{"id":96,"date":"2025-09-05T15:25:03","date_gmt":"2025-09-05T22:25:03","guid":{"rendered":"https:\/\/hr.uw.edu\/time-absence\/?page_id=96"},"modified":"2026-06-27T10:20:34","modified_gmt":"2026-06-27T17:20:34","slug":"eligibility-and-benefits","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/","title":{"rendered":"PFML eligibility and benefits"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_86 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #000000;color:#000000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #000000;color:#000000\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Overview\" >Overview<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Notice-for-requesting-leave\" >Notice for requesting leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Process-for-requesting-leave\" >Process for requesting leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Job-protection\" >Job protection<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Maintaining-health-care-coverage\" >Maintaining health care coverage<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#University-notice-requirements\" >University notice requirements<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Exceptions-to-job-protection\" >Exceptions to job protection<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Program-Funding\" >Program Funding<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#Additional-information\" >Additional information<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/hr.uw.edu\/time-absence\/fmla-and-pfml\/paid-family-and-medical-leave\/eligibility-and-benefits\/#UW-contacts\" >UW contacts<\/a><\/li><\/ul><\/nav><\/div>\n<p><strong>This page applies to all staff, faculty, academic personnel, and student employees whose work is performed in Washington state.<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Overview\"><\/span>Overview<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Washington&#8217;s <a href=\"https:\/\/paidleave.wa.gov\/\">Paid Family and Medical Leave program (PFML)<\/a> is a mandatory statewide insurance program that provides paid family and medical leave to eligible employees. The program is administered by the Employment Security Department (ESD). Washington\u2019s PFML program does not replace the federal Family and Medical Leave Act (FMLA). In most cases, PFML and FMLA will run concurrently.<\/p>\n<p>The PFML\u202fprogram offers income support when life\u2019s biggest moments take you away from work. Whether you need time to recover from your own serious health condition, care for a loved one, welcome a new child into your family, or handle qualifying military-related events, PFML provides partial wage replacement while you focus on what matters most.<\/p>\n<p>PFML benefits are not dependent upon being scheduled to work. Employees on 9-month appointments who meet PFML eligibility requirements may apply for PFML during summer hiatus.<\/p>\n<p>The\u202f<a href=\"https:\/\/paidleave.wa.gov\/individuals-and-families\/\">Individuals &amp; Families<\/a>\u202fsection of the <a href=\"https:\/\/paidleave.wa.gov\/\">PaidLeave.wa.gov<\/a> site is your hub for everything you need to apply and manage your absence:<\/p>\n<ul>\n<li><strong>Check eligibility<\/strong>\u202fand see if PFML is right for you with a quick online quiz.<\/li>\n<li><strong>Learn when to notify your employer<\/strong> and what documents you\u2019ll need to apply.<\/li>\n<li><strong>Submit your application<\/strong>\u202fonline within 30 days of your qualifying event.<\/li>\n<li><strong>Get step-by-step guidance<\/strong>\u202fon checking your application status, making changes, and filing weekly claims once your leave is approved.<\/li>\n<\/ul>\n<p>You\u2019ll also find tools to\u202f<strong>estimate your weekly benefit amount<\/strong>\u202fand access\u202f<strong>technical support and tutorials<\/strong>\u202fto help you every step of the way.<\/p>\n<p>The health care provider will determine whether the illness or injury meets the definition of a &#8220;serious health condition.&#8221;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Notice-for-requesting-leave\"><\/span>Notice for requesting leave<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>You must provide at least 30-day notice to the UW before the leave begins for a foreseeable event such as the birth or placement of a child or a planned surgery. If the need for leave is unforeseeable, like an accident or sudden illness, you must provide notice as soon as practical. You must inform the UW as soon as practical if dates of the leave change, are extended, or were initially unknown.<\/p>\n<p>For intermittent leaves, the notice must also include the anticipated frequency of the leave.<\/p>\n<p><strong>Filling a PFML claim is a separate process from applying for leave of absence from the UW. <\/strong>When you file a PFML claim, you must also request a leave of absence with the UW or already be on an approved leave. You should begin a leave of absence by following the appropriate UW process, including completing medical or other supporting documentation (e.g., the FMLA Health Care Provider Statement). ESD and UW cannot share medical documentation, but ESD may accept a copy of the medical documentation already provided to UW as part of the PFML claim.<\/p>\n<p>Medical and family care Leaves of Absence (LOA) include:<\/p>\n<p><a href=\"https:\/\/hr.uw.edu\/time-absence\/time-absence\/fmla-and-pfml\/family-and-medical-leave-act-fmla\/fmla-overview\/\">Family and Medical Leave (FMLA)<\/a>: provides job and health benefit protected leave for eligible employees who take leave for:<\/p>\n<ul>\n<li>A serious health condition, either their own or a family member\u2019s<\/li>\n<li>Prenatal medical care or incapacity due to pregnancy and\/or delivery<\/li>\n<li>Time to bond with a new baby or newly placed adopted or foster child<\/li>\n<li>Qualifying activities (exigencies) related to a family member\u2019s military active duty<\/li>\n<li>A serious injury or illness of a family member who is a current member of the armed forces or a veteran<\/li>\n<\/ul>\n<p><a href=\"https:\/\/hr.uw.edu\/time-absence\/time-absence\/staff-leaves\/parental-leave\/\">Parental leave<\/a>: The University provides parental leave for all regular professional staff, contract covered staff, classified staff and librarians \u2014regardless of whether they are eligible for FMLA.<\/p>\n<p><a href=\"https:\/\/hr.uw.edu\/time-absence\/policies\/disability-leave\/\">Disability leave<\/a>: Disability leave may be granted to staff who are unable to perform the essential functions of their position because of their own medical condition. For FMLA eligible employees, FMLA runs concurrently with disability leave.