Designing a Seamless Leave Experience:

PFML, Disability, and Worksite Benefits

It’s hard to believe our team has spent over a year helping customers prepare for Maine’s Paid Family and Medical Leave (PFML). While benefits don’t begin until May 2026, employers are already submitting wage data and premium payments through the state’s Paid Leave Contributions Portal. 

Now that employers have selected the private or public plan option and are completing the required filings and premium submissions, we are working with customers entering the next phase of PFML readiness, integrating the new program with their existing benefits. 

To create a truly seamless leave experience, employers must focus on coordinating policies, enhancing employee understanding, and maximizing the value of their broader benefits package, including voluntary worksite programs. Together, these elements help ensure compliance, strengthen employee satisfaction, and deliver a well-coordinated benefits experience. 

Here are the areas employers should currently be thinking about regarding PFML program overlap and coordination: 

Short-term Disability (STD)

• Discuss expected 2026 rate changes with your in-force carrier, as PFML becomes the primary source of wage replacement. 
• Consider shifting from voluntary to employer-paid STD for a stronger benefits offering. 
• Wrap STD around PFML for high-wage earners to supplement income beyond the PFML wage cap. 

Long-Term Disability (LTD)

• Review LTD elimination periods to determine whether PFML will effectively bridge the gap into long-term disability coverage.  

• Consider adjusting LTD waiting periods from 180 days to 90 days to better align with PFML benefits and avoid coverage gaps. 

Compliance and Policy Integration

• Review current leave policies, including PTO and employer-sponsored sick leave, to clarify how PFML interacts with these benefits. 

• Evaluate whether other employee benefits or PTO structures need adjustment for 2026. 

• Ensure employee handbooks and policies clearly explain PFML alongside existing leave options. 

Employee Experience

• Develop a clear communication strategy to help employees understand how PFML integrates with other employer-sponsored benefits. 

• Launch employee education efforts in early 2026 so staff are informed before PFML benefits begin. 

• Train HR and management teams to guide employees through PFML, disability, and related leave processes. 

• Promote a consistent message that highlights how these coordinated benefits enhance overall employee satisfaction and retention. 

Voluntary Worksite Benefits

• Evaluate voluntary worksite programs, such as Accident, Critical Illness, and Hospital Indemnity, to strengthen your income protection offerings. 

• Coordinate PFML, disability, and worksite benefits under the same carrier to simplify administration and maximize value. 

• Educate employees on how these programs can cover costs not reimbursed by PFML, such as medical or household expenses. 

• Show how voluntary coverage can help employees manage unexpected costs, while keeping employer costs flat. 

Closing Thoughts

PFML will bring important protections for Maine employees, but also introduces complexity for employers balancing disability programs, PTO, and compliance. That’s where we come in. 

The Acadia Benefits team can help you review your programs, model the financial impact, optimize policies, and create a seamless employee experience. With the right planning, PFML can become an integrated part of your benefits strategy, supporting both your workforce and your organization. 

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