WPFML premium withholdings began January 1, 2019, and eligible employees can start receiving WPFML benefits as of January 1, 2020. This exception now expires on December 31, 2023.įor more information, please see the links below:Įmployers should review the links provided above and make changes to their family and medical leave policies so that they reflect the amended law. Seyfarth Synopsis: The Washington State Paid Family and Medical Leave (WPFML) law was enacted in 2017. Previously, this law did not apply to an employee who was subject to a collective bargaining agreement (CBA) that was in existence on October 19, 2017, until the CBA was reopened, was renegotiated, or expired. The Washington Employment Security Department (ESD), which administers this state’s leave program, must now publish on ESD’s website a current list of all employers that run their own “voluntary plan” that was approved by ESD. Publication of Employers with Voluntary Plans would have qualified for family leave to bond with their child following their birth or placement.would have qualified for medical leave for the birth of their child, or.This leave is permitted for the death of a family member for whom the employee: This amendment permits the use of paid family leave for bereavement purposes during the seven calendar days after the death of a qualifying family member. Vacation Leave Employees earn 14-25 days of paid vacation per year depending on the length of employment. For more information, refer to WAC 357-31 for non-represented classified employees or the applicable collective bargaining agreement for union-represented employees. More information on PFML can be read here. This leave and holiday benefit information is intended to provide a general overview. This new presumption is still subject to the maximum and minimum weekly benefits, duration, and other conditions and limitations under the law. Such an employee does not need to obtain certification of a serious health condition. The first six weeks of post-natal leave for an incapacitated employee is presumptively medical leave.ĭuring the six-week post-natal period, any paid family and medical leave (PFML) used by an employee who is eligible for benefits based on incapacity due to pregnancy or for prenatal care will count as paid medical leave by default, unless the employee chooses to use paid family leave during that period. Here is a list of the most significant changes to the law: On June 9, 2022, several changes to the state’s PFMLA will go into effect. On March 30, 2022, Governor Inslee signed Senate Bill 5649 (SB 5649) into law, which will amend the state’s Paid Family and Medical Leave Act (PFMLA) to include several additions to the law. Anyone who has worked at a job for at least 680 hours during the year is eligible for paid parental leave in the State of Washington. All employers in the state of Washington.