Preparing for What’s Next for Private PFML Plans
Paid Family and Medical Leave (PFML) continues to evolve at a rapid pace. For brokers and employers, each new state brings new timelines, contribution structures and administrative considerations. The landscape can feel complex — but with the right preparation and partnership, it doesn’t have to be overwhelming.
Lessons from Minnesota and Delaware
Launching private PFML plans in both Minnesota and Delaware required months of coordinated effort across product, underwriting, compliance, service, implementation and claims. January is already one of the busiest times of year in the group insurance space. Layering in two new state programs added complexity — but also opportunity.
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Early engagement with brokers and employers
Conversations started well before state deadlines. That gave employers time to understand opt-out requirements, payroll impacts and declaration processes, reducing last-minute uncertainty.
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Cross-functional alignment internally
PFML isn't a single-team initiative. From actuarial modeling to contract language to service readiness, every team played a role in ensuring employers were positioned for a smooth transition.
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Proactive implementation and service support
Rather than reacting to questions, our teams focused on anticipating them. Outreach ahead of key deadlines helped employers feel prepared before Jan. 1 arrived.
The takeaway for brokers
Preparation and partnership are the foundation of a successful private plan strategy.
What early claims data tells us
With both states now active, claims activity is beginning to paint a clearer picture
Minnesota’s state program has already reported substantial early claim volume, reflecting strong employee awareness and engagement. Within our private plans in both Minnesota and Delaware, trends are closely aligned with what the states are reporting.
Here's what we're seeing so far
Bonding and pregnancy-related leaves represent a significant portion of early claims. This is common in the first year of a new state program, as employees who had a child in the prior year become newly eligible for bonding leave.
Medical leave for an employee’s own serious health condition also accounts for a large share of claims.
Family care leave represents a smaller, but steady portion.
Other leave types, such as military exigency or safety leave, remain minimal in comparison.
Why this matters for employers
Over time, bonding leave percentages typically normalize. For employers, understanding these early patterns can support workforce planning conversations and help set realistic use expectations during a state’s first year.
Experience builds confidence
While implementation and compliance are critical, the true test comes when claims are filed.
Early employer feedback reinforces the value of strong communication and responsive support. Employers new to PFML — and in some cases new to leave management entirely — have shared appreciation for:
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Clear, step-by-step guidance
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Timely claim processing
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Specialists who answer questions thoroughly and proactively
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Confidence that employees are supported during important life events
This is where private plans can truly differentiate. When employees can take time to bond with a child, recover from a health condition or care for a loved one — without added financial stress — the benefit becomes more than a regulatory requirement. It becomes a meaningful part of the employer’s total rewards strategy.
And when employers feel assured they made the right decision selecting a private plan partner, that’s when preparation and service come full circle.
Looking ahead: Maine, Maryland and beyond
Momentum continues
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Maine
Launches May 1, and implementation efforts are already well underway.
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Maryland
Benefits are scheduled to begin Jan. 1, 2028, with employee and employer contributions starting in 2027. A declaration-of-intent process is expected ahead of private plan application openings.
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Additional states
Even as we prepare for these milestones, we’re actively monitoring additional state legislation. Many states are currently in session, and the PFML map is far from finalized.
For brokers, now is the time to:
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Stay informed on emerging legislation
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Begin early planning discussions when new states are announced
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Evaluate private plan readiness well before application windows open
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Partner with a carrier experienced in multistate implementation
Our point of view
PFML is here to stay and it will continue to expand. Each new state introduces its own nuances, but the fundamentals remain the same: preparation, communication and partnership drive success.
At Mutual of Omaha, we believe in simplifying complexity wherever possible. By combining regulatory expertise, collaborative engagement and service-focused execution, we help brokers and employers navigate what’s next with confidence.
As the PFML landscape continues to evolve, we remain committed to being a steady, experienced partner — ready for the next state, and the one after that.