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Recent Updates to the Massachusetts Paid Family and Medical Leave Act: Changes to Contribution Rates and Benefit Amounts

December 7, 2021
Recent Updates to the Massachusetts Paid Family and Medical Leave Act

In October, the Massachusetts Department of Family and Medical Leave announced changes in contribution rates and weekly benefit amounts to the Paid Family and Medical Leave Act (PFMLA).

Effective January 1st, 2022, the maximum weekly amount of benefits available to qualifying individuals will increase to $1,084.3, up from $850 per week (due to an increase in the average weekly raise in Massachusetts). However, the benefit contribution rate for employers with twenty-five or more covered individuals has been reduced to 0.68%. The current rate is 0.75%. And the benefit contribution rate for employees with fewer than twenty-five covered individuals has been reduced to 0.344%, from 0.378%.


It is imperative employers notify their workers of these changes, immediately. An updated rate sheet can be found here. Also, employers should notify recent hires of PFML contribution rates and benefit amounts within thirty days of hire. Applicable forms may be found here. Employers must also notify employees about their benefits and rights under the PFMLA by displaying a poster in the workplace.


If you have questions about COVID-19 vaccination requirements and safety protocols, or any other general employment issues, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

Massachusetts’ Superior Court Judge Rules Recording in Workplace Admissible

February 19, 2025
The Massachusetts Superior Court found that Massachusetts’ wiretap statue does not bar employers from using allegedly illegally obtained recordings in civil proceedings. In a recent case, an employee claimed she was forced to resign. Plaintiff’s coworker recorded an argument between the Plaintiff and her supervisor without her consent and shared it with supervisors. The employee then sued for discrimination and retaliation, along with two counts for violation of the wiretap statute. Massachusetts is a two-party consent state but, in this case, it was found that the consent of only one party was needed because nothing in the Wiretap Statute bars the use of an allegedly illegally obtained communication in a civil proceeding. The court found that the provisions about the use of illegally obtained communications in evidence are limited to criminal trials. However, depending on the court, results may differ, as this recording was central to proving and/or disproving the Plaintiff’s claim, and as such, the recording was indispensable as a piece of evidence. Issues with unauthorized recordings have been arising all the time in civil proceedings because recording devices are everywhere, whether they be a cell phone, laptop or other recording device. This ruling is good for employers, as if there is an otherwise inadmissible recording that is made that disproves an employee’s claims, it can be admissible as evidence if meets the same scenario above. However, employers must be careful to use these recordings as they may be inadmissible and may not show the same thing that the employer believes in the court’s eyes. This being said, it is prudent to consult an attorney before utilizing a recording for any employment action or in legal action to avoid unwanted consequences. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

After the DEI Executive Order

February 14, 2025
What Are the Compliance Requirements for Private Employers?
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