Massachusetts employers are navigating a challenging economic environment in 2026, from rising energy costs to tariffs and other pressures that are often beyond the control of state policymakers.

But in my recent conversations with AIM members across industries, one Massachusetts-specific issue keeps coming up: Paid Family and Medical Leave (PFML).

Employers consistently identify PFML as one of their most pressing operational challenges. And nearly six years after benefits first became available, it’s time to take an honest look at how the program is working – and what needs to change to ensure it remains sustainable for workers and employers alike.

Let me be clear: Employers do not oppose paid leave. AIM helped negotiate the 2018 Grand Bargain that established the program. Our members understand the importance of supporting employees through the arrival of a child, a serious illness, or a family crisis.

But supporting paid leave and addressing the challenges of administering the program are not mutually exclusive. The experience of Massachusetts employers suggests that the current system deserves a closer look.

A Growing Rate of Leave and Longer Absences

The state’s annual PFML report confirms what many AIM members are seeing firsthand: More workers are taking leave, and they are taking it for longer periods. Between July 2025 and June 2026, the Department of Family and Medical Leave approved 222,407 applications, a 9.64% increase over the previous year.

The duration of leave is also increasing. The average completed leave lasted 11.63 weeks in fiscal year 2026, compared with 8.45 weeks in FY2025, a nearly 38% increase in just one year.

These trends raise important questions about the program’s long-term sustainability and the growing operational demands placed on employers. When absences increase in both frequency and duration, businesses must find ways to maintain productivity, manage workloads, and continue serving their customers and communities.

The Real-World Impact on Employers

Statewide data tells only part of the story. For many employers, the impact is felt every day in their ability to staff operations, meet deadlines and deliver essential services. Some AIM employers report having anywhere from 10% to 35% of their workforce out on PFML leave in a given year. This is creating unsustainable situations in which businesses cannot operate adequately or safely. The problems are particularly acute among our non-profit members who report major challenges in delivering their essential services.

These are not abstract policy concerns. They are real challenges facing Massachusetts employers across the economy.

PFML consistently ranks among the top concerns raised by AIM members. As we develop our policy agenda for the next legislative session, AIM will continue to advocate for policies that strengthen Massachusetts’ economic competitiveness and help employers succeed. That effort should include a serious, fact-based conversation about PFML.

The goal should not be to undermine the program or the workers who rely on it. It should be to identify practical reforms that address the challenges employers are experiencing while preserving the program’s purpose and long-term viability. A sustainable system must recognize the needs of workers while also accounting for the realities of running a business or delivering essential services.

We believe that conversation needs to start now.

To that end, I invite you to join AIM for our first-ever Virtual PFML Town Hall on Tuesday, November 10, at 1 PM. The discussion will feature Sam Larson, AIM’s Senior Vice President of Government Affairs & Legal Counsel, and Terry Cook, AIM HR Solutions’ Senior Vice President of Employer Services. They will share updates, answer questions and engage participants in a discussion about potential reforms to Massachusetts’ PFML program.

Your experience and perspective matter. By bringing employers together, we can better understand the program’s real-world effects and identify constructive solutions.

I look forward to the conversation.