CSU’s FAMLI Program

The details on this page will help you navigate the CSU FAMLI process for leave that begins before December 31, 2025. If your leave starts after January 1, 2026, please visit the 2026 FAMLI information page instead. Do not apply through the State of Colorado.

The University has received approval from the state of Colorado to operate its own self-funded private FAMLI plan in lieu of participation in the state’s FAMLI plan.

Beginning January 1, 2026, CSU will transition to Sunlife for administering FAMLI, FMLA, and Parental Leave. Employees will apply directly through Sunlife for leave beginning after January 1, 2026. 

This information applies only to leave that begins on or before December 31, 2025, even if the absence continues into 2026. For these cases, employees should continue to follow the current CSU process. Applications are submitted to CSU as usual, and CSU will review eligibility, process the claim, and issue payment.

CSU’s FAMLI plan provides for a portion of an employee’s weekly salary for up to 12 weeks of leave per year to care for themselves or a family member. Employees are eligible to apply for FAMLI upon employment, and receive job-protection through FAMLI after 180 days.

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Apply for FAMLI through CSU Human Resources

Transition to Sun Life (Effective January 1, 2026)

Where do I apply if my leave begins before December 31, 2025?

Any leave that begins prior to December 31, 2025 will be applied for, processed, and paid through CSU Human Resources. CSU will handle all forms, documentation, decisions, and payments for these claims.

My leave started in 2025 but continues into 2026, where do I apply?

If any portion of your leave begins on or before December 31, 2025, the claim must be submitted through CSU, even if your application date or part of your leave falls in 2026.

What happens with claims that start after January 1, 2026?

Any leave that begins on or after January 1, 2026 will be applied for, processed, and paid through Sun Life. Sun Life also handles all forms, documentation, decisions, and payments for these claims.

How can I apply for FAMLI through CSU?

Employees can start a claim:

You must also continue to report your hours weekly to Human Resources if you are using FAMLI intermittently.

What if I have a new FAMLI claim after my first one ends?

Any subsequent claims filed for leave starting on or after January 1, 2026 will be submitted through Sun Life.

Does the transition change FAMLI rules or eligibility?

No. The plan rules, qualifying reasons, benefit structure, and employee rights remain the same.

Applying for CSU FAMLI through CSU

Do I apply for Family Medical Leave (FML) at the same time as FAMLI?

Yes. FML (federal job protection) will be reviewed at the same time as your FAMLI application, if you meet FML eligibility requirements.

What documentation is required for FAMLI and FML?

Certification depends on the qualifying reason and typically includes medical or supporting documentation. Links are noted above and are included in the CSU application.

Do I need to stay in communication with my department during the leave process?

Yes. You should keep your department (manager or Absence Partner) informed about your leave plans and expected timelines. This helps ensure scheduling, coverage, and pay coordination are handled correctly. Employees should not initiate a claim without first notifying their department and following CSU’s leave steps.

How much notice should I give to my department?

Employees should give notice as soon as they become aware of the need for leave. Advance notice helps avoid pay disruption and ensures timely review.

Pay, Benefits and Payroll Coordination

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How much will my FAMLI benefits be?

FAMLI benefits are based on a sliding scale, up to a weekly maximum of $1,381.45 (as of 7/1/25). 

FAMLI uses a base period of the first four of the last five completed calendar quarters immediately preceding the first day of the employee’s benefit year, in relation to the average weekly wage for the State of Colorado.

Employees receive 90% of their average weekly wage up to 50% of the state’s average weekly wage, and 50% of any remaining wages above that amount, up to the weekly maximum. The state’s average weekly wage is updated annually.

When will I receive FAMLI payments from CSU?

Once HR receives your completed claim and documentation, CSU will issue FAMLI wage replacement every two weeks, based on the date the claim is finalized.

Any sick or annual leave you use to supplement FAMLI pay will follow your regular payroll schedule – bi-weekly or monthly, depending on your position.

