Delaware
Paid Family and Medical Leave
Who is Covered?
Employers
Covered
- Has 10 - 24 employees in the previous 12-months (Subject to ONLY Parental Leave)
- Has greater than or equal to 25 employees in the previous 12 months (Subject to ALL types of leave)
Not Covered
- Federal government employers
- Seasonal employees
Employees
Covered
- Has been employed for at least 12 months and at least 1,250 hrs. by the employer where leave is requested
- Most public sector workers are covered
Not Covered
- Federal government employees
- Seasonal employees
Types of Leave
Family
Up to 6 weeks every 24 months
Medical
Up to 6 weeks every 24 months
Parental
Up to 12 weeks in an application year
Employees are eligible for up to 12 weeks of paid parental leave per year, plus 6 weeks of paid family caregiver leave or 6 weeks of paid medical leave per year (max total limit of 12 weeks family/medical leave every 24 months).
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Benefit Amount: 80% of a worker’s average weekly wage Maximum weekly benefit = up to $900 |
Things to Consider
How will these plans affect employers, labor unions, and associations?
- Paid leave, short-term disability plans, and long-term disability plans have often been negotiated between management and employee bargaining units.
- How will the new program affect the ability to negotiate specific needs on behalf of employees?
- How will this impact the ability for unions and/or associations to negotiate benefits based on need?
- Could this impact the overall benefit selection process and the need to collaborate on selection outcomes?
Are employers prepared to manage the additional administrative tasks associated with these types of plans?
- How will employers manage the possible increase in the number of employees out on leave?
- Will employers have the ability to provide an adequate workforce to account for employees who are on leave?
- How will the new program integrate with sick leave, sick leave banks, sick leave donations, etc.?
How will this impact retention or recruitment?
- How will employers preserve the value of employer-provided benefit plans as a differentiator?
- Will it be necessary to offer supplemental benefits to fill potential holes in PFML coverage (waiting periods, long-term disability, etc.)?