Paid Family Medical Leave

Paid Family Medical Leave, PFML, is a new leave program effective July 1, 2026.​

  • PFML is a state law and operates under Board of Regents (BOR) policy.​
  • The program replaces the previous paid parental leave program​
  • Employees do not have to use accrued leave before PFML​
  • Available to eligible USM employees​
  • Provides paid, job-protected leave for certain life events

Submit a Paid Family Medical Leave Request 

MyWorkView PeopleSoft HR

Resources and Training

USM Paid Family Medical Leave Information (PDF)

USM Board of Regents Policy 7.51 (PDF)

Frequently Asked Questions

Faculty, staff, and contingent employees are eligible.

Students, including student help, graduate assistants, teaching assistants, research assistants, post-doctoral students, and volunteers, are not covered.​

Employees receiving workers’ compensation benefits are excluded while receiving workers’ comp benefits. ​

Application Year

The 12-month period used to measure an employee’s PFML entitlement. It begins on the Sunday of the calendar week for which PFML benefits are first utilized.

Certification

Documentation used to support the reason for PFML. Depending on the reason for leave, this may include medical certification, documentation of birth or placement, proof of relationship, military orders, or other required documentation.

Concurrent Leave

When PFML and FMLA both apply to the same absence, they generally run at the same time. This means the same absence may count against both the employee’s PFML entitlement and FMLA entitlement.

Continuous Leave

FMLA, PFML, or both taken in one block over a period of time (days, weeks, or months) for a single qualifying reason.

Designation Notice

A document used for FMLA and PFML (combined into one) that tells the employee whether leave is being designated as FMLA, PFML, or both, and how much leave will count against the employee’s entitlement.

Intermittent Leave

FMLA, PFML, or both taken in separate blocks of time for a single qualifying reason. Under the PFML policy, intermittent PFML may not be taken in increments of less than 4 hours.

Qualifying Reason

A reason that may allow an eligible employee to use FMLA, PFML, or both. Qualifying reasons include the employee’s own serious health condition, caring for a family member with a serious health condition, bonding with a child after birth or placement, and certain military-related caregiving or deployment needs.

Regular Rate of Pay

The employee’s base weekly salary or hourly rate of pay. PFML pay excludes premiums such as shift differential or on-call pay.

Yes. When an absence qualifies for both PFML and FMLA, the two types of leave generally run concurrently. This means the same absence may count against both the employee’s PFML entitlement and FMLA entitlement. Employees will receive a single Designation Notice containing both PFML and FMLA information for the same leave request.

Questions? Email us!  hrfmla@umbc.edu