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Process-for-requesting-leave\"><\/span>Process for requesting leave<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>For campus staff and academic personnel:<\/strong> All medical and family care Leaves of Absence (LOA) in Workday begin with choosing between:<\/p>\n<ul>\n<li>LOA &#8211; General Leave Request &#8211; Sick\/Injured\/Family Member Care, or<\/li>\n<li>LOA\u2013 General Request-Becoming a Parent.<\/li>\n<\/ul>\n<p>If the LOA is FMLA qualifying, it will be approved as FMLA, if not, another LOA type may be applicable.<\/p>\n<p><strong>For Medical Centers:<\/strong> Contact your HR leave and accommodation specialist to request a leave of absence by emailing <a href=\"mailto:MedCtrFMLA@uw.edu\">MedCtrFMLA@uw.edu<\/a><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Job-protection\"><\/span>Job protection<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>To qualify for job protection, an employee must have been employed by UW or the State of Washington for at least 180 calendar days before taking leave. Employees have a right to job protection when they are on a FMLA and\/or PFML qualifying leave, and until their combined leave entitlement is exhausted. \u201cJob protection\u201d means that you will be restored to:<\/p>\n<ul>\n<li>the position of employment held by the employee when the leave commenced; or<\/li>\n<li>an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.<\/li>\n<\/ul>\n<p>As a condition of job protection, UW may require you to provide certification from your health care provider that you are able to resume work.<\/p>\n<p>UW may require an employee who is on leave to periodically report on their status and intention to return to work.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Maintaining-health-care-coverage\"><\/span>Maintaining health care coverage<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>UW will continue to pay the employer portion of health care benefits premiums during any period of PFML leave in which you are also entitled to job protection. If you give the University unequivocal notice of intent not to return to work, the University\u2019s obligations to maintain health benefits will end.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"University-notice-requirements\"><\/span>University notice requirements<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The University will provide at least five (5) days of advance written notice to an employee on leave of the estimated expiration date of the right to employment restoration and the anticipated date of the employee\u2019s first scheduled workday. This notice will be provided for any continuous period of leave exceeding two typical work weeks or any combined intermittent periods of leave exceeding 14 typical workdays. The notice will tell you:<\/p>\n<ul>\n<li>When your job protection will end, and<\/li>\n<li>When you are due to return to work.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Exceptions-to-job-protection\"><\/span>Exceptions to job protection<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3>You do not return to work<\/h3>\n<p>You must return to work by:<\/p>\n<ul>\n<li>The first scheduled workday after their leave ends, or<\/li>\n<li>After 16 weeks of leave in a year (18 weeks if related to pregnancy complications)<\/li>\n<\/ul>\n<p>If you do not return on time and there is no written agreement to extend the leave, the University is not required to restore the employee\u2019s job.<\/p>\n<h3>Your position would not have existed<\/h3>\n<p>If your position would not have existed, even if your leave had not been taken, then there is no requirement to restore the position when the leave ends. Reasons may include:<\/p>\n<ul>\n<li>Layoffs<\/li>\n<li>Temporary or project-based role ends (e.g., PSTP or nonpermanent position has ended and work is no longer needed)<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Program-Funding\"><\/span>Program Funding<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Funding for the program comes from premiums paid by both the employee and the UW. By law, ESD recalculates the premium rate annually, meaning incremental increases are expected each calendar year. Starting January 1, 2026, the premium rate will increase to 1.13 % of employee total gross wages up to the Social Security cap. The Social Security cap for the 2026 calendar year will increase to $184,500.<\/p>\n<p>Employers will pay\u00a0<strong>28.57%<\/strong>\u00a0of the total premium and employees will pay\u00a0<strong>71.43%<\/strong>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Additional-information\"><\/span>Additional information<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Visit the Employment Security Department\u2019s <a href=\"https:\/\/paidleave.wa.gov\/\">Paid Family &amp; Medical Leave<\/a> website.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"UW-contacts\"><\/span>UW contacts<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Questions about leave of absence may be directed to the following offices:<\/p>\n<p style=\"padding-left: 40px\"><strong>Campus HR Operations &amp; Services &#8211; Leave and Accommodations<\/strong><br \/>\nBox 354963<br \/>\n4320 Brooklyn Ave NE<br \/>\nSeattle, WA 98195-4963<br \/>\n206-543-2354<br \/>\n206-685-0636 (Fax)<br \/>\n<a href=\"mailto:hrleaves@uw.edu\">hrleaves@uw.edu<\/a><\/p>\n<p style=\"padding-left: 40px\">Find your <a href=\"https:\/\/hr.uw.edu\/time-absence\/contact-us\/leave-specialists\/\">leave and accommodation specialist.<\/a><\/p>\n<p style=\"padding-left: 40px\"><strong>UW Medicine Human Resources Operations, UW Medical Center Montlake, Northwest &amp; Harborview<\/strong><br \/>\nBox 356054<br \/>\n1959 NE Pacific Street<br \/>\nSeattle, WA 98195<br \/>\n206-598-4610 (Fax)<br \/>\n<a href=\"mailto:MedCtrFMLA@uw.edu\">MedCtrFMLA@uw.edu<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Paid Family and Medical Leave Act eligibility, benefits, requesting leave, and more information.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":237,"menu_order":10,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","slim_seo":{"title":"PFML eligibility and benefits - Time and Absence","description":"Paid Family and Medical Leave Act eligibility, benefits, requesting leave, and more information."},"footnotes":""},"categories":[],"class_list":["post-96","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/pages\/96","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/comments?post=96"}],"version-history":[{"count":0,"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/pages\/96\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/pages\/237"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/media?parent=96"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/time-absence\/wp-json\/wp\/v2\/categories?post=96"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}