• State or private plan.
• Private plans may be insured or self-insured and must at least equal the provisions of the state plan.
• An exemption from the state plan must be filed and approved before the private plan may go into effect.

Symetra is still in the process of determining whether we will administer MD PFML. State plan contributions begin 07/01/25 and benefits begin 07/01/26.

All Employers with one or more employees working in the state are eligible.

Includes state and local government employers with at least one employee working in Maryland.

Sole owners of an LLC or proprietorship without any employees are exempt.

All employees who have worked at least 680 hours in the 12-month period immediately preceding the date leave begins.

• Full-time and part-time employees are eligible under the program.
• Self-employed individuals may opt into the program.

• Employers with fewer than 15 employees do not have to contribute the employer portion to the state plan.
• Maximum Rate that may be set under the state plan may not exceed 1.2% of wages up to the federal Social Security wage base.
• Employers with 15 or more employees pay 50% of the total rate contribution.
• Employees pay 50% of the total rate of contribution.
• Employers may pay some or all of the employee’s contribution.
• Rate from 07/01/25 to 6/30/26 - .90% of covered wages. Starting February 2026, the contribution rate will be set for the 12-month period starting the next July 1.
• Private plan rates may be different than the state plan.
• An employee cannot be required to contribute more under a private plan than they would have under the state plan. The employer can always contribute more.

There is no waiting period. Benefits are payable on the first day of leave.

• 90% of the covered individual’s Average Weekly Wages (AWW) that are less than or equal to 65% of the State Average Weekly Wage (SAWW); PLUS

• 50% of the employee's AAW that exceeds 65% of the SAWW.

• $1,000 (through 1/1/2027).
• Beginning 1/1/27 and for one year after:
• An amount announced by the Secretary by 9/1/26, and each subsequent September 1, to be effective the next January 1.

$50 a week.

• Employees may use employer paid benefits to “top up” their MD PFML weekly benefit.
• However, MD PFML Employees cannot receive more than 100% of their average weekly wage.
• MD PFML benefits are not available at the same time as receipt of Maryland’s unemployment insurance or workers’ compensation laws, but:
• Receipt of benefits for a permanent partial disability under Maryland’s workers’ compensation law does not preclude eligibility for MD PFML benefits

• Medical leave: 12 weeks in a 12-month period.
• Family leave: 12 weeks in a 12-month period.

• Up to 12 additional weeks (for a total of 24 weeks) if the employee.
• Takes bonding leave.
• And then becomes eligible to takes leave to care for their own serious health condition or vice versa.