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October 22, 2025 How to

How to get your business ready for the Maine Paid Family and Medical Leave law

By Stacey Hyland, guest columnist

As 2026 approaches, business leaders across Maine are still grappling with the implications of the Maine Paid Family and Medical Leave program.

Modeled after similar programs in other states, Maine’s program is designed to offer job-protected, paid leave for up to 12 weeks annually to care for an ill family member or bond with a new child. For employees, this kind of protected leave promotes wellbeing, loyalty and stability.

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Stacey Hyland

For employers, this program brings new responsibilities — and new opportunities.

Successful implementation will require thoughtful preparation and strategic planning both to reduce confusion and to support employees during the transition. The following tips can help you to consider the issues thoroughly and make the right choice to best support your employees.

Consider all the costs — and weigh the benefits

With recent growth in the use of GLP-1 medications such as Ozempic and Wegovy, some Maine employers are facing significant increases in renewal rates. Although these drugs are primarily to treat diabetes, they are increasingly being used for weight loss — a trend that has led to higher claims costs.

For some employees, this coverage is critical to their well-being; some employees have even switched employers to continue coverage.

What’s more, weight loss is associated with a long list of other health benefits: reduced risk of diabetes and heart disease, improved blood pressure and cholesterol levels and less strain on joints and bones, to name a few. Yet insurers are increasing restrictions around coverage — and raising prices for employers who want to continue coverage.

Quick tips:

  • Competitive pricing is especially hard to find for organizations with 100 to 150 employees
  • Weigh the cost of the plan as compared with the value you’re offering employees
  • Consider a self-financing approach with protective stop loss to maintain high-quality coverage and retain talent.

Offer personalized benefits

Develop a broad benefits strategy to build the right kind of benefits package for your employees. For many workers, having guaranteed time off can make the difference between happy and disgruntled.

Dig into the data and analyze it carefully to find out what your employees want and need — and be sure you offer those specific benefits to support them where they are. Whether it’s support in caretaking responsibilities or in financial wellbeing, the data will reveal the benefits that will be most impactful.

Quick tips:

  • Don’t make the benefits decision based solely on cost
  • Rely on data analytics to help determine the benefits that are most relevant and meaningful
  • Use the benefits to create a culture of trust and communication with your employees.

Decide which plan is right for you 

If you haven’t yet made a decision about your plan, now is the time. Whether you go with the state plan or one of several approved private plans, the key is to select the one that meets your needs.

Remember that Maine’s PFML has a unique restriction: a three-year commitment. If you choose a private plan, you must commit to it for a period of three years.

Quick tips:

  • You may be able to save money by choosing a private plan that is less expensive than the state plan
  • Build relationships with plan sponsors to avoid operational disruptions
  • Plan ahead for renewal cycles.

This decision is important, as it sets the tone for benefits in your organization for the next several years. Reach out to an expert advisor to help you determine the right choice for your organization. Whether it’s the public option or a private insurer, an advisor can help you weigh the positives and negatives of each choice and even perform a cost benefit analysis of different coverages. Rely on your advisor to help you make this important decision.

Choosing an insurer — whether public or private — isn’t just about compliance. It’s about creating a workplace environment that supports employee wellbeing and long-term sustainability.

About the author

Stacey Hyland is the employee benefit practice leader at global insurance brokerage HUB International in New England. She can be reached at stacey.hyland@hubinternational.com.

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