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New Employer Tax Credit for Paid Family and Medical Leave

The Tax Cuts and Jobs Act which was signed into law on December 22, 2017, creates a new business tax credit for eligible employers that provide paid family and medical leave to their employees. The tax credit applies to taxable years beginning in 2018 and 2019. The credit is equal to a percentage of wages paid to qualifying employees who are on family and medical leave.

To be eligible for the tax credit, an employer must have a written policy in place that provides at least two weeks of paid family and medical leave at a payment rate that is at least 50 percent of an employee’s normal pay rate.

The tax credit only applies to leave that is taken for a reason permitted under the federal Family and Medical Leave Act (FMLA). Paid leave that is provided as vacation leave, personal leave or sick leave is not taken into consideration.

Eligible Employers

To be eligible for the tax credit, an employer must have a written policy in place that meets the following requirements:

For purposes of the tax credit, family and medical leave means leave for one or more purposes permitted under the FMLA, regardless of whether the leave is provided under the FMLA or an employer’s leave policy.

Amount of Tax Credit

The amount of the credit is calculated based on a percentage of wages that are paid to qualifying employees for paid family and medical leave. The percentage amount, which begins at 12.5 percent and is capped at 25 percent, increases by .25 percent for each percentage point by which the rate of payment for paid family and medical leave exceeds 50 percent of the employee’s normal wages.

The amount of an employee’s paid leave that may be used to calculate the credit for a taxable year cannot exceed 12 weeks. Also, the tax credit with respect to an employee for a taxable year cannot exceed an amount equal to the employee’s normal hourly wage rate multiplied by the number of hours for which family and medical leave is taken. If an employee is not paid an hourly wage, the employee’s salary must be prorated to an hourly wage rate.