Paid Family and Medical Leave

What is Paid Family and Medical Leave (PFML)?

Paid Family and Medical Leave (PFML) is a paid benefit that allows eligible University System of Maryland (USM), including UMB, employees to take time away from work for qualifying family, medical, or military-related reasons while maintaining job protection. This means that while you are on approved PFML, your position is protected, and you generally have the right to return to the same or a comparable position with the same pay and benefits when your leave ends, subject to the provisions of the policy. PFML is paid at your regular rate of pay, and you are not required to use or exhaust your accrued leave before using PFML. PFML is a benefit provided directly by USM and is not an insurance-based program.

When can I request PFML?

The law and USM policy take effect July 1, 2026. As of that date, eligible employees will receive a new bank of up to 12 weeks of paid leave to use for qualifying family, medical, or military related reasons. Leave taken before July 1, 2026, does not count against this benefit.

Employees who are currently approved for or have requested medical-related leave that is anticipated to end on or after July 1, 2026 received an email on May 4, 2026 informing them that a UHR Leave Consultant will be contacting them directly with details specific to their situation, including their eligibility status.  If you have not previously requested leave, but know you will need leave around July 1, 2026, please contact the UHR Leave and Accommodations Team (umdleave@umd.edu) with any questions or guidance on your specific situation.

What is a PFML Application Year?

A PFML Application Year is a 12‑month period that begins on the Sunday of the calendar week when your PFML starts. Once that period ends, a new qualifying event may initiate a new Application Year.

Is PFML paid?

Yes. PFML is paid at your regular rate of pay, based on your base salary or base hourly rate.

Will my job and benefits be protected?

Yes. Approved PFML is job-protected leave.

While on PFML:

• Health insurance generally continues under the same terms
• You remain responsible for your share of premiums
• You will generally return to the same or equivalent position, unless an exception applies under law or policy.

Do I continue to earn leave while on PFML?

No. You do not earn annual or sick leave for leave hours covered by PFML.

How is FMLA different from PFML?

PFML is a state law and FMLA is a federal law, but they often apply to similar situations.

PFML (Maryland / USM)

• Paid, job-protected leave
• Up to 12 weeks (or up to 24 weeks in limited situations)
• No minimum service or hours requirement
• Family member definition expanded to include spouse, parent, child (any age), grandparent, grandchild, sibling, and other qualifying relationships as defined by law

FMLA (Federal)

• Unpaid, job-protected leave
• Up to 12 weeks (or up to 26 weeks for military caregiver leave)
• Requires 12 months of service and, under USM policy VII-7.50, requires at least 1,040 hours worked
• Family member is defined as spouse, parent, or child under 18 years of age (unless child has a disability)

Do PFML and FMLA run concurrently?

Yes. If you are eligible for both, PFML and FMLA will generally run concurrently (at the same time). The same absence may count toward both PFML and FMLA.

Can I choose not to have PFML and FMLA run concurrently?

If your leave qualifies for both PFML and FMLA, UMD is required to designate the leave under both programs.

While you may choose to use accrued leave or take unpaid leave, your PFML entitlement will still be reduced by the amount of leave taken for the qualifying reason.

How are USM’s FMLA policies changing?

Beginning July 1, 2026, USM will move from a “look‑back” method to a “look‑forward” method for measuring the FMLA leave year. All employees will receive a new 12‑week FMLA entitlement effective July 1, 2026, regardless of any leave used before that date. Going forward, an employee’s FMLA entitlement will be measured as 12 weeks during a 12‑month period that begins with the first instance of FMLA‑qualifying leave. 

Why was this change made?

This change better aligns FMLA with Maryland’s PFML requirements and allows for easier coordination between the two leave programs. 

Are Faculty still eligible for a Modified Family Support Plan and Tenure Extension or Permanent Status Review?

Yes, Modified Duty Family Support Plans will continue to be developed jointly by the faculty member and department chair, dean or designee.

Tenure Extensions and Permanent Status Review will automatically be granted after the faculty member notifies their unit head and completes the requisite paperwork.

Who is eligible for PFML?

You may be eligible if you are a UMD employee in an eligible employment category, including:

• Faculty
• Staff (both Exempt and Nonexempt)
• Contingent

There is no minimum length of service or “hours worked” requirement.

You are not eligible for PFML if you are:

• A student employee, graduate assistant, teaching assistant, research assistant, post‑doctoral student, or student help
• A volunteer or unpaid affiliate
• Receiving workers’ compensation benefits during the same period

This exclusion also includes certain trainee roles, such as Residents, Research Fellows, and Clinical Fellows.

What situations qualify for PFML?

You may request PFML for the following reasons:

Parental Leave

1. For the birth of your child and to care for your newborn during the first year after the child’s birth;
 2. To care for or bond with a child the first year after placement for adoption, foster care, or kinship placement.

