/maine.gov.sos/files/content/assets/702c001.pdf). Review of a complete application begins no later than the end of that period.

The documents you need depend on the reason for leave, according to the [MDOL employee FAQ (opens in a new tab)](https://www.maine.gov/paidleave/docs/2026/employees/faq/employeeFAQenglish.pdf):

- A health care provider's certification of your serious health condition
- A health care provider's documentation of a family member's serious health condition
- Proof of the family member's identity and your relationship
- Documentation for safe leave or qualifying exigency leave when the administrator asks for it

Missing documents can delay or sink an application. If your claim is denied, you can request reconsideration and then appeal under the program's procedures.

### Applying for Maine PFML benefits

1.  Up to 60 days before leaveYou can apply up to 60 days before your leave is expected to start.
2.  Foreseeable leaveGive your employer notice, generally 30 days ahead.
3.  Within 5 business days of filingThe administrator must notify your employer.
4.  Next 10 business daysYour employer generally sends relevant information, including any claim of undue hardship.
5.  No later than 90 days after leave beginsThe application deadline, unless the administrator finds good cause for a later one.

## Is your job protected?

If you have worked for your employer for at least 120 days, you are generally entitled to return to your prior position or an equivalent one after leave, under [26 M.R.S. § 850-J (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-J.html). Employers may not retaliate, discipline, threaten, discriminate or count PFML leave against you under an attendance policy. Your employer must also keep your employment-related [health insurance](https://riskado.com/insurance-terms/health-insurance/) going at the same level and under the same conditions as if you had kept working. If you have been with the employer for fewer than 120 days, ask HR what other protections apply to you.

![An empty office workstation with the chair pushed in and a jacket hanging on its back](https://riskado.com/blog/maine-paid-family-and-medical-leave/job-protection.jpg)

After 120 days with an employer, you are generally entitled to return to your job.

## What Maine employers must do

Employer duties under [26 M.R.S. §§ 850-I and 850-J (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26ch7sec0.html) and the [MDOL employer page (opens in a new tab)](https://www.maine.gov/paidleave/employers/index.shtml) include:

- Registering in the Maine Paid Leave Portal
- Reporting wages each quarter and remitting contributions, unless an approved private plan applies
- Posting the required PFML workplace notice
- Giving each employee written information within 30 days of their start date, in the employee's primary language using Department-approved materials
- Explaining benefits, reinstatement, health-insurance continuation, the employee's contribution, the employer's identification number, how to file a claim and how to reach the administrator
- Withholding no more than the employee share the rules allow
- Answering claim information requests
- Restoring eligible employees after leave and avoiding retaliation
- Continuing employment-related health benefits during leave

Missing the employee notice is a civil violation, with a penalty of $50 per employee for a first violation and $150 per employee for each later violation, under [26 M.R.S. § 850-I (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-I.html).

![A cork bulletin board in an office break room with blank notices pinned to it](https://riskado.com/blog/maine-paid-family-and-medical-leave/employer-notice.jpg)

Employers post the PFML notice and give each new hire written information within 30 days.

## Can an employer use a private plan?

Yes, with the Department's approval, under [26 M.R.S. § 850-H (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-H.html). Individual employees cannot opt out of the program on their own. A private plan must give rights, protections and benefits that are substantially equivalent to the state plan, which means:

- Every covered leave reason
- A substantially equivalent number of weeks, wage-replacement rate and maximum weekly benefit
- Intermittent leave
- No extra restrictions beyond what the law allows
- Coverage for all employees throughout their employment
- Employee costs no higher than under the state plan

A fully insured plan must use policy forms from an insurer authorized to do business in Maine. A self-insured plan must post a surety bond in the form and amount the Department requires, according to the [MDOL self-insured plan guide (opens in a new tab)](https://www.maine.gov/paidleave/docs/2025/employerresources/ErGuideSelfinsuredPlan.pdf). The Department can revoke a plan for nonpayment, late payment, inadequate bonding, misuse of plan funds, failure to report or other noncompliance.

A private-plan violation can bring a $100 fine per violation. If coverage lapses, the employer may owe the state-plan premiums for the lapse plus a penalty of 1% of total payroll for that period, and the employer may not take the employee share to pay that penalty.

If you are considering a private plan, ask your agent or payroll provider:

- Is the plan fully insured or self-insured, and is the insurer authorized in Maine?
- Has this exact plan been certified as substantially equivalent by the Maine Bureau of Insurance and the Department of Labor?
- Does it cover every employee and every statutory leave reason, with intermittent leave?
- Does it use the required wage-replacement formula or a more generous one, with an equivalent weekly maximum?
- Who administers claims, and how are claims filed, paid and appealed?
- How are employee contributions calculated, and what quarterly reports are still required?
- For self-insurance, what surety bond is needed?
- What happens if the policy lapses, is canceled or is revoked?
- How will the plan coordinate with FMLA, Maine leave laws, earned paid leave, sick leave and existing benefits?

