Frequently Asked Questions

You can request leave through your online account at americanfidelity.com/login or our mobile app, AFmobile^®. 

For more information on how to submit leave requests, visit our Delaware Resource Library.

If your employer uses the American Fidelity Paid Family Medical Leave Insurance plan, you should be able to request leave in your online account. Please contact your account manager or call us at 800-662-1113 for support if you do not see this option.

If you know you need to take paid leave, inform your employer at least 30 calendar days beforehand, or as soon as possible if 30 days’ advance notice is not possible. If the need for leave is foreseeable, you can apply for PFML Insurance benefits up to 30 days before the date leave is expected to begin, but no later than the business day after you begin your leave. You will need to update American Fidelity once you begin your leave because benefits will not be paid until after your leave starts.

Advance notice may not be possible under certain circumstances. If the leave is unexpected, you should still provide notice to your employer as soon as possible under the circumstances. If the need for leave is foreseeable, you can submit a complete application for PFML Insurance benefits, together with all required supporting documents within 30 days after your first day of leave is taken.

Please log in to your account to learn more about the required documentation. You can view required PFML Insurance documentation here.

American Fidelity's PFML Insurance covers:  

• 12 weeks of paid leave per application year to bond with and care for a new child (whether through birth, foster placement, or adoption)
• 6 weeks in a 24-month period to:
  • Address your own serious health conditions
• 6 weeks in a 24-month period to:
  • Care for a family member with a serious health condition, a family member's qualifying military exigency, or to address the impact of a family member's overseas military deployment.

An employee is limited to 12 weeks of leave, regardless of the type of leave, in a 12-month period.

To be eligible for American Fidelity’s PFML Insurance, you must meet all of the following criteria:

• You must work for a covered Delaware employer.
• You must have worked for the employer for at least 12 months.
• You have at least 1,250 hours of service with the employer during the 12 months before the leave (“hours of service” are hours actually worked and does not include time off for vacation, illness, or any other leave).
• You have physically worked in Delaware for at least 60% of those 1,250 hours or worked out of state but you and your employer both agree that you should be classified as eligible for American Fidelity's PFML Insurance coverage.

Benefits will depend on your weekly earnings. Workers will receive 80% of their average weekly wage, up to $900 per week.

Here is an example based on annual earnings.

Contributions are paid on wages up to the Social Security wage base which is set at $183,600 for earnings in 2026. Benefit amounts are determined by the Delaware Department of Labor. These figures are subject to change annually.

With limited exceptions for smaller employers, in general your employer can deduct up to 50% of the total premium amount from your paycheck for this coverage. The total deduction is set by the state and subject to change. In 2026, it cannot exceed 0.4% of your wages. Any remaining premium will be paid by your employer. Contact your employer for more information about specific deductions from your paycheck.

Yes, intermittent and reduced‑schedule leave may be available. Intermittent leave must be taken in increments of at least one full workday. Notice requirements apply to all claims, including claims for intermittent or reduced schedule leave. Employees should provide 30 days advance notice when the need for leave is foreseeable and provide notice as soon as practicable when the need is unforeseeable. For intermittent leave, planned absences require as much advance notice as reasonably possible, and unplanned absences must be reported as soon as practicable in accordance with your employer’s usual procedures.

Parental leave can only be taken on a reduced or intermittent schedule if permitted by the employer. 

It’s possible. We recommend speaking with your account manager to discuss your retirement plan’s rules and how paid leave may affect your retirement goals.

Employees requesting leave due to their own serious health condition will only be eligible for up to 6 weeks of paid leave in a 24-month period. Disability Income Insurance gives you protection beyond, and sometimes in addition to, your paid leave eligibility. It’s important to talk to your account manager to learn how paid leave and disability work together.

Check out these articles about the importance of disability insurance:

Disability Insurance and Paid Leave Aren't the Same >

Paid Leave on the Rise: Why Disability Insurance Is Still Important >

Every person's financial outlook and risk aversion are unique to them. Therefore, we recommend you discuss with your American Fidelity account manager to determine your options to make the best decision for you.

To register, go to the login screen, then click Register. You’ll need your Customer Number or Social Security number. Fill out the requested information and create your username and password.

Note: Your username and password are the same for both AFmobile and online.

Register

If your employer uses the American Fidelity PFML Insurance plan, you should be able to register for an account. Please contact your account manager or call 800-662-1113 for support.

To reset your password, go to the login screen and click Forgot Password. Input your username, choose your preferred communication method to receive a one-time code and follow the prompts. You'll need to reset your password before logging in to your account.

Log in to your online account. Click the profile icon, then click Password. Click Save Password when you’re done.

If you forgot your username, go to the login screen and click Forgot Username. Input your last name, Customer Number, or Social Security number and date of birth. Choose your preferred communication method to receive a one-time code and follow the prompts.

You can log in to your online account or call 800-662-1113 for support.

An individual's own serious health condition 

The employee must submit a certification from their health care provider that includes:

• The date on which the serious health condition commenced, was diagnosed, or when the serious health condition created the need for medical leave
• The appropriate facts related to the serious health condition within the knowledge of the licensed health care provider
• The period of incapacity and probable duration of the serious health condition or recovery period
• The dates of treatment for the serious health condition
• A statement that the eligible employee is unable to perform the functions of their position from which leave is being sought
• The first date on which the eligible employee took or intends to take leave from employment 
• Whether the leave will be, or is intended to be, continuous or intermittent and the expected frequency and duration, if intermittent leave is requested

Health Care Provider Certification. View form >

Family member's serious health condition 

The employee must submit a certification from their health care provider that includes:

• The date on which the serious health condition commenced, was diagnosed, or when the serious health condition created the need for medical leave
• The appropriate facts related to the serious health condition within the knowledge of the licensed health care provider
• The period of incapacity and probable duration of the serious health condition or recovery period
• The dates of treatment for the serious health condition
• A statement that the eligible employee is unable to perform the functions of their position from which leave is being sought
• The first date on which the eligible employee took or intends to take leave from employment 
• Whether the leave will be, or is intended to be, continuous or intermittent and the expected frequency and duration, if intermittent leave is requested

Health Care Provider Certification. View form >

Parental Leave
New parents filing a Parental Leave claim do not need their claim verified by a health care provider. Instead, the employee must submit proof of the occurrence or imminently expected occurrence of a birth or placement, which includes:

• A certification of live birth
• Court documentation or order
• Documentation of placement from a licensed child placement agency or government agency responsible for child placement and documentation of any court appearances, appointments, or travel in anticipation of placement, if applicable
• Affidavit of a Kinship Care arrangement
• Any other reasonable documentation needed to establish proof

New parents are eligible to take PFML Insurance leave to bond with a new child anytime within the first 12 months after a birth, adoption or foster care placement. Expecting parents can start their Parental (Bonding) Leave application up to 30 days in advance of their expected leave start date. However, proof of birth or placement documentation, including the child's birth or placement date, is required to fully submit the claim. Your claim will be saved as a draft until that documentation is submitted.

Intermittent leave is not available for parental leave unless your employer allows it under their policy. Talk to your employer if you have questions about their policy for intermittent parental leave.

The employee must submit:

• A copy of the family member’s active duty orders or other documentation issued by the military which:
  1. Indicates that the family member is on active duty or called to active duty
  2. Includes the dates of the family member’s active duty service
• A statement advising whether the leave will be, or is intended to be, continuous or intermittent, and if intermittent leave is requested, the expected frequency and duration of the intermittent leave
• The underlying reason for the qualifying exigency leave
• Any other reasonable documentation needed to establish proof