It depends. When an employee is approved for Family and Medical Leave Act (FMLA) or Paid Family Medical Leave (PFML) that is concurrent with FMLA, they remain eligible for the employer contribution and continue their benefits. Concurrent means that leave taken under approved PFML must follow and overlap with leave taken under approved FMLA.

PFML by itself (that is not concurrent with FMLA), does not allow an employee to continue benefits. However, if the employee has already worked or remains anticipated to work at least 630 hours in the school year, the employee remains eligible for the employer contribution and continues their benefits regardless of whether PFML is or is not concurrent with FMLA.

Additional guidance can be found in the C-1 and C-2 worksheets on the Eligibility tools and worksheets page.