Most employers are required to provide Paid Family and Medical Leave to their employees who work in the state of Colorado. The CO PFML program is designed to provide employees with the financial support they need during critical life events, such as the birth or adoption of a child, serious illness, or caring for a family member with a serious health condition.

Coverage options: Employers can meet their PFML obligation through a state-run program or by offering a private plan.

Sun Life Solutions: Sun Life offers solutions to meet your PFML needs, including the choice of a fully insured plan or a self-insured plan option.

Employers who choose private plan administration through Sun Life receive:

  • A coordinated experience between PFML, Short-Term Disability and Absence Management Solutions, if applicable. This leads to a better experience for employees, with one claim submission and a single case manager handling the claim for these benefits
  • Robust reporting
  • Excellent claims management and access to return to work services
  • Compliance guidance on PFML and other leave updates

Effective January 1, 2025, the maximum weekly benefit increases from $1,100 to $1,324.21. This is based on the state average weekly wage (SAWW) that increased to $1,471.34.

Effective January 1, 2025, the Social Security wage cap will be increasing from $168,600 to $176,100.

Frequently asked questions

Yes. Sun Life offers both fully insured and self-insured private plan administration for employers.

Yes. While the CO PFML law creates certain paid benefits for leave because of an employee’s own serious health condition or for covered caregiving reasons, the CO PFML law is not intended to replace benefits provided by employers through Short-Term Disability (STD) plans and programs. It is important to know that cancelling STD benefits could leave your employees with limited income protection under the following circumstances:

  1. Benefit amount for higher-income employees. The CO PFML max weekly benefit may be insufficient for high-income earners who require greater income replacement. 
  2. Consequences of combined 12 weeks of family and medical leave. If an employee takes 12 weeks of family leave in a 12-month period, in most circumstances, the employee may be left without income replacement for their own serious health condition in the same timeframe. 
  3. Impact of intermittent leave. CO PFML can be taken intermittently so an employee may substantially reduce and/or exhaust their benefits and be left without income replacement protection if they become continuously disabled thereafter. 
  4. Short-Term Disability may offer additional features and benefits. STD policies may include employee-facing features that improve their experience: survivor benefits, and most importantly, return-to-work and vocational rehabilitation programs. Employees can still access these features even if they are approved for both CO PFML and Short-Term Disability.

Employers can apply for a Private Plan via the state's online portal,  My Family+ Employer. An employer may apply for approval of a self-administered or fully insured private plan.

An employer seeking approval of a fully insured plan will be required to submit an application to the FAMLI Division accompanied by an issued policy (or confirmation of insurance form), and an application fee. Applications for a self-insured plan must be accompanied by proof of a Surety Bond, a Summary Plan Description and the application fee.

Employers planning to offer a Private Plan (including self-insurance models) are not exempt from paying FAMLI premiums until the FAMLI Division has reviewed and approved the private plan documentation. Employers are responsible for continuing to remit their premium payments and submit wage reports until the effective date of their approved Private Plan application.

Employers offering Private Plans must continue to meet reporting, notice, records, job protection and benefits continuation requirements.

Private Plans must remain in effect for a minimum of one year. The private plan approval will expire after 8 years from the date that the private plan went into effect. However, the Division will require an annual attestation that the employer’s contact information is accurate, and the approved private plan remains in force.  Self-insured programs will also have an annual review of the employer’s surety bond. Starting in 2025, employers with an approved private plan must pay an annual maintenance fee, as calculated and requested by the Division. 

Program highlights

Sun Life is committed to assisting you in complying with the requirements of the PFML law and with providing valuable employee benefits to your employees. We also offer leave and accommodation services. Please reach out to us and we will evaluate your benefit plans and compliance needs from a holistic perspective and provide guidance and services to meet your and your employees’ needs.

Questions?

Contact your Sun Life Employee Benefits Representative or your benefits broker to learn more.

Questions?

Please call your Sun Life Client Relationship Executive.

If you have fewer than 100 employees, please call Client Services at 1-800-247-6875.

The information on this page is based on our knowledge of the current PFML law and regulations. Content subject to change. This page is not intended to be and should not be construed as legal advice. Employers are encouraged to consult employment law counsel for legal advice. 

Sun Life’s fully insured CO PFML policies are issued by Sun Life Assurance Company of Canada (Wellesley Hills, MA) under Policy Form Series 23-FAMLI-GP-01-CO Rev 1/24. Sun Life’s self-insured or administrative-services-only CO PFML services are administered by Sun Life Assurance Company of Canada (Wellesley Hills, MA). This service is not insurance.

© 2024 Sun Life Assurance Company of Canada, Wellesley Hills, MA 02481. All rights reserved. The Sun Life name and logo are registered trademarks of Sun Life Assurance Company of Canada. Visit us at www.sunlife.com/us.

PFMLWC-2192 #1489618079 09/24 (exp. 09/26)