Virginia has enacted a new statewide Paid Family and Medical Leave (PFML) program. It introduces future payroll contributions, notice requirements, and job protections for covered employers.
Benefits will not begin until late 2028, but HR teams should start preparing now for payroll updates, policy alignment, and employee communications.
Qualifying Reasons for Leave
Beginning December 1, 2028, eligible employees may take paid leave for:
- Bonding with a new child (birth, adoption, or foster placement)
- The employee’s own serious health condition
- Caring for a family member with a serious health condition
- Caring for a covered service member (next of kin or family member)
- Qualifying military exigency leave
- Safe leave related to domestic violence, harassment, sexual assault, or stalking
What the Program Covers
Funding
Payroll contributions begin April 1, 2028. Employers with more than 10 employees must remit the full contribution and may deduct up to 50% from employee wages. Smaller employers are only required to remit employee contributions. The state will set contribution rates by October 1, 2027, and update them annually.
Wage replacement
Employees may receive up to 12 weeks of benefits per year (four weeks for safe leave). Benefits are 80% of average weekly wages, capped at 100% of the state average weekly wage. The minimum weekly benefit is $100, unless the employee earns less than that amount.
Job protection
Employees who have worked for their employer for at least 120 days must be restored to the same or an equivalent role after leave. Employers must continue health benefits during leave.
Timeline for Launch
- April 1, 2028: Payroll contributions begin
- December 1, 2028: Employees can apply for and receive benefits
What HR Teams Should Do Now
- Monitor rulemaking: Watch for updates from the Virginia Employment Commission on rates, reporting, and claims.
- Prepare for payroll contributions: Plan for deductions and employer contributions starting April 2028.
- Review leave policies: Align existing policies with PFML benefits and job protections.
-
Plan for employee notices: Employers must provide written notice of PFML rights:
- At hire
- When leave is requested or a qualifying event is known
- Via a workplace posting
- Coordinate across states: Standardize processes if you manage multiple PFML programs.
How Sparrow Helps
Sparrow helps employers manage leave across state programs without adding administrative burden. We incorporate state requirements into our platform so your team can stay compliant without tracking each change manually.
We also guide employees through the leave process—from understanding eligibility to filing claims with the state—reducing confusion and minimizing back-and-forth with HR. Meanwhile, your team receives clear timelines, required actions, and status updates throughout the leave lifecycle.