Colorado Family and Medical Leave Insurance

CO PFML Family

CO FAMLI

On November 3, 2020, Colorado voters approved a measure to create a Paid Family and Medical Leave program. Contributions to the program began January 1, 2023, with benefits payable in 2024.
CO PFML Family
Employers may offer benefits through a private plan instead of the state program. However, the private plan must be approved by the state.

Key Dates

  • Jan. 1, 2024: Benefits began.
  • Effective July 1, 2025 Benefit Amounts: The current SAWW is $1,534.94, which will mean a maximum weekly benefit of $1,381.45.

Tools and Resources

The Hartford has prepared guides to help employers with employees in CO:
 
 
 
 
 
 
Colorado provides resources to help employers:
 
 
The Hartford is providing this information as a resource and does not control the content of third-party websites.

Frequently Asked Questions

  • Caring for a new child (through birth, adoption or foster placement) during the first year after birth, adoption or foster placement.
  • Caring for a family member with a serious health condition.
  • Tending to the employee’s own serious health condition.
  • For any qualifying exigency leave (e.g., for certain needs related to a family member's military service).
  • Taking Safe Leave for an employee (or family member) experiencing specified issues related to domestic violence, sexual assault or abuse, or stalking.
  • NEW Jan. 1, 2026: Care for a newborn in a Neonatal Intensive Care Unit or higher level of care.
  • Up to 12 weeks for Family, Medical, Safe Leave or Qualifying Exigency, with total paid for any combination capped at 12 weeks. There is an additional four weeks of leave available to employees with a serious health condition related to pregnancy or childbirth complications, totaling up to 16 weeks of FAMLI per year.
    • NEW Jan. 1, 2026: up to 12 more weeks for Neonatal Care Leave
  • The weekly benefit is 90% of the employee's average weekly wages if the employee's average weekly wage is equal to or less than 50% of the state average weekly wage (SAWW). Then, for any portion of an employee’s average weekly wage that is greater than 50% of the SAWW, you would calculate 50% of the employee’s remaining average weekly wage and add it to the calculation above.
  • Starting July 1, 2025, the maximum benefit for new claims will be $1,381.45 per week.
  • The state program generally will be funded with a 50/50 split of private employer and employee contributions.
  • Effective  Jan. 1, 2026, the premium rate is capped at 0.88% of wages.
  • Employers with nine or fewer employees will not be required to pay the employer portion of the premium but must withhold and forward their employees’ premium portions to the program.
Colorado PFML benefits will be available to an employee who has earned at least $2,500 in wages in a specified base period, and otherwise satisfies the administrative requirements in the PFML law.
  • All private-sector employers (with at least one Colorado employee) and their employees as well as state of Colorado government employers and their employees are covered by the program.
  • Self-employed individuals may opt-in to participate in the program.
  • State employers and employees are covered by the program.
  • Local government employers in Colorado may decline to participate, but their individual employees may opt-in.
  • Federal employers and employees are excluded.
Yes, an employer-offered private plan that provides both Family and Medical Leave benefits must be approved by the state. Both self-insured and insured private plans are permitted.
 
The private plan:
 
  • Must have the same or more generous benefits than the state program.
  • Cannot cost employees more than the contribution rate established by the state.
  • Cannot be more restrictive than the state plan
Employers and employees covered by an equivalent private plan do not have to contribute to the state program. An employer may deduct the employee portion of the state rate from employee wages to finance the plan, though the employer may pay for all or part of the employees’ contributions.
The Hartford is offering fully insured coverage as well as administrative services on self-insured private plans.
Please reach out to your employee benefits representative at The Hartford for additional information.
 
2772881a CO 02/26
 
1 Premiums shall not be required for employees' wages above the contribution and benefit base limit established annually by the federal social security administration for purposes of the Federal Old-Age, Survivors, and Disability Insurance program limits pursuant to 42 U.S.C. section 430.
This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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