Employees should be familiar with the Family and Medical Leave Act (FMLA) and Paid Family Leave (PFL) because they are both important workplace benefits. However, there are some key differences between FMLA and PFL that employees should understand. For example, FMLA covers only qualified workers who have worked for their employer for at least 12 months, while PFL is available to all New York State workers. Additionally, FMLA provides job protection for up to 12 weeks of leave per year, while PFL provides up to eight weeks of leave. By understanding the differences between FMLA and PFL, employees can make an informed decision about which benefit is right for them.
What is FMLA?
- The Family and Medical Leave Act (FMLA) is a federal law that provides employees with up to 12 weeks of unpaid, job-protected leave per year. Eligible employees may take FMLA to leave for certain family and medical reasons, including the birth or adoption of a child, the serious illness of a family member, or the employee’s own serious health condition. The FMLA also provides employees with the right to take leave to care for a covered servicemember with a serious injury or illness.
- Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months, and if they have worked at least 1,250 hours during the 12 months prior to taking leave. To be eligible for FMLA leave, employees must also work at a location where at least 50 employees are employed within 75 miles.
- When an employee returns from FMLA leave, he or she is entitled to be reinstated to his or her previous position, or to an “equivalent” position with equivalent pay, benefits, and other terms and conditions of employment.
What is PFL?
PFL, or Paid Family Leave, is a new program in California that provides six weeks of paid leave to employees who need to take time off to care for a new child or sick family member. The program is funded through employee payroll deductions, and it is available to employees who have worked for their employer for at least one year. PFL benefits are also available to caregivers who are not related to the child or sick family members, such as a domestic partner or grandparent. To be eligible for PFL benefits, employees must have work hours that average at least 20 per week. PFL is a significant new benefit for California workers, and it will help to ensure that families have the time they need to bond with a new baby or care for a sick loved one.
Difference between FMLA and PFL
The Family and Medical Leave Act (FMLA) and Paid Family Leave (PFL) are two very different programs. The FMLA provides qualifying employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical situations. PFL, on the other hand, provides up to six weeks of paid leave to bonding with a new child or care for a sick family member. To be eligible for PFL, employees must have been employed for at least six months. While both programs can be extremely beneficial, they each have their own unique eligibility requirements and limitations. It’s important to understand the difference between the two before applying for leave. Otherwise, you may end up being ineligible for the benefits you need.
The Family and Medical Leave Act (FMLA) is a federal law that guarantees certain employees up to 12 weeks of unpaid, job-protected leave per year. The Paid Family Leave (PFL) program provides eligible workers in California with partial wage replacement for up to six weeks while they take time off work to care for a seriously ill family member or bond with a new baby.