PFML for remote employees

Absence management is more complex with a dispersed labor force. Considering a private plan can help you take it head on.

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As businesses trend toward more remote work, we must understand how Paid Family and Medical Leave (PFML) law requirements affect employees who work from home or in a different state: In mid-2020, about 42 percent of the workforce had moved to working from home full-time.1 By the end of 2021, nearly half (49 percent) of offices were maintaining remote or hybrid work arrangements.2

It’s crucial to know exactly where employees are doing their work and how they’re classified. Here’s why:

Gaps in knowledge on state and national leave requirements can lead to gaps in coverage. For example, employers with employees working in multiple states need to be aware of which states require mandated paid leave program and their requirements.   What’s more, most states  require employers with a single employee working in the state to offer paid leave. 

Failing to comply can have tax implications or lead to costly fines.

How to handle PFML if your employees work from home

Considering a private PFML plan with Guardian can offer you an advantage.

With more than a decade of experience providing statutory disability plans, Guardian puts together resources for PFML plan implementation and management that works for you, no matter the level of complexity. We can help reduce administrative burden and enhance compliance to ensure leaves are managed as efficiently and effectively as possible. A private PFML plan from Guardian can help you:

  • Stay compliant
  • Avoid costly and disruptive investigations, fines or even lawsuits
  • Lift the administrative burden off existing staff
  • Improve the employee experience
  • Increase productivity
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Disclaimer

2 https://www.linkedin.com/pulse/reopened-offices-empty-desks-why-49-us-stick-remote-hybrid-anders/?trackingId=0lF0eM%2FhQeiE6n4LObEYDA%3D%3D

The State of Colorado with the Division of Family and Medical Leave is currently developing its PFML regulations, including specifics on how its program will be implemented. Leave and wage replacement benefits available to eligible Colorado workers is currently scheduled to commence on January 1, 2024. All terms of coverage, including benefits, eligibility, coverage limitations and exclusions under Guardian’s Colorado Paid Family and Medical Leave plan (CO PFML) will comply with CO PFML law and regulation. Any optional riders and/or features which may be available may incur additional costs. If there is a discrepancy between this document and the Certificate/Group Policy issued by The Guardian Life Insurance Company of America, the Group Policy will govern.

The State of Oregon Employment Department is currently developing its PFML regulations, including specifics on how its program will be implemented. Leave and wage replacement benefits available to eligible Oregon workers is currently scheduled to commence on September 3, 2023. All terms of coverage, including benefits, eligibility, coverage limitations and exclusions under Guardian’s Oregon Paid Family and Medical Leave plan (OR PFML) will comply with OR PFML law and regulation. Any optional riders and/or features which may be available may incur additional costs If there is a discrepancy between this document and the Certificate/Group Policy issued by The Guardian Life Insurance Company of America, the Group Policy will govern.

Guardian Group Short and Long Term Disability Insurance is underwritten and issued by The Guardian Life Insurance Company of America, New York, NY.  Products are not available in all states.  Policy limitations and exclusions apply.  Optional riders and/or features may incur additional costs.  Generic Policy Form #s GP-1-STD-15; GP-1-LTD-15.  The state approved form is the governing document.

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