We are seeing employers look at their benefit programs from a holistic perspective by evaluating how employer-sponsored programs — short-term disability, long-term disability, paid parental, etc. — interact with required statutory benefits. Employers need to know what states their employees work in and understand eligibility requirements, benefit amounts, and what premiums are paid by the employee versus what are paid by the employer to determine if policies are in conflict.  Questions to consider include:

• Are there certain employee classes or jobs traditionally not entitled to employer-sponsored benefits that are now entitled to PFML?
• How do employers contribute to each benefit opportunity by state for both company-sponsored programs and required statutory programs?
• Is there a difference in the benefit amount payable between the two programs?

Most often statutory programs are funded through employee deductions while employer-sponsored leaves are typically funded by the employer, which creates disparity in premium payments for benefits received. Employers could expand company-sponsored benefits to include employees not historically covered or increase premiums paid by the employer for those covered under statutory programs. Ultimately, the bottom line is to approach all programs in totality making them as equal as possible across all population types, regardless of statutory requirements.