Managing Paid Leave
As an employer, it's important that you understand your responsibilities related to managing your employee's PFMLI requests. You can keep track of PFMLI requests through your online account. If any pending tasks need your attention, American Fidelity will contact you via email or phone to discuss what actions you should take.
Return to Work
To manage PFMLI claims, you or your employees must provide return-to-work information. The onboarding process includes an opportunity to share your preferences for reporting and verifying return-to-work information. Keeping this information up to date is crucial for us to help you manage PFMLI requests.
To report an employee's return to work, log in to your online account, select Leave Management, and click the employee you wish to update from the Absences tab. Then, click the Report Return to Work button and follow the on-screen prompts to complete the process.
Additional Responsibilities
For American Fidelity to properly administer benefits to your employees, you will need to provide regular and timely census data. To ensure that American Fidelity can effectively manage benefits for your employees, it is essential to provide regular and timely census data. Additionally, you must report any information that could impact an employee's eligibility for benefits. This includes events such as an employee's resignation or termination and any leaves related to workplace injuries.
Know the Difference
Family and Medical Leave Act (FMLA) |
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Benefits begin January 1, 2026 |
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American Fidelity's private equivalent plan alternative for employers subject to Delaware Paid Leave |
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Paid parental leave following the birth of a child or placement through adoption or foster care; paid medical leave for a covered employee’s own serious health condition; family caregiving leave to care for certain family members with a serious health condition; and qualified exigency leave to participate in certain events relating to a military family member's call to active duty or overseas deployment |
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Job protection and restoration following a covered leave |
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Weekly income protection for up to 12 weeks of leave in a 12-month period, with some leave reasons being limited to 6 weeks per 24-month period |
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Eligible for coverage on and after the effective date of the PFMLI plan if the employee has worked at least 12 months for the employer; worked at least 1,250 hours in the year before taking leave; worked primarily in Delaware (60% of the time); or worked primarily outside of Delaware but be classified by the employer as eligible for coverage |
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Leave runs concurrently with leave under the federal Family and Medical Leave Act (FMLA) where both are applicable |
Family and Medical Leave Act (FMLA) |
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Federal law enacted in 1993 |
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Unpaid leave to care for a covered employee’s own serious health condition; to care for certain family members with a serious health condition; parental leave for the birth of a child or placement through adoption or foster care; and reasons relating to a family member’s military service |
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Job protection for qualified employees |
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Required for all public agencies, all school employers, and private companies with over 50 employees |
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Unpaid leave up to 12-26 weeks depending on qualifying event |
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Employee eligibility is based on hours worked the previous year, tenure with covered employer, and the number of people employed by the covered employer within 75 miles of worksite |
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May be used concurrently with paid PFMLI leave and certain other leaves when they apply |