The state plan is available for most Vermont state government employees. Private employers and non-state public employers may choose to provide this coverage; however, they are not mandated to provide coverage.

Vermont state government employees — coverage provided by the state (beginning July 2023).

Expanded in July 2024 to include other private and non-state public employers with two or more employees on a voluntary basis.

Expanding in July 2025 to include small employers with one employee and eligible individual employees, including self-employed individuals.

Employers may choose to offer FLMI or a standalone Family Leave Insurance (FLI) plan. Employer has flexibility to determine how a FLMI plan can "top up" and/or wrap around other existing employee benefits the employer may offer.

The State of Vermont provides FLMI to most state government employees. Employee must have been an employee of the State of Vermont for at least one year since their most recent date of hire.

Employees of Vermont's private employers and other non-state public employers with two or more employees may choose whether or not to participate.

PML: Employee's own serious health condition (including birth of a child).

PFL: Caring for a family member, bonding, qualifying exigency and caring for a service member.

Benefit percentage:

• VT state government employees' plan: 60% of employees average weekly wage, capped at the taxable wage base.
• Employer opt-in plan: 60-70% of income with additional underwriting options.

Maximum weekly benefit: $1,945.38.

Waiting period:

• PML: 7-day elimination period.
• PFL: No elimination period.

Maximum duration: 

• VT state government employees' plan: 6 weeks of paid leave in a 52-week period.
• Employer-opt in plan: benefit duration options of six to 26 weeks per 52-week period.

Employees: No cost to state employees. For employees other than State of Vermont government, the cost may be 100% employer-paid, shared with the employee or 100% employee-paid.

Employer: State of Vermont government, the program is funded 100% by the employer. For other employers, the employer may pay all, share in the cost with employee or the employee may pay all.