If you’re pregnant or planning to grow your family, you probably have a lot on your mind. One thing that shouldn’t be a mystery is your right to take time off. In Massachusetts, the Paid Family and Medical Leave (PFML) law gives many employees job-protected, paid leave to care for themselves and their families—including for pregnancy, childbirth, and bonding with a new child.

Here’s what you should know.

What Is PFML?

Massachusetts PFML is a statewide program that provides paid time off to eligible workers. It’s funded through payroll deductions and managed by the Department of Family and Medical Leave (DFML). This isn’t the same as FMLA (the federal Family and Medical Leave Act), although the two can overlap. PFML is generally more generous and covers more workers.

How Much Leave Can You Take for Pregnancy and Birth?

If you’re pregnant, you may be eligible for:

  • Up to 20 weeks of paid leave for your own serious health condition, including pregnancy, childbirth, and recovery.
  • Up to 12 weeks of paid family leave to bond with your child, whether by birth, adoption, or foster care.

However, the total maximum leave you can take under PFML in a benefit year is 26 weeks. You may combine different types of leave (e.g., medical + bonding), but the total paid leave cannot exceed 26 weeks.

Is PFML Job-Protected?

Generally, yes. In most instances your job is protected while you’re on PFML, and your employer is required to reinstate you to the same or equivalent position when you return—no retaliation, no penalties.

Do You Still Get Paid?

Yes, but the amount depends on your average weekly wage and the state’s formula. The state pays the benefit directly to you (not your employer). For most workers, it doesn’t replace your full salary, but it helps. Some employers may choose to “top off” the state benefits so you receive full pay, but they’re not required to.

Can Employers Offer Additional Leave?

Yes. PFML sets the floor, not the ceiling. Some employers offer additional paid time off or allow you to use sick or vacation time to extend your leave. If you’re covered by a union contract, that may come with additional rights too.

Do You Have to Tell Your Employer in Advance?

Usually, yes. You’re expected to give at least 30 days’ notice before taking PFML, unless it’s an emergency. The notice should be in writing and include the anticipated start date and length of leave. If you’re pregnant, it’s a good idea to have this conversation early.

What About Partners?

Parents of any gender can take up to 12 weeks of bonding leave with a new child. That includes adoptive and foster parents. This leave can be taken within the first year after the child joins your family, and it doesn’t have to be right after birth or placement.

How Greene and Hafer Can Help

If your rights are being violated, Greene and Hafer can help. Our Boston-based attorneys have extensive experience in employment and privacy law. Contact us to schedule a confidential consultation.