Virginia Paid Family Leave

happy parents and child playing in tent

VA PFML

On April 22, 2026, Virginia’s Governor signed a bill establishing a state-run paid family and medical leave insurance program with a private plan option. Contributions to the program will begin April 1, 2028, with benefits payable on Dec. 1, 2028.
happy parents and child playing in tent
The Commonwealth of Virginia is currently developing its PFML program, including specifics on how it will be implemented. The Hartford will provide timely updates to employers on this page as details emerge. 
 

Key Dates:

  • By Oct. 1, 2027: Virginia Employment Commission (VEC) sets 2028 contribution rate for the VA PFML state plan.
  • By April 1, 2028: Deadline for VEC to adopt initial VA PFML program rules.
  • April 1, 2028: Payroll contributions to the new VA PFML state plan begin.
  • Dec. 1, 2028: Eligible employees can begin applying for and receiving VA PFML benefits.

Tools and Resources

We will update this section as the Commonwealth of Virginia develops additional resources to help employers.
 

Frequently Asked Questions

The new law renames the optional paid family leave insurance product established in 2022 as "private family leave insurance” and incorporates it into the new broader VA PFML statutory mandate. Private family leave insurance can be offered in several ways:
 
  • As an amendment or a rider to a group disability income policy
  • Written into a group disability income policy
  • Written as a standalone group insurance policy
A private family leave insurance policy may be used as part of an employer’s approved VA PFML private plan. However, under Virginia law, a private family leave insurance policy by itself does not satisfy the employer’s VA PFML obligations unless, in combination with a temporary disability insurance policy, the overall arrangement meets the requirements for approval of a private plan under the law.
Family leave reasons include: 
 
  • Bonding with a new child (birth, adoption or fostering) 
  • Caring for a family member with a serious health condition 
  • A qualifying military exigency 
  • Seeking safety services as the result of domestic violence for a family member 
Medical leave reasons include: 
 
  • An employee’s own serious health condition, including pregnancy 
  • The employee seeking safety services for themself as the result of domestic violence 
  • Eligible employees may take up to 12 weeks of paid family and medical leave in a benefit year, of which up to four weeks can be taken for Safety Services Leave. 
Weekly benefit calculation: 
 
  • 80% of the covered individual’s Average Weekly Wage during the Base Period*, or 
  • 80% of the covered individual's Average Weekly Wage during the quarters in which the covered individual worked, if less than five quarters. 
  • For self-employed individuals as provided by VA PFML law. 
  • Subject to a Maximum Weekly Benefit, which is 100% of the State Average Weekly Wage. Updates are effective on Jan. 1 of each year. 
*Base Period is the first four of the last five completed calendar quarters, subject to certain requirements as provided by VA PFML law.  
The VA PFML state plan is generally funded equally by employer and employee contributions, at a rate to be determined by the state, up to the Social Security wage limit. Contributions to the VA PFML state plan begin on April 1, 2028. There are some exceptions to this based on employer size and employer funding of employees’ share.
VA PFML generally applies to all employers (except the federal government and the Commonwealth of Virginia) with one or more Virginia employees, regardless of where that employer is headquartered.
To be eligible for VA PFML, the law requires that VA employees be authorized to work in the United States and meet minimum financial eligibility thresholds. Additional eligibility requirements may be established by the VEC through program rules.
Yes, an employer-offered private plan that provides Family and Medical Leave benefits must be approved by the state and must confer rights, protections and benefits that are equal to or greater than those provided to employees under the state program. Both self-insured and fully insured private plans are permitted.
Yes. The Hartford will offer fully insured coverage as well as administrative services on self-insured private plans for new customers with policies effective Dec. 1, 2028, or later
Please reach out to your employee benefits representative at The Hartford for additional information.
 
 
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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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