The New Hampshire Voluntary Paid Family and Medical Leave Program, launched in 2023, has largely failed to provide adequate support for workers balancing family and medical responsibilities. A recent policy brief by Kristin Smith, a visiting research associate professor of sociology, reveals that the program has had minimal impact on enhancing paid leave benefits for employees across the state.
The initiative allows workers to take up to six weeks of leave for qualifying family and medical needs, offering a wage replacement of 60% of their salary. Despite these provisions, participation has been disappointingly low, with only about 3% of New Hampshire workers enrolled in the program during its first two and a half years. By the end of 2024, approximately 18,450 workers had active policies, of which nearly 8,900 were state employees, while participation from the private sector was significantly lower, with only 5,400 workers covered under employer-sponsored plans.
Enrollment Challenges and Inequities
Smith highlights that the program’s voluntary nature has hindered its effectiveness. Employers can choose to offer plans, and workers can enroll individually or through their employer. However, many employees remain unaware of the program; surveys indicate that less than one in five workers had heard of it between 2022 and 2024. The lack of awareness, combined with financial concerns, contributes to low enrollment rates.
“Workers who do not take family or medical leave often cannot afford it or fear job loss,” Smith states. The brief underscores systemic inequalities, noting that workers with lower education levels, part-time jobs, or lower earnings often lack access to paid leave. In 2024, participation was limited to only 300 of New Hampshire’s 46,500 companies, representing less than 1% of businesses in the state.
The structure of the program itself poses challenges. While state employees are automatically enrolled and the premiums are covered, individuals opting into the individual plan face a two-month sign-up window and a weekly premium of $5, with a seven-month waiting period before they can submit claims.
Comparative Analysis with Other States
In contrast, the Connecticut Paid Leave Program offers more comprehensive benefits, allowing workers to claim up to 12 weeks of paid leave with wage replacement reaching 95% of their average weekly earnings. Participants in Connecticut pay a premium of just 0.5% of their wages, making it a more accessible option for many.
Smith suggests that New Hampshire should consider adopting a model similar to those implemented in other states, such as Massachusetts and Rhode Island, where programs cover most workers and provide longer benefits at a higher percentage of wages. “If your goal is to broaden access and extend benefits, a more inclusive approach is necessary,” she emphasizes.
The brief draws upon data from the Granite State Poll, conducted by the UNH Survey Center, which includes responses from 500-750 households in several surveys collected in winter 2016, October 2018, and December of 2022, 2023, and 2024.
As New Hampshire evaluates the effectiveness of its Voluntary Paid Family and Medical Leave Program, the findings indicate a pressing need for reforms that not only enhance awareness but also expand access and improve benefits to better meet the needs of all workers.
