FMLA + State PFML: 3 Hidden Risks Impacting HR Teams

  • 1 minute read

When FMLA and state PFML overlap, small mistakes snowball fast. Three pitfalls we’re seeing:

  • Forcing PTO “top-ups.” If an employee is receiving state PFML benefits while on FMLA, you cannot unilaterally require use of accrued PTO to reach 100% pay. Substitution doesn’t apply because FMLA isn’t “unpaid” in this scenario.
  • Assuming automatic concurrency. PFML and FMLA often can run together, but you still need to verify reason/eligibility and follow your designation steps.
  • Muddled recordkeeping. Mixing PFML wage replacement with employer PTO without documenting mutual agreement (where required) invites disputes.

How ConnectBridge helps: Keep PFML/FMLA eligibility and designations in one defensible case file—so HR, Legal, and payroll stay aligned.

More Resources

  • Article

When Telework Becomes an Accommodation

ConnectBridge is seeing increased attention around how telework fits into the reasonable accommodation process. Recent guidance from the EEOC and OPM reinforces that, in the federal sector, telework may be considered a reasonable accommodation for employees with disabilities. The FAQs

Read More
  • Article

Ohio Could Be Next to Enact a Statewide PFML Program: What You Need to Know

Ohio could be next to enact a statewide PFML program, and the numbers behind the push are hard to ignore. A bipartisan bill introduced in the Ohio Senate would create a state-run paid leave insurance program offering up to 14

Read More

ConnectBridge Technology Demo Request

Complimentary consultations are available for organizations with 1,000+ employees. If your organization does not meet this criteria, please contact us at info@connectbridge.com for additional information.

"*" indicates required fields