New Hampshire Paid Family
and Medical Leave (NH PFML)
New Hampshire Paid Family and Medical Leave (NH PFML) is a voluntary plan that provides wage replacement benefits if a worker is sick or hurt and cannot work. NH PFML applies to family-related matters such as bonding with a new child or caring for a family member who has a serious health condition. Workers can also use NH PFML to address a qualifying military exigency.
NH PFML insurance may be purchased from MetLife, the state’s insurance partner for NH PFML.
Benefit Overview
Voluntary Coverage & Worker Eligibility
HintLeave Reason, Duration, Job Protection
HintCost of Coverage and Contributions
HintBenefit Payments
HintNH PFML does not mandate that employers offer coverage. NH PFML is a voluntary program offering eligible employers and workers the ability to purchase coverage.
All employers who have a physical location in New Hampshire may provide coverage. A worker is eligible for coverage if their employer has a physical location in New Hampshire, even if the worker works from home.
If an employer offers NH PFML and a worker declines enrollment, the worker will not be able to purchase individual coverage or receive NH PFML benefits.
If an employer chooses not to offer NH PFML or an equivalent plan, a worker may be able to purchase NH PFML coverage as an individual. Individual plans cover the same absence reasons as employer-sponsored plans.
Workers are not eligible for coverage if:
- They work from home 100% of the time for an employer that does not have a location in NH
- They work for an employer outside of NH
- They work as a gig worker or contractor and are not considered a “worker” of a NH employer
- They are not employed.
If a worker has more than one job, they may enroll in NH PFML for each of their employers, or through the individual plan if their employers to not offer an employer group plan.
Eligible workers can receive part of their pay, but no job protection, if they need to take time off for certain reasons.
While job protection is not provided by NH PFML, job protection may be provided through other state or federal laws such as the federal Family and Medical Leave Act (FMLA).
Medical Leave can be taken to:
- address a personal serious health condition or injury, including pregnancy
Family Leave can be taken to:
- bond with a new child
- care for a family member with a serious health condition
- assist while loved ones are on overseas military deployment
Employer-sponsored NH PFML plans provide up to 6 or 12 weeks of paid leave, depending on the employer’s plan and a one-time 7-day waiting period each benefit year.
Individual NH PFML coverage provides up to 6 weeks of paid leave and a one-time 7-month waiting period before benefits are available.
NH PFML may be taken intermittently with a minimum of 4 hours worked or on a reduced leave schedule with a minimum of 4 hours of missed work for each day of leave, depending on the qualifying event. A worker may need proof of need for intermittent leave or reduced leave schedule.
Employer Group Plans
- NH PFML insurance may be purchased from MetLife, the state’s insurance partner for NH PFML.
- Employer-sponsored plans are individually underwritten. Premiums are based on a few factors. Employers may choose to fund 100% of the premium cost on their workers’ behalf, share the cost with their workers, or pass all the cost on to their workers.
- Employers may be eligible to receive a Business Enterprise Tax (BET) credit1 equal to 50% of the premium they pay on behalf of their workers for six weeks of coverage each year, if purchased through MetLife.
- Contributions, or premiums, are a percentage of a worker’s wages and varies depending on an employer’s plan.
- Workers can opt out of an employer-sponsored plan if they are required to participate in the cost of the program.
Individual Plans
- Premiums for the individual pool is capped at $5 per week ($260/year). Eligible workers can find more information about enrolling in an individual plan if their employer does not offer an employer group plan, by visiting the state’s website here.
Please visit the state program’s website for the latest state rates and additional state plan information.
The benefit amount a worker may receive is based on their average weekly pay from their current employer. A worker's average weekly pay is calculated by looking at the last four completed calendar quarters before their leave.
The maximum worker benefit is based on the Social Security wage cap. In 2025, this amount is $176,100. The state average weekly wage is $3,386.54.
In 2025, the most a worker can receive in a week is $2,031.92. Here’s how it works:
- If a worker makes less than the Social Security wage cap, they will receive 60% of their average weekly pay.
- If a worker makes more than the Social Security wage cap, they will receive 60% of the Social Security wage cap.
Key Dates
- 60-day Open Enrollment for Individuals (closes January 29, 2025)
Applying for a MetLife Private Plan & Employer Requirements
To obtain a quote from MetLife, you or your broker must create a census of your eligible New Hampshire workforce and send it to MetLife. Here is additional information on purchasing NH PFML coverage.
You should consider sharing the benefits poster or notifying your workers of the NH PFML benefits that may be available to them.
Enrollment in an Employer Group Plan
- If you sponsor an employer group plan, and you are paying for the coverage in full, your workers will be enrolled automatically in your program.
- If you are passing on any of the cost of the premium associated with the group plan to your workers or if workers are fully paying for the coverage, you will need to hold an open enrollment process and provide your covered workers with the option to accept or decline the coverage.
If a worker enrolls in an Individual Plan
- If you choose not to offer employer-sponsored NH PFML, your workers are eligible to enroll in individual coverage. Enrollment in the NH PFML individual plan is held during the state’s 60-day annual open enrollment period.