## How PFML fits with FMLA and other leave

PFML is separate from the federal Family and Medical Leave Act. You can take PFML in a benefit year even if you are not eligible for FMLA that year, under [26 M.R.S. § 850-B (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-B.html).

Existing employer policies and collective bargaining agreements can give more or additional family and medical leave rights, and eligible employees can receive employer-provided leave benefits in addition to PFML, under [26 M.R.S. § 850-R (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-R.html).

Maine's existing [family medical leave law (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec844.html) and its earned paid leave law are separate programs with their own rules. In some situations an employer may require you to use accrued earned paid leave during certain state family or medical leave, according to the [Maine earned paid leave FAQ (opens in a new tab)](https://www.maine.gov/labor/labor_laws/earnedpaidleave/eplfaq/index8.shtml). Whether your leaves run at the same time depends on the specific law, your employer's policy, any union contract and payroll treatment, so ask HR to put the plan for your leave in writing.

**Quiz: Check what you know about Maine paid family and medical leave**

1. When did Maine PFML payroll contributions begin?
   - January 1, 2024
   - January 1, 2025 **(correct answer)**
   - May 1, 2026
2. Benefits are paid for leave that starts on or after which date?
   - January 1, 2025
   - May 1, 2026 **(correct answer)**
   - January 1, 2027
3. What is the general maximum leave in a benefit year?
   - 6 weeks
   - 12 weeks, with family and medical leave counted together **(correct answer)**
   - 24 weeks
4. How early can a worker apply for benefits?
   - Up to 60 days before the leave is expected to start **(correct answer)**
   - Only after the leave begins
   - Up to one year ahead
5. How long has an employee generally worked for the employer to be entitled to return to the same or an equivalent job?
   - 30 days
   - 120 days **(correct answer)**
   - One year

## FAQ

### Can I use PFML for pregnancy?

Yes. Pregnancy-related medical leave can be followed immediately by family leave to bond with the baby when a health care provider documents it, under [26 M.R.S. § 850-B (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-B.html). Ask the administrator how the 12-week limit applies to your schedule.

### Do I get paid for the first week of medical leave?

No. PFML does not pay for the first seven calendar days of medical leave, under [26 M.R.S. § 850-C (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-C.html). You can use accrued sick, vacation or other employer leave for that week.

### I work in Maine for an out-of-state company. Are my wages covered?

Only Maine wages count toward contributions and eligibility, according to the [2026 MDOL employer FAQ (opens in a new tab)](https://www.maine.gov/paidleave/docs/2026/employers/faq/wmployerFAQenglish.pdf). Ask your employer whether your wages are reported as Maine wages.

### What if I miss the 90-day application deadline?

The administrator can accept a late application if it finds good cause, under [26 M.R.S. § 850-D (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-D.html). File as soon as you can and explain the reason for the delay.

### Can my employer's existing paid leave be used alongside PFML?

Yes, in many cases. Employer policies and union contracts can give additional benefits, and eligible employees can receive employer leave benefits in addition to PFML, under [26 M.R.S. § 850-R (opens in a new tab)](https://legislature.maine.gov/statutes/26/title26sec850-R.html).

## Before you plan your leave or payroll

Rates, the wage cap and the weekly maximum can change each year, so check the [Maine PFML program (opens in a new tab)](https://www.maine.gov/paidleave/) for the year that applies to you. Workers should run the benefit estimator, line up documents and apply within the 60-day window. Employers should confirm their size category and withholding, post notices and give every new hire the written notice within 30 days.

### Terms used in this guide

Tap a term to see what it means.

**PFML.** Maine Paid Family and Medical Leave, the state program that pays partial wages during qualifying leave.

## More articles

- [New York Disability and Paid Family Leave Insurance: What Employers Must Carry and What It Costs](https://riskado.com/new-york-disability-and-paid-family-leave-insurance/): Most New York employers must carry DBL and Paid Family Leave coverage once an employee works 30 days. See what each pays, who counts and what no coverage costs.

- [Massachusetts Paid Family and Medical Leave: Employer Requirements, Contribution Rates and Private Plans](https://riskado.com/massachusetts-paid-family-and-medical-leave/): Massachusetts PFML costs 0.88% of covered wages in 2026, up to $184,500, and pays up to $1,230.39 a week. See who pays, leave limits, private plans and filings.

- [New Hampshire Paid Family and Medical Leave: How the Voluntary Plan Works for Employees and Employers](https://riskado.com/new-hampshire-paid-family-and-medical-leave/): New Hampshire paid family leave is voluntary insurance. The base plan pays 60% of your average weekly wage for up to six weeks a year. See who is covered.

- [Vermont Paid Family and Medical Leave: The Voluntary FMLI Program for Workers and Employers](https://riskado.com/vermont-paid-family-and-medical-leave/): Vermont paid family leave runs through the voluntary FMLI program. Employers choose to opt in, and announced plans pay 60% to 70% of wages for six to 26 weeks.

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