Seeing PFML, PFL, FAMLI, or a similar line on your paycheck in 2026? Here is what the deduction usually means, which states charge it, what real rates look like, and why the amount suddenly showed up.
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Quick Summary
- PFML usually means Paid Family and Medical Leave, but your pay stub may use labels like PFL, FAMLI, FLI, or SDI instead
- In 2026, the employee share is roughly 0.81% in Washington, 0.44% in Colorado, up to 0.46% in Massachusetts, and up to 0.44% in Minnesota
- On $50,000 of wages, a 0.44% deduction is about $220 per year, or roughly $8.46 per biweekly paycheck
- If you work in states like Washington, Colorado, New York, or New Jersey, this line is often normal
If you found a new line on your pay stub that says PFML, you are probably asking the same question thousands of workers ask every year: “Is this a tax, and why is payroll taking it now?”
Usually, PFML means Paid Family and Medical Leave. It is a state-run leave program funded through payroll premiums. The money can help replace part of your wages if you need time off for a new child, your own serious health condition, or care for a family member.
The confusing part is that not every state uses the letters PFML. A Washington worker may see PFML. A Colorado worker may see FAMLI. A New York worker may see PFL. A California worker may see SDI or CASDI, which helps fund disability and paid family leave benefits. Different label, same basic idea: a state leave deduction on your paycheck.
What PFML Means on a Paycheck
PFML is not the same as federal income tax withholding. It is usually a separate state payroll premium.
That matters because workers often panic when a new line appears and assume payroll made a mistake. Sometimes payroll does make mistakes. But in many cases, the line is real and legal — especially if you work in a state with a paid leave program or a disability-insurance system that also funds family leave.
The easiest way to think about it is this: PFML is insurance-style funding. Workers and employers pay in, then eligible workers can claim benefits later if a covered life event happens.
📊 Key Number
In 2026, a worker in a 0.44% employee-share state pays about $220 per year on $50,000 of wages. On a biweekly payroll, that is only about $8.46 per paycheck — small, but easy to notice.
States Where You May See This Deduction in 2026
The exact name and rate depend on the state. Here are the worker-facing examples that matter most in 2026.
| State / program | What you may see on the stub | Typical 2026 employee share | What to know |
|---|---|---|---|
| Washington | PFML | About 0.81% | Total premium is 1.13%; employees pay 71.43% of that in 2026 |
| Colorado | FAMLI | 0.44% | Total premium is 0.88%; many employers split it 50/50 |
| Massachusetts | PFML | Up to 0.46% | Employee share can include 0.18% family leave plus up to 0.28% medical leave |
| Minnesota | Paid Leave | Up to 0.44% | Total 2026 premium is 0.88%; employers can deduct up to half from workers |
| New York | PFL | About 0.455% | Often appears separately from regular state tax withholding |
| New Jersey | FLI / SDI | About 0.23% combined | The label may be split across multiple lines instead of one PFML line |
| California | SDI / CASDI | 1.3% | Not called PFML, but it often funds the same kind of leave benefits workers are asking about |
Two practical takeaways matter here. First, the label is not standardized. If your pay stub says FAMLI, PFL, SDI, or FLI, payroll may be describing the same kind of paid-leave deduction with state-specific wording.
Second, the deduction is usually small enough to miss until rates change. Washington is the big exception in 2026 because the employee share is closer to 0.81% of wages, which is large enough to be obvious on a normal paycheck.
💡 Action Tip
If you work in a no-income-tax state like Washington, a new PFML line can feel weird because you are not used to seeing many state payroll deductions. That does not automatically mean it is wrong.
What the Deduction Costs on a Real Paycheck
The easiest way to check the math is to multiply your taxable wages by the employee rate. If your wages are below the program wage cap, the estimate is usually close enough for a fast pay-stub audit.
| Employee share | Cost on $50,000/year | Approx. biweekly cost | Cost on $75,000/year |
|---|---|---|---|
| 0.23% | $115 | $4.42 | $173 |
| 0.44% | $220 | $8.46 | $330 |
| 0.46% | $230 | $8.85 | $345 |
| 0.81% | $404 | $15.54 | $606 |
| 1.30% | $650 | $25.00 | $975 |
Those are not huge numbers compared with federal tax or Social Security, but they are real. A worker who suddenly sees a $15.54 Washington PFML line or a $25 California SDI line may reasonably think payroll changed something major.
Also remember that some employers pay part of the premium for you. In Colorado and Minnesota, for example, the total program premium is higher than what many workers actually see deducted. Your stub reflects the employee portion, not always the full program cost.
⚠️ Heads Up
Do not compare the deduction only to your net pay. Most of these programs calculate the premium from covered wages, often up to a wage cap. If you got a raise, changed jobs, or hit a new calendar year, the deduction can move even if your take-home pay pattern feels familiar.
Why It Suddenly Appeared This Year
There are four common reasons this line suddenly showed up in 2026.
One, your state launched or expanded a paid-leave program. Minnesota is the clearest example because 2026 is the first year workers are widely seeing its new Paid Leave payroll premium.
Two, the annual rate changed on January 1. Washington raised the total premium to 1.13% for 2026, which pushed the employee share high enough that many workers noticed it right away.
Three, payroll changed the label. Some systems used to hide the deduction inside a broader state category, then switched to a clearer code like PFML, FAMLI, or PFL.
Four, your employer stopped covering the employee share. An employer can choose to pay more than the minimum, then later move part of the cost back to employees if the law allows it.
📊 Key Number
Washington’s 2026 setup is a good example of why workers notice this line: the total premium is 1.13%, and the employee share is 71.43% of that total.
How to Put This to Work
1. Match the label to your state. PFML in Washington, FAMLI in Colorado, PFL in New York, FLI in New Jersey, and SDI in California can all point to paid-leave-style funding. Start with the state where you physically work, not just where your company is based.
2. Recalculate the deduction yourself. Multiply your covered annual wages by the employee rate, then divide by your pay periods. If the result is way off, ask payroll whether the line includes multiple state programs or whether part of the premium changed this year.
3. Save the pay stub and ask one clean question. “Can you confirm what this PFML/PFL/FAMLI line covers, the 2026 employee rate, and whether the company pays any employer share?” That usually gets a faster answer than “Why are you taxing me more?”
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📋 Disclaimer
The numbers in this guide are estimates based on 2026 state paid-leave program rates and public agency guidance for illustrative purposes. Individual payroll setups vary based on state, employer size, covered wages, annual caps, and employer cost-sharing choices. We are not accountants or tax advisors. Please consult a qualified tax professional or your payroll department before making financial decisions.
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