Boston, Mass. (January 10, 2022) - 2021 was a year of significant new developments in Massachusetts employment law. Some of the new compliance challenges facing Massachusetts employers included the staggered commencement of paid leave benefits under the Massachusetts Parental and Family Medical Leave Act (PFMLA), increases in the state minimum wage, gradual elimination of Sunday and holiday premium pay requirements for some – but not all – legal holidays, and a new emergency paid sick leave mandate for qualifying reasons related to COVID-19.
This alert contains a brief summary of the most significant employment law developments of 2021 in Massachusetts.
Enacted in June 2018 as part of Governor Charlie Baker's "Grand Bargain," the Massachusetts PFMLA allows eligible individuals (including full-time, part-time, and seasonal employees and independent contractors earning at least $5,700 over the previous four calendar quarters) to take up to 26 weeks of paid leave for qualifying family or medical reasons. Paid leave benefits are funded by contributions from both employers and individuals that perform services in the Commonwealth.
January 1, 2021 marked the first date upon which covered individuals could begin using leave under the PFMLA for the following qualifying reasons:
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