Covering PFML Leave: How Employers Avoid Staffing Gaps

When an employee takes FMLA leave, the work doesn’t pause. That’s been an operational reality for decades. But with new PFML laws rolling out in 2026, more employees may qualify for leave, which makes coverage decisions harder to plan in advance.

The challenge for employers is staying staffed when leave timing and duration are no longer predictable. That uncertainty is exactly what turns leave from an HR issue into an operational one.

Key PFML Expansions in 2026

FMLA still exists as the federal baseline for job-protected leave. PFML programs build on that foundation at the state level by expanding eligibility, adding paid benefits, or extending how long employees may be out.

The practical impact of 2026 PFML updates is simple: more employees may qualify for leave, and leave timelines may be harder to forecast. That makes staffing continuity a planning issue.

Below is a high-level look at PFML changes taking effect or expanding in 2026 by state.

Colorado

Colorado’s Family and Medical Leave Insurance (FAMLI) program already provides up to 12 weeks of paid leave for family, medical, and caregiving reasons. Effective January 1, 2026, Colorado adds a first-of-its-kind Neonatal Care Leave. Eligible parents can take up to an additional 12 weeks of paid leave while their newborn is receiving inpatient treatment in a neonatal intensive care unit (NICU). 

Delaware

Delaware’s paid leave program launches in 2026 and expands both the scope of qualifying reasons and the fact of wage replacement compared to unpaid FMLA. Delaware’s program provides paid benefits for a broader set of leave types including family care, medical conditions, and potentially parental leave. 

Maine

Maine’s Paid Family and Medical Leave program offers up to 12 weeks of paid leave per year for life events that federal FMLA may not fully cover financially. While FMLA provides unpaid, job-protected leave for certain medical and family reasons, Maine’s PFML program complements that with partial wage replacement and broader qualifying reasons — including bonding after birth or adoption, caregiving for serious health conditions, preparing for a loved one’s military deployment, or staying safe after abuse. Many employees who delay or avoid unpaid leave under FMLA may now use paid PFML benefits, changing the operational impact on staffing.

Minnesota

Minnesota’s Paid Leave program, launched in 2026, marks a major expansion beyond FMLA by providing paid benefits and broader eligibility. Under FMLA, many employees go unpaid and many low-hour or part-time workers don’t qualify at all. Minnesota’s program expands access across employer sizes and covers a wider set of family and medical circumstances with wage replacement. 

Rhode Island

Rhode Island’s PFML program expanded in 2026 by increasing paid leave duration and adding new qualifying scenarios, including sibling care and organ or bone marrow donation. Updates to wage replacement calculations further differentiate the program from unpaid FMLA, making extended or repeated leave more feasible for employees.

Washington

Washington’s Paid Family and Medical Leave program continues to differ from FMLA with additional paid benefits and broader qualifying reasons. In 2026, updates to premium rates and cost sharing shifted how the program is funded, with employers paying 28.57% and employees paying 71.43%. While the benefit structure remains intact, continued participation and utilization create ongoing coverage considerations for employers.

How to Avoid Staffing Gaps For Uncertain FMLA Leave

The hardest part of PFML planning is the amount of uncertainties. It’s impossible to know which employees will take advantage of PFML this year, and when those leaves will take place. That uncertainty makes traditional workforce planning difficult.

Waiting until leave begins often puts managers in a reactive position. Coverage decisions get rushed. Overtime increases. Supervisors step into roles they are not meant to fill.

That means that the approach has to be proactive. But how do you plan for the unplannable?

Contingency Staffing as a Planning Strategy

The most effective approach isn’t predicting every possible leave scenario. It’s building a coverage plan that assumes uncertainty and absorbs it.

Contingency staffing allows employers to prepare for coverage needs without locking themselves into permanent headcount. Instead of reacting to leave, organizations build coverage options that can scale up or down as timelines change.

At a practical level, contingency planning focuses on:

• Identifying roles that create the biggest operational risk if left uncovered
• Defining acceptable coverage windows and response times
• Preparing staffing solutions before leave begins, not after
• Aligning coverage plans with safety, training, and productivity requirements

This shifts leave from a disruption into a managed variable.

How Strom Engineering Supports Coverage During PFML Leave

Strom supports employers through contingency planning and flexible staffing solutions designed specifically for uncertain leave scenarios. Our contingency planning services include:

• Workforce assessment - Identifying critical roles, peak periods, and areas where staffing gaps cause the most impact.
• Risk and scenario planning - Preparing for partial leave, extended leave, or overlapping absences rather than a single worst-case event.
• Pre-vetted labor access - Ensuring workers are available with the exact skills and experience you need.
• Rapid deployment capability - Having coverage ready when timelines shift.
• Flexible duration coverage - Supporting short-term, extended, or staggered leave without long-term cost commitments.
• Easy offboarding - Undisruptive disbandment, so your workflow remains steady as temp workers leave and employees return. 

Rather than filling roles reactively, Strom works with employers to build proactive coverage strategies

With the right plan in place, employers don’t have to choose between overstaffing and falling short. They can stay prepared, stay staffed, and keep operations moving, even when leave timing remains uncertain.

If you’re trying to prepare for the unpredictable, Strom is in your corner. We’re ready to strategically plan, deploy, and disband a flexible staffing workforce for your PFML coverage needs.

Strom is a national staffing and recruitment agency, with a particular focus on manufacturing, engineering, assembly, and other trade positions. We match skilled candidates to temporary or project staffing positions. Learn more about how it works and check out our case studies for more information.

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