Poster Requirement for the Massachusetts Paid Family Leave Law for Employees AND Independent Contractors – Deadline May 31, 2019

April 29, 2019

The legislature enacted Massachusetts Family Medical Leave Law in 2018, and it will provide employees up to 12 weeks to care for their family members’ and the placement of a child and up to 20 weeks for the employee’s serious health condition of paid leave by January 1, 2021.

The law requires that employers notify current employees and certain independent contractors on or before May 31, 2019, must post: (1) a notice about this leave law on each of their locations where employees will see the notice; and (2) by issuing a written notice. The Department has issued a notice that employers may use to fulfill the written notice requirement and posters. It may be obtained in English and other languages at this website -

Additionally, the Department issued a guide for employers on this new law that provides information about deductions and reporting obligations. A copy of a timeline of responsibilities and the guide are available from the Department at this link The reporting obligations will begin in October 2019 and will include identification of employees through the MassTax Connect. Any one who has not registered their business with MassTax Connect may go here -

I previously reported on the details of the Act and you can review that blog post here -

The Act also requires that all employers provide written notification to new hires within 30 days of the date of hire. A copy of the written notice must go to all of their workforce – both employees and certain contractors.

This law applies to ALL Massachusetts employers. Therefore, Massachusetts employers must review their leave policies and practices with an employment attorney prior to the implementation of this law to understand how this law will impact employer decisions and handling of employee leave.

This publication, which may be considered advertising under the ethical rules of certain jurisdictions, should not be construed as legal advice or a legal opinion on any specific facts or circumstances by Pomeroy Law P.C. and its attorneys. This newsletter is intended for general information purposes only and you should consult an attorney concerning any specific legal questions you may have.