On October 6, 2026, Saul Ewing brought together Maryland government officials and industry professionals for a discussion of the State’s developing Family and Medical Leave Insurance program. The event featured a fireside chat with Maryland Secretary of Labor Portia Wu, followed by a panel moderated by Sarah Seidel that included Elliot Schreur of the Maryland Department of Labor, Sara Cabrejas of Dayforce, and Carrie Fice of Willis Towers Watson.
The discussion focused on the practical decisions Maryland employers must make as they prepare for FAMLI, including whether to participate in the State Plan or pursue a commercial or self-insured private plan, how FAMLI will interact with existing paid-leave and short-term disability programs, and how payroll, human resources, and benefits teams should prepare for implementation. The panel also addressed multi-state compliance, manager training, staffing considerations, and common compliance issues employers should work to avoid.
Key Takeaways
- FAMLI will apply broadly: Employers with at least one employee whose work is localized in Maryland must register and comply with the program.
- Employers have several compliance options: An employer may use the State Plan, an approved commercial plan, or an approved self-insured plan, but a private plan must provide benefits and protections that are equal to or better than those provided by the State Plan. Much of the FAMLI program focused on what insurance program works best for which employer.
- Preparation should involve multiple business functions: Employers should coordinate with payroll, human resources, benefits administrators, insurance professionals, and employment counsel to evaluate funding options, update policies, prepare employee communications, and develop procedures for responding to leave requests.
- Employers should review existing leave programs: FAMLI may affect the administration of paid parental leave, PTO, FMLA leave, short-term disability coverage, and similar benefits, making coordination among existing policies essential.
- Employers should involve legal counsel from the outset: Employers should work with legal counsel with specialized knowledge in Maryland’s FAMLI program. Handbooks and policies should be updated before implementation. Please reach out to the Saul Ewing employment law team in order to ensure your business’s compliance.
Watch the video from the briefing for additional perspectives on the program and practical steps Maryland employers can take to prepare.
This post is intended for informational purposes only and should not be considered legal advice. Employers should consult counsel regarding the application of Maryland FAMLI to their particular workforce and benefit programs.
