随着健康特拉华家庭法（该法案），特拉华州成为保证雇员的父母，医疗和军事假的第11个州。特拉华州带薪家庭假（PFL）触及员工及其雇主的生活。虽然该法案要到2025年才生效，但作为雇主，您需要了解很多事情。

本文将解释法律的更细节 - 它涵盖的人，谁付款以及新法律对特拉华州的雇主意味着什么。

了解《健康特拉华家庭法》

《健康特拉华家庭法》为符合条件的特拉华州工人提供全州范围内的有偿父母，医疗和军事假。符合条件的工人最多可以获得12周的带薪家庭或病假：

• 与新孩子结合
• Care for a serious health condition
• 护理患有严重健康状况的家庭成员（即配偶，父母或子女）

Eligible employees can also get up to six weeks of paid military leave to address the impact of a family member’s military deployment.

《联邦医疗假法》（FMLA), is a federal law similar to the Act. But there’s one key difference: FMLA offers 12 weeks ofunpaidleave. Delaware paid family leave goes further to financially help eligible Delaware employees.

How much do employees receive?

Beginning in 2026, eligible employees on leave can receive 80% of their weekly wages, with a minimum of $100* a week and a maximum of $900 for 2026 and 2027.

After 2027, the state will adjust the weekly maximum for inflation each year.

*如果员工每周的平均每周工资不到每周100美元，则每周福利将与全周的全部工资相同。

Which employees are covered?

For an employee to be covered, they must work:

• Mainly in Delaware
• 至少有12个月的承保雇主
• 在前12个月中，覆盖雇主至少至少1,250小时

The 1,250 hours may be a bit confusing. Here’s an example to explain how this might work. Let’s say your employee works mainly in the state of Delaware and has been with your company for two years. But during the last year, your employee had to drastically reduce their hours. They can still be eligible for the Act if they worked at least 24 hours per week for the preceding 12 months or worked full time for a little over 32 weeks.

There are, of course, any number of scenarios for how your employee can work “at least” 1,250 hours for the year. Keep this in mind if your employees decide to expand their family or suddenly become ill—even though they reduced their hours before applying for leave, they can still benefit from the Act.

如果您的员工主要在州外工作，则他们无权获得福利。

Word to the wise:确保您的员工知道他们准确地填写假期的申请是多么关键 - 他们无法掩盖任何信息。如果任何事情是不正确的，或者更糟的是，似乎很有误导，员工可能会对欺诈负责。如果发生这种情况，他们可能会受到处罚，被迫偿还款项，并取消了三年的福利资格。

了解12周的最大

Regardless of the reason for an employee’s leave, 12 weeks per year is the maximum amount of paid leave covered by the Act. In other words, an employee can use family and military leave during the year, as long as it doesn’t exceed the 12-week maximum.

The same type of reasoning applies if you employ two members of the same family that want to take their leave during the year. If this happens, you can choose to limit the total number of weeks the two take together to not exceed 12 weeks total. The two employees could then split the 12-week total between themselves however they saw fit.

哪些雇主被覆盖？

该法案并不涵盖所有雇主。如果您有10名或更多员工，则必须向特拉华州PFL付款。但是，由于该法案有人数要求，因此您在前12个月期间拥有的员工人数会影响您的休假要求。如果你有：

• Fewer than 10 employees：您可以选择以逐步福利为基础加入，但是这样做会锁定三年。
• Between 10 to 24 employees:您只需要提供12周的育儿假。
• 25名或更多员工：您必须同时提供12周的育儿假和6周的医疗/军事假。

There are some notable exceptions:

• 如果您是拥有自己批准的休假福利计划的承保雇主，则可以免除该法案的要求。
• 季节性和兼职员工（一年的工作少于1,250小时）并不符合整体人数要求。
• 如果您的业务在一年中至少连续30天完全关闭，则您将免于该法案。

How much are contributions?

特拉华州PFL既是雇主又是雇员税。但是，雇主可以选择承担全部税。

雇主和雇员之间的总捐款金额为0.8％。这个0.8％的人有很长的路要走：

• 0.32％去育儿假
• 0.40％去私人病假
• 0.08% goes to caregivers and military leave

您可以从员工工资（即高达0.4％）中扣除该0.8％总数的一半。

This tax doesn’t go into effect until January 1, 2025, a full year before your employees can benefit from the Act in 2026.

当时间到来时，雇主必须将其季度捐款汇给特拉华州的劳工部，或面对每种违法行为至少罚款1,000美元。

雇主们需要了解什么?

作为特拉华州合格的雇主，您需要照顾一些遵守法律的事情。确保您向员工提供书面通知（例如，在一个明显的地方的海报），以解释法律的利益，根据法律的权利以及法律所述的职责。特拉华州劳工部可以为您提供海报。

Also, provide the information to employees when:

• 你雇用他们
• They request covered leave
• 您了解到员工可以请假

When an employee makes a request for leave, you need to act quickly. Approve or deny it within five days. If you deny it, you must offer a reason to your employee. If you approve it, let the Delaware Department of Labor know within three business days.

如果您不遵守法律会怎样？

As a business owner, it may sometimes feel inconvenient if an employee needs to take three months off. How do you cover their hours and make sure that their projects are taken care of? What if the whole thing falls apart? Relax, take a deep breath, and help your employees live their lives.

如果您不这样做，则该法案有反归因规定，您可能会详细学习。行使休假权的承保员工有权享有以前的职位，或者一旦恢复工作，就具有同等资历，身份，薪水和福利的同等职位。如果您违反了这项义务，您对任何义务责任：

• 雇员拒绝或失去工资或福利
• 员工遭受的货币损失，例如提供等于12周工资的护理费用

So when your employee asks for and is eligible for leave, wish them luck. And when they come back to work, you can:

• 向他们询问他们的新家庭成员（有照片吗？）
• 问他们感觉如何
• Thank them for their service
• 只需欢迎他们回到团队

Final thoughts

2025年似乎还有很长的路要走。但是，它比您想象的要近。利用这段时间为法律如何影响您的业务做准备。如果您有主要在特拉华州以外工作的员工，则可能必须遵守多个（联邦或州）的休假法律。FMLA仅适用于拥有50名或更多员工的企业，但不同paid family and medical leave laws可能覆盖较小的雇主，提供不同的休假理由，并涵盖更广泛的（或更小）的家庭成员。马里兰州的《护理法案》is a good example—it covers leave to care for grandparents and grandchildren. The Healthy Delaware Families Act doesn’t cover grandparents or grandchildren (only spouses, parents, and children).

Spend this time to make sure you’ve got everything covered. And then when the time comes, you and your employees will have less to worry about.

If you’re a legal nut and want to dive into the details, take a look at the最终立法.

This is not intended as legal advice; for more information, please点击这里。