Right now, brokers have a unique opportunity—and responsibility—to proactively engage with your clients to help provide clarity on compliance and operational readiness for PFML.
You can start the conversation by asking clients, “Do you fully understand your state's specific PFML regulations and the implications of noncompliance?” Diving deeper into this discussion will reveal any gaps or misconceptions clients might have regarding eligibility criteria, benefit duration, premium contributions and employee notification responsibilities.
Next, prompt your clients about their administrative strategies by asking questions like, “How integrated are your current PFML and absence management processes?” and “Have you considered how PFML impacts your existing disability and leave management policies?” This can identify opportunities for streamlining processes, reducing administrative burden and avoiding costly overlaps. You could also encourage clients to evaluate their technology solutions by asking, “Does your current platform accurately track and report PFML data to ensure compliance and efficiency?”
Lastly, you should guide clients toward strategic considerations about employee communication and engagement—questions like, “How are you educating your employees about their PFML rights and responsibilities?” and “Have you clearly outlined the process employees must follow when requesting leave?” can highlight critical areas for improvement.
By initiating these conversations, you not only position yourself as a trusted PFML expert, but also empower your clients to navigate complex leave scenarios effectively, helping ensure compliance, minimize financial risks and ultimately enhance employee satisfaction.
