Maine Paid Family Medical Leave

All employees working in Maine for employers with one or more employees are eligible for Maine PFML benefits, provided they have earned at least six times the state’s average weekly wage during their base period (the first 4 of the last 5 completed calendar quarters).  The State Average Weekly Wage (SAWW) is updated each July 1^st and is currently $1,198.84.

Employers in Maine can offer PFML through the state’s plan or through an approved private insurance provider. Benefits through the private plan options must meet or exceed the state plan.  After careful consideration, the College chose The Standard to administer our Maine PFML benefits. Using a private plan over the state plan will allow for a greater level of employee service and more seamless coordination with other college leave policies and benefits.

The weekly benefit calculation is 90% of the portion of the employee's average weekly wage (AWW) that is less than or equal to 50% of the state average weekly wage (SAWW) plus 66% of the portion of their average weekly wages that exceeds 50% of the SAWW. Benefits are capped at 100% of the SAWW.

• The employee’s AWW is determined using Maine earnings in the first 4 of the last 5 completed calendar quarters (the base period)
  
  
• SAWW in through June 30, 3026 is $1,198.84 (updated each July 1^st) – 50% is currently $599.42
  
  
• Apply the formula:
  • Tier 1 – 90% of the employee’s AWW that is less than or equal to 50% of the SAWW
  • Tier 2 – 66% of the employee’s AWW that exceeds 50% of the SAWW
  • Capped at 100% of the SAWW

Short Term Disability: Benefits eligible employees working 30 or more hours a week and all benefit eligible faculty are covered by the College’s Short Term Disability plan.  There are variations between the plans for support staff, administrative staff and faculty.  As now, Human Resources will guide you through the leave process and explain the Short Term Disability benefits specific to you.   The Standard insurance company administers both Short Term Disability and the College’s Maine PFML plan.  Eligible employees on full-time medical leave are required to file for Short Term Disability benefits and will also apply for Maine PFML benefits at the same time for leaves that begin on or after May 1, 2026.  There is a 7-calendar day waiting period for Short Term Disability benefits and Maine PFML benefits during which employees will have the option to use their sick and/or vacation time.  Faculty are covered by a Short Term Disability Plan that provides coverage from day one of an illness or accident.  The 7-calendar day waiting period for Maine PFML benefits also applies to medical leave taken intermittently or on a reduced work schedule basis.

Parental Leave: After one year of employment benefit eligible employees are currently eligible for 4 paid weeks of Parental Leave to be taken within 6 months of birth or legal adoption.  Effective May 1, 2026, this policy will change to align with Maine PFML benefits.  After one year of employment benefit eligible employees will receive 4 weeks of Parental Leave that will be provided as a top off to Maine PFML benefits.  To receive the Parental Leave top off the leave must be taken in increments of no less than 1 week within 12 months of birth, adoption or placement for foster care.  Additional leave through Maine PFML (up to 12 weeks in total) can be taken as full-time leave or on an intermittent basis.  Employees have the choice to top off the remaining bonding leave provided through Maine PFML benefits with Family Care Absence (up to 40 hours per calendar year) or Vacation time.

Yes, employees have the option to use their paid time off accruals to supplement Maine PFML benefits.  You’ll be given this choice by Human Resources when your leave begins.  If you have consented to use your accrued time, Human Resources will enter and approve the top off for you.  The time types you are allowed to use as a top off to Maine PFML benefits will depend on the leave type.

As is currently the case, all leave requests begin with our staff in Human Resources, who will help you determine eligibility, explain how the different leave types work together, and guide you through all aspects of the leave process from beginning through returning to work. You must provide reasonable notice to Human Resources if you need to take leave of at least 30 days in advance.  If you need to take leave in an emergency, you must notify Human Resources as soon as possible.

On January 1, 2025, Maine law requires employers with fifteen or more employees to contribute a total of 1 percent of wages to fund the state’s PFML program. The law permits employers to deduct half of that amount (0.5 percent) from employee wages, with contributions calculated on wages up to the Social Security wage base. No employee deductions have been made so far, with the College picking up the full cost (both the employer and employee shares) since January 2025, while seeking state approval for a private plan exemption.

Beginning on July 1, 2026, Bowdoin employees will have will 0.35 percent of their compensation deducted from their wages to fund this new benefit. This amount is lower than the state cap of 0.5 percent and means that the College will contribute more than half of the cost to get to the mandatory 1 percent contribution.

We are currently updating our absence and leave policies.  As more details become available, they will be shared here and in the Employee Handbook. 

We understand that taking leave—especially for medical or family reasons—can be stressful.  Human Resources is here to support you.