Yes, Sun Life offers a self-insured voluntary plan option for employers.
Most employers are required to provide Paid Family & Medical Leave to their employees who work in the state of Washington. The WA 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 voluntary plan.
Sun Life Solutions: Sun Life offers solutions to meet your PFML needs, including a self-insured plan option.
Employers who choose voluntary 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
Recent updates
Effective January 1, 2025, the maximum weekly benefit will increase to $1,542. This is based on the state average weekly wage (SAWW) that increased to $1,714. The minimum weekly paid leave benefit will remain at its current amount, which is $100.
Effective January 1, 2025, the Social Security wage cap will be increasing from $168,600 to $176,100.
Materials
Frequently asked questions
Yes. While the WA PFML law creates certain paid benefits for leave because of an employee’s own serious health condition or for covered caregiving reasons, the WA 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 unprotected if they become disabled for these reasons:
Benefit amount for higher-income employees. The WA PFML max weekly benefit may be insufficient for high-income earners who require greater income replacement.
Consequences of combined 16 weeks of family and medical leave. If an employee takes 16 weeks of family leave in a 12-month period, the employee may be left without income replacement for their own serious health condition in the same timeframe.
Impact of intermittent leave. WA PFML can be taken intermittently so an employee may substantially reduce and/or exhaust their benefits be left without income replacement protection if they become seriously and continuously disabled thereafter.
Short-term disability may offer additional features and benefits. STD policies may include employee-facing features that improve their experience: first-day hospitalization, 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 WA PFML and Short-Term Disability.
Employers can apply for a voluntary plan via the state's website: https://resources.paidleave.wa.gov/voluntary-plan-application. An employer may apply for approval of a self-insured plan.
An employer seeking approval for a self- insured plan will be required to submit an application, accompanied by a Summary Plan Description and the application fee.
Employers offering Voluntary Plans must continue to meet reporting, notice, records, job protection and benefits continuation requirements.
Employers will be required to reapply and pay the required fee annually for the first three years. After three years, reapproval and the required fee is required if changes are made to the voluntary plan.
Program highlights
Plan Name |
Paid Family and Medical Leave (PFML) |
|---|---|
Year benefits began |
2020 |
Coverage options |
Voluntary Plan, State Plan |
Types of private plans allowed |
Self-Insured (Self-Insured plans are offered by Sun Life) |
Employers covered |
Public and private employers employing one or more individual in the state are subject to this law. Federal employers, federally recognized tribes and self-employed persons are exempt from the program, but federally recognized tribes and self-employed persons can elect into the program |
Eligibility requirements |
A covered employee is eligible after working 820 hours in WA for any employer during the qualifying period. The “qualifying period” is the first four of the last five calendar quarters or, if eligibility is not established, the last four completed calendar quarters immediately preceding the application for leave. |
Elimination period |
7 consecutive calendar days per benefit year (waived for childbirth, bonding, and exigency claims) |
Benefit duration |
|
Benefit amount |
The benefits are paid at 90% of the employee’s average weekly wages, up to 50% of the state’s average weekly wage (SAWW). Any portion of the employee’s wages that exceed 50% of the SAWW will be paid at 50%. |
State Average Weekly Wage (SAWW) |
|
Maximum weekly benefit |
|
Minimum weekly benefit |
$100 or the employee’s average weekly wage if it is less than $100 |
Total premium rate |
|
Maximum Employee contributions |
|
Maximum Employer contributions |
Employers with 50 or more employees must contribute.
|
Post-employment period of coverage |
None |
State resources |
Employment Security Department – Paid Family and Medical Leave |
Questions?
Contact your Sun Life Employee Benefits Representative or your benefits broker to learn more.
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 self-insured or administrative-services-only WA PFML service is administered by Sun Life Assurance Company of Canada (Wellesley Hills, MA). This service is not insurance.
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PFMLWC-2193 9/24 (exp. 09/26)