If an employee plans to use both short-term disability and Paid Family Leave, the employee must complete a separate request for each. In all cases, employees cannot take more than 26 weeks of combined short-term disability and Paid Family Leave benefits in a 52-week period. There may be other times when an employee needs to use both short-term disability and Paid Family Leave in the same year for different qualifying events.
Take Paid Family Leave immediately, without taking any short-term disability. Immediately take all or any portion of her available short-term disability weeks and then take Paid Family Leave at any time within the first 12 months or,. While the two benefits cannot be taken at the same time, eligible employees can choose how they can use both benefits to support the needs of their families.įor example, if a new mother qualifies for short-term disability after giving birth, she can choose to: Employers can compel an employee to use paid time off while on FMLAĮmployees with an injury or illness not related to their job may be eligible for short-term disability benefits. Paid Family Leave does not replace disability benefits coverage.Īfter giving birth, new mothers may be eligible for both short-term disability benefits and Paid Family Leave. Employers cannot require employees use paid time off while on PFL. Can only be used to care for a child if the child is under 18 years old, or “incapable of self-care because of a mental or physical disability”. Employee can use for own serious health condition. Can be used to care for a child of any age. Employees cannot use for own serious health condition. 1,250 hours of work in the 12-month period preceding leave. After 175 days worked if regularly working less than 20 hours per week. After 26 consecutive weeks of employment if regularly working 20 or more hours per week. 50 or more employees in a 75-mile radius. How are Paid Family Leave (PFL) and the federal Family and Medical Leave Act (FMLA) different? 
In order for the two types of leaves to run together, the employer must notify the employee that the leave qualifies for both FMLA and Paid Family Leave, and that it will be designated as such. If an employee has an event that qualifies for leave under both FMLA and Paid Family Leave, and the employer is covered under both laws, the employer can require them to run concurrently. The federal Family and Medical Leave Act (FMLA) is a United States labor law that provides job-protected, unpaid leave for employees for qualified medical and family reasons.
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