Your own serious health condition

A serious health condition is an illness, injury, impairment, or condition that:

1. Requires inpatient care; or
2. Requires ongoing or periodic treatment by a licensed health care provider.

Caring for a family member with a serious health condition

Family members include:

• Child (of any age)*
• Parent, Stepparent or parent-in-law
• Spouse or domestic partner
• Grandparent or grandchild
• Sibling
• Other qualifying relationships defined by law

* Note: Unlike Federal Family Medical Leave, PFML covers a “child” regardless of age or disability status.

Certain military-related reasons

PFML may be available for:

• Caring for a covered service member with a serious health condition resulting from military service when the employee is the service member’s next of kin
• Addressing a qualifying exigency related to a family member’s military deployment

How much PFML can I use?

Up to 12 weeks (480 hours) of PFML in a PFML Application Year.

In limited situations, up to 24 weeks (960 hours) in the same Application Year when both parental leave and your own serious health condition occur in the same year, regardless of the order in which the leave is taken.

PFML is tracked in hours and is prorated based on your full‑time equivalency (FTE). Except in the limited situation described above, employees may not use more than 12 weeks in an Application Year.

How do I request PFML?

More information will be provided soon.  Employees will have the option to submit a FML/PFML Request form or submit their request directly in WorkDay.  Employees must still provide their supervisor with advance notice when the need for leave is foreseeable or as soon as practicable. For foreseeable events, such as a planned surgery or birth, employees are generally expected to provide 30 to 60 days’ advance notice, when practicable.

Do I have to use my accrued leave before I can access PFML?

No. You are not required to use or exhaust your accrued annual, sick, or personal leave before or during PFML.

You are required to use accrued holiday leave for holidays that occur during a continuous PFML absence.

Can PFML be taken intermittently?

Yes. PFML may be taken as continuous leave or on an intermittent or reduced-schedule basis.

Intermittent PFML:

• PFML must be used in amounts of at least 4 hours at a time.
• You may take more than 4 hours based on your scheduled work time (it is not limited to fixed 4-hour blocks)
• You should provide reasonable advance notice, when possible

If you need leave for less than 4 hours:

• That time does not qualify for PFML pay
• You must use accrued leave or take unpaid time
• It may still qualify and be counted toward FMLA, if eligible

Do I need to provide documentation?

Yes. Documentation is required and may include:

• Proof of birth or placement
• Certification from a licensed health care provider
• Proof of relationship
• Military orders or related documentation

A member from the UHR Leave and Accommodations team will provide instructions and timelines for submission when employees receive their Eligibility Rights & Responsibilities Notice after submitting a formal FML/PFML Request.

When do I need to submit documentation for my PFML/FML request?

The PFML/FML process generally happens in five steps.

Step 1 – Employee submits the  PFML/FML request

Start by submitting a PFML/FML request to notify your supervisor and the UHR Leave and Accommodations team of your need for leave. At this stage, you do not need to submit supporting documentation. However, to streamline the request and support faster processing, you may choose to submit all required documentation at the same time as your PFML/FML request.  Medical documentation should never be submitted to your supervisor.

Step 2 – Employee is issued a Notice of Eligibility Rights and Responsibilities

After your request is reviewed, your designated UHR Leave Management and Accommodations representative will tell you what documentation is required, such as medical certification or proof of relationship.

Step 3 – Provide required documentation

This is when you will obtain applicable medical certification or additional documentation to return to the UHR Leave and Accommodations team for review

Step 4 - Employee receives Designation Notice (approval notification) 

This is when you will receive confirmation from the UHR Leave and Accommodations team of your PFML/FML approval status and will be informed if medical certification will be required to return you back to work (only required for an employee’s own serious health condition, NOT caring for a family member or parental bonding)

Step 5 – Employee Confirms Return to Work Status

If applicable, you will return medical certification confirming you are fit for duty and the UHR Leave and Accommodations team will confirm your ability to return back to work (with or without restrictions). Employees who remain incapacitated and are unable to return to work must submit the completed Return to Work Certification no later than one (1) business day from the date the health care provider completes the certification but no later than the end date of the latest medical certification. Employees returning to work in a modified duty capacity are encouraged to submit their completed Return to Work Certification at least two (2) business days prior to the date they anticipate returning to work; otherwise, their return may be delayed while a determination is made regarding the University’s ability to provide a modified duty assignment (or accommodations). 

Employees returning to work in a full duty capacity must submit their completed Return to Work Certification within one (1) business day from the date their health care provider completes the certification, or immediately upon their return to work; whichever occurs first. Failure to submit a completed Return to Work Certification in a timely manner may result in a denial of additional leave and/or delay in the employee’s return to work.