Paid Family & Medical Leave (PFML)

TU employees are eligible for up to 12 weeks of paid leave per year for qualifying family and medical reasons. Leave requests are subject to review and approval based on eligibility and documentation.

Paid Family and Medical Leave (PFML)

As of July 1, 2026, Towson University employees may be eligible for Paid Family and Medical Leave (PFML) under a new policy approved by the University System of Maryland (USM) Board of Regents (VII-7.51).

This policy replaces the USM Parental Leave Policies for both faculty and staff. PFML is not automatically granted. Employees must submit a completed leave application along with all required supporting documentation to be considered for PFML benefits.

For the most current information on PFML protocols and benefits, refer to the USM FAQ's.

USM PFML FAQ's PFML Announcement

What PFML Provides

PFML provides eligible employees with:

up to 12 weeks of fully paid, job-protected leave per application year (and up to 24 weeks in certain circumstances)
payment at your base weekly salary or regular hourly rate for your standard work schedule, excluding premiums such as shift differential or on-call pay
leave may be taken continuously or on an intermittent basis

Employee Eligibility

PFML applies to all TU employees, including faculty, staff (both exempt and non‑exempt), contingent employees, and adjunct faculty. Submitting a PFML request begins the review process but does not guarantee approval.

PFML benefits are approved only after the Office of Human Resources confirms that eligibility requirements are met, the leave is supported by appropriate documentation, and the request complies with USM policies. TU’s Benefits team will notify employees of the decision once the review is complete.

For more information, please visit the USM Paid Family and Medical Leave (PFML) Employee FAQ (PDF).

Qualifying Reasons for PFML

You may use PFML for the following reasons:

Parental leave: For the first year after birth, or to bond with a child placed in your care through adoption, foster care, or kinship care within the first year of placement.
Family caregiver leave: To care for a family member with a serious health condition.
Employee medical leave: For your own serious health condition.
Military caregiver leave: To care for a covered service member who is your next of kin and has a serious health condition resulting from military service.
Military exigency leave: To address qualifying needs arising from a family member’s deployment.

Required Documentation

The documentation required to support a PFML request varies by qualifying reason, be it personal health, health condition of a family member or care for a military service member.

The required forms will be linked from this section when they are available.

Submission and Timelines

Employees are responsible for submitting a complete application, including all required documentation, in a timely manner. Incomplete applications or missing documentation may cause processing delays, reduced benefits, or denial of the leave request. Employees must promptly notify OHR of any material changes to their leave.

If you have questions about the documentation required for your situation, contact your HR Partner before submitting your request.

Change to Family and Medical Leave (FML) Calculation

Beginning July 1, 2026, FML will be measured on a forward-looking basis, starting on the first day of related use and continuing forward until the 12-week entitlement is exhausted.

FML leave used prior to July 1, 2026, will not count against the new entitlement period.

Related USM Policies

This policy is supported by the following USM policies:

Full policy text is available on the USM Bylaws, Policies and Procedures page.