- If your workers enroll in individual coverage, you still have requirements to support your workers. You must participate in the claim process by providing wage and work schedule information. MetLife, will in turn, share with you the dates the work is approved for NH PFML leave. You will also need to coordinate STD and/or Workers Comp with any NH PFML benefits applied for since NH PFML is only applicable if the worker does not qualify for insured STD or Workers Compensation.
- And if you employ 50 or more workers, you will need to take payroll deductions in the amount of the NH PFML premium and pay MetLife using the remittance stub provided.
- If a worker has more than one job, they may enroll in NH PFML for each of their employers, or through the individual plan if their employers do not offer an employer group plan.
MetLife will automatically renew your employer group plan, or an individual plan for your workers. If there are changes to your plan or cost, you (or your workers with an individual plan) will be notified.
If you (or your workers with an individual plan) wish to cancel your plan, you must submit a request in writing to MetLife.
Taking a Leave
Filing for Benefits with MetLife
HintSupporting Claim Documentation
HintCoordination of Benefits
HintStep 1: A worker should notify their employer of the need for a leave as soon as possible.
Step 2: A worker should file a claim up to 30 days in advance of the leave. If the leave is unforeseeable, claims may be submitted up to 20 days after the leave has begun.
Step 3: MetLife will gather any additional necessary information from the worker and make a decision within 14 days or the first day of leave, whichever is later.
Step 4: If a worker’s claim is denied, a worker may appeal the claim with MetLife. Appeal filing instructions can be found in the claim denial letter.
Workers must provide specific documents for each claim. It is important to submit paperwork to the doctor as soon as possible. It might take the doctor’s office two weeks or more to complete the paperwork. In some cases, a statement confirming the relationship between the worker and the family member may also be requested.
For a worker’s own serious health condition (when a worker is sick or hurt and cannot work for an extended period):
- Certification of a Serious Health Condition form filled out by a worker and their healthcare provider, or
- A doctor’s note or Attending Physician Statement (APS) that includes the same information as the Certification of Serious Health Condition form and/or any other reasonable information or documentation necessary to adjudicate the claim.
For child bonding for a newborn:
- A copy of the child’s birth certificate, or
- A statement from the child’s healthcare provider stating child’s date of birth, or
- A statement from the mother’s healthcare provider stating child’s date of birth
For child bonding for adoption or foster care placement:
- A copy of adoption papers or court documents finalizing the adoption, that includes child's date of birth and adoption date, or
- Documentation from the child’s healthcare provider, or
- Foster/adoption agency paperwork containing adoption or placement
- If a worker is not the parent named in the court documents (in loco parentis), the worker may also be asked to provide proof verifying their relationship to the in loco parentis named in the court documentation. This could be a marriage certificate, civil union papers, or something showing a worker is in a domestic partnership.
For leave to care for a family member with a serious health condition, including medical events related to pregnancy or childbirth:
- Certification of a Serious Health Condition form filled out by the worker and their family member’s healthcare provider, or
- A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form
For qualifying military exigency needs, the worker will need to verify their family member’s service:
- A covered family member’s active-duty orders, or
- Letter from the military unit documenting impending call or order to covered duty, or
- Documentation of military leave signed by the approval authority for the military member’s rest and recuperation
- If leave is requested to meet with a third party, such as a school official, counselor, or attorney, the worker must provide documentation of the meeting that includes:
- The name, address, and contact information of the individual or entity with whom they are meeting
- A description of the meeting
For caring for a family member who is a covered service member:
- Certification of a Disability/Serious Health Condition form filled out by the service member’s healthcare provider, or
- A doctor’s note or APS that includes the same information as the Certification of Serious Health Condition form
- An alternative form of certification can be an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued by the Department of Defense to any family member to join an injured or ill service member at their bedside
Workers may be eligible for more than one leave.
NH PFML and the federal Family and Medical Leave Act (FMLA) benefits can and should be taken at the same time when applicable.
Employer group plan: Employers may require a worker to use NH PFML benefits at the same time as any company paid parental leave if the worker does not receive more than 100% of wages.
Individual plan: Employers cannot require a worker to use NH PFML concurrently with any similar company-sponsored benefits. However, workers must use all available accrued paid leave before using NH PFML benefits, but they are permitted to retain one week of accrued paid leave.
MetLife’s claims team will reach out to the employer to coordinate dates of the company leave that directly overlap with the state leave.
MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.
Note: There may be additional leaves that MetLife does not administer. Employers may be responsible for providing additional leaves for their workers. Employers should consult their own employment attorneys.
Need more information?
FAQs
- a child under 18 years old (biological, adoptive, foster, stepchild, legal ward, or in loco parentis)
- a child 18 years of age or older (biological, adoptive, foster, stepchild, legal ward, or in loco parentis) who is incapable of self-care because of a mental or physical disability
- a parent (including biological, adoptive, foster, or stepparent, or legal guardian of you or your spouse or domestic partner)
- a grandparent (including biological, adoptive, foster, or step grandparent)
- a spouse
- a domestic partner
As of November 22, 2024