Maine has amended its Paid Family and Medical Leave (PFML) law through Senate Bill 383 (L.D. 894), introducing targeted updates that change how employees may take intermittent and reduced schedule leave. These updates aim to provide clarity and consistency while granting employers greater control over scheduling. The changes take effect on September 30, 2025.
Previously, intermittent leave could be taken in various increments. Under the revised law, intermittent leave must now be taken in full-day increments unless both the employer and the employee agree otherwise. Even when such an agreement is reached, leave cannot be taken in segments smaller than one (1) hour. This change ensures predictability in staffing and aligns with operational planning needs.
Importantly, the law confirms that taking leave on an intermittent or reduced schedule basis does not diminish the overall amount of leave an employee is entitled to. Employees still retain their full leave allotment, regardless of how it was used.
Next Steps for Employers
Employers should review and update their leave policy and procedures by the effective date and communicate these updates to employees. Employers should also ensure that human resource personnel and supervisors understand when and how these types of leave can be granted to ensure clarity and consistency in their leave management processes.
HR Works Can Help
Managing employee leaves of absence is overwhelming and the various laws can be difficult to navigate, especially when leave is not your primary focus. The experts at HR Works can manage the complexities of compliance when it comes to all the changing state leave laws and more. To learn more about these services and how to leverage our compliance expertise and support, please contact us at info@hrworks-inc.com or call 1-877-219-9062.
