The “Big Beautiful Bill” made a key change to the Paid Family and Medical Leave (PFML) Tax Credit, extending and expanding it in ways that affect both employers and employees.
Permanent Extension
Previously set to expire at the end of 2025, the PFML credit is now permanent. This provides long-term stability for businesses planning their benefits programs.
Planning consideration: Permanency makes it easier for companies to confidently integrate this credit into their workforce strategy rather than treating it as a temporary incentive.
Lower Work Requirement
Employees now qualify after six months on the job, rather than having to complete a full year of service. This change widens access and encourages workplace flexibility.
Planning consideration: Businesses that experience higher turnover or seasonal employment may find this especially impactful, as more workers can qualify sooner.
Two Ways to Claim the Credit
Employers can choose one method (but not both):
- Wages Paid: Claim a portion of wages paid to qualifying employees while on leave.
- Insurance Premiums: Claim a portion of premiums paid for PFML insurance policies, even if no leave is taken.
Planning consideration: This flexibility lets companies align the credit with their benefits structure, whether they self-fund leave or use an insurance policy.
The Bottom Line
The expansion of the PFML credit is designed to help businesses support employees during critical life events while also offering financial relief. But offering paid leave still comes at a cost, especially for smaller employers who may struggle to redistribute workloads during absences.
Employers should carefully evaluate which credit option (wages vs. premiums) fits their organization best and how to integrate this incentive into their long-term benefits strategy.
