The State of Washington’s Paid Family and Medical Leave (PFML) is a partial wage replacement program, funded by premiums paid by both employees and employers, that is administered by the Employment Security Department (ESD).  The partial wage replacement benefit may be available to employees who need to take leave due to their own serious health condition, to care for a family member, bond with a new child, or spend time with a family member preparing for military service overseas. PFML normally aligns with WSU leave provisions.

Eligibility

Employees who have worked 820 hours in the qualifying period (equal to 16 hours a week for a year) will be able to apply to take paid medical leave or paid family leave. The 820 hours are cumulative, regardless of the number of employer os jobs someone has during a year. All paid work over the course of the year counts toward the 820 hours, including part-time, seasonal, and temporary work.

When approved by the ESD, you will receive a portion of your average weekly pay. The benefit is generally up to 90 percent of your weekly wage, with a maximum of $1,647 in 2026. You will be paid by the Employment Security Department rather than your employer. This benefit cannot be taken without a qualifying event. Leave events include the following:

Medical Leave

  • Care for your own illness or medical event

Family Leave

  • Care and bonding after a baby’s birth or the placement of a child younger than 18
  • Care for an eligible family member experiencing an illness or medical event
    • Family members include: Spouse (including registered domestic partner), children (including step and foster), parents (including in-law and loco parentis), siblings, grandchildren, and grandparent
  • Certain military-connected events

Where You Work Matters

Please note: If your work is not “localized” (you do not work) in the state of Washington you may not be eligible for PFML benefits. Your Work (Primary) Address field in the Contact section of Workday governs your primary work location for PFML deductions/reporting.

The linked ESD PFML Localization Test Flow Chart is for illustration purposes only. Please contact ESD for specific information and eligibility rules. If you are localized in a state other than the state of Washington and your home location/state has a paid leave program, you may be eligible for benefits through the associated program. As of January 2023 the following jurisdiction also have paid leave programs: California, Colorado, Connecticut, Delaware, Hawaii, Maryland, Massachusetts, New Jersey, New York, Oregon, Puerto Rico, Rhode Island, and Washington, DC.

Benefits

PFML qualifying events are typically up to 12 weeks of paid leave. If workers experience multiple qualifying events in a given year, they may be eligible to receive up to 16 weeks, or up to 18 weeks if the employee experiences a serious health condition during a pregnancy that results in incapacity.

Benefits are noted to be a percentage of the employee’s average weekly pay. The benefit wage replacement is up to 90% of the employee’s weekly wage with a minimum of $100 per week and a maximum of $1,647 per week. Calculate your benefits with ESD HERE.

PFML is a statewide program and does not replace Federal Family Medical Leave Act (FMLA).

Supplemental Benefits

Faculty, Administrative Professional, and Civil Service employees, under Title 50A RCW, may use ONLY annual leave, sick leave, personal holiday, or compensatory time as a supplemental benefit during a period when the employee is receiving PFML benefits. Bargaining Unit employees are to refer to their collective bargaining agreement.

Some supplemental benefit tips:

  • Employees are responsible for identifying on their Workday absence calendar the dates they are choosing to utilize their WSU paid leave accruals as a PFML supplement by including PFML-Supplemental in the identifying tag.              
  • If utilizing paid leave as a supplemental benefit, do not include the paid time on the weekly PFML claim, as doing so will reduce the weekly benefit amount.
  • If the employee chooses not to utilize their WSU paid leave accruals to supplement their PFML benefit, they are to report it as paid time on the weekly PFML benefit claim. The employee’s PFML benefit amount will be prorated by the non-supplemental benefits they receive from WSU.  It is only when an employee identifies their time off as supplemental PFML that it will not reduce the PFML payment. The employee would include only PFML in the identifying tag.

How to Apply

Employees can apply for the PFML benefits through the ESD online Worker login or by contacting ESD for possible other options. Filing a claim for PFML benefits with the ESD is a separate process from the required filing for a medical leave of absence from WSU. Employees applying for a leave of absence from their appointment with WSU continue to follow the processes outlined in UPPM 60.56 or UPPM 60.57 and on the Medical Leave website.

After applying for PFML benefits, the ESD will review hours worked in the state of Washington to confirm eligibility.  There is a seven (7) day waiting period before an employee may be eligible for PFML benefits, for all types of leave except parental bonding, medical leave taken during the “postnatal period” and military exigency.  Once the ESD approves the claim, individuals will submit weekly claims to the ESD for the paid benefit.

In Workday: The ESD will notify HRS MLA of an approved  PFML Leave of Absence (LOA).  Once the notification is received, MLA will designate the applicable PFML designation on the employee’s Workday Absence Calendar for the duration of the approval period. This designation allows a person on the designated leave(s) to have access to and utilize time offs specific to that LOA designation and the ability to identify time offs as supplemental benefits. Review the Workday reference guide Employee Request a Leave of Absence for time off entry when on a LOA.

PFML is a statewide program and does not replace the Federal Family Medical Leave Act (FMLA) or the need to apply for medical leave with WSU.

Notice & Request Leave through WSU

If employees know about their need for medical leave before it happens, they are to request a Leave of Absence at least thirty (30) days in advance. Examples include: expected birth, placement of a child, or planned medical treatment or surgery.

If the need for medical leave is unforeseeable and thirty (30) days’ notice is not possible, employees are to request a Leave of Absence in Workday as soon as is practicable. Examples include: a medical emergency, sudden illness, or injury.

Additionally, the employee must inform the University as soon as practicable if the dates of the scheduled leave change, are extended, or were initially unknown. 

Complete processes of notifications and application of medical leave(s) of absence are outlined on the Medical Leave website.  An employee may submit the medical documentation supplied to the ESD for PFML benefits to WSU as supporting documentation for an LOA request.

Questions? Contact Medical Leave and Accommodation.

More Resources

IMPORTANT NOTE:

PFML is separate from requesting a leave of absence and time offs through WSU. Employee’s continue to be required to request LOAs and record all of their time offs (Annual, sick, leave without pay) in Workday during their associated absences. See Notice and requesting leave through the University for more information.

Contact Employment Security Department (ESD)