Can I “top off” FAMLI with accrued leave?

Yes. FAMLI benefits can be supplemented with accrued leave to bring your income closer to your regular pay. 

Top-off income is subject to taxation, along with benefit premiums and retirement contributions.

Holidays or well-being days cannot be used as top-off.

How does FAMLI affect my regular CSU pay?

FAMLI benefits are partial income replacement and is not in addition to regular pay. 

When FAMLI LWOP is entered into Oracle, it stops regular CSU pay for the period of leave. Timely submission of forms helps minimize any pay gaps and decreases the possibility of an overpayment. Entry will be made in Workday after January 1.

Does FAMLI pay replace holiday or university break pay?

  • If you’re on continuous leave, each day counts as FAMLI and you will receive FAMLI income replacement, including weeks with holidays or university breaks.

  • If you’re taking FAMLI intermittently, holidays or breaks do not count as FAMLI time, and you will not receive FAMLI wage replacement for those days.

Eligibility & Plan Rules

Who is eligible for FAMLI?

All CSU employees who reside in Colorado, are eligible to apply for FAMLI benefits. Employees are eligible for FAMLI payments on day one of employment and employees receive job-protection through FAMLI after 180 days of employment. 

FAMLI leave only applies to in-state employees. Out-of-state employees do not pay the premium deduction and must use their state’s family medical leave policies.

FAMLI provides wage replacement. Job protection comes from FMLA or CSU’s own leave policies, depending on your eligibility.

For what reasons can FAMLI be used?

12 weeks of FAMLI can be used for the following reasons:

  • Care and bonding with a new child after birth, adoption, or foster care placement
  • Serious health condition of the employee
  • Serious health condition of the employee’s family member
  • Arrangements for a family member’s military deployment
  • Address immediate safety needs and impact of domestic violence or sexual assault
  • Child receiving in-patient neonatal care

What is the definition of a family member?

  • FMLA has a narrower definition, limited to a parent, spouse/partner, and children under 18 (or adult children with a permanent disability).
  • FAMLI uses a broader definition that includes children, parents, spouses, domestic partners, grandparents, grandchildren, siblings, and individuals with close, family-like relationships.

Can I apply for CSU FAMLI if I am not in paid employment status?

Employees on 12-month contracts may apply for FAMLI at any point during the year. Employees on 9-month contracts, can only apply when they are in a paid contract period. FAMLI benefits cannot begin during summer months or any other period when a 9-month employee is not in active, paid status.

Does FAMLI run concurrently with other CSU leave programs?

Yes. FAMLI runs at the same time as other CSU leave programs:

  • FMLA: Provides job protection and runs concurrently when eligibility is met.
  • Parental Leave: Required to run concurrently with FAMLI and FMLA.
  • Short-Term Disability: Coordinates with FAMLI and FMLA for overlapping coverage.
  • Sick and Annual Leave: Can be used to supplement (“top off”) FAMLI benefits.

State Classified Employees

How does Short Term Disability (STD) coordinate with FAMLI?

STD and FAMLI may overlap depending on your situation. FAMLI typically pays first, with STD potentially offsetting benefits depending on eligibility and policy.

How does Paid Family Medical Leave (PFML) apply to CSU’s FAMLI?

A state classified employee may choose to use or not use PFML with FAMLI as determined by the State of Colorado. 

Safe leave allows use of PFML even if FML has already been exhausted. 

CSU's Private Plan

Why does CSU have a private plan?

According to state law, employers can present their own self-funded family leave program that matches or goes beyond the state’s FAMLI program, instead of joining the state insurance program.

The self-funded FAMLI plan is administered by Sun Life. Since FAMLI coverage only partially replaces an employee’s wages, claimants will have the option to use paid sick or annual leave and other types of leave or insurance coverage to bridge the financial gap and must denote as “top off” during the application process.

How is CSU FAMLI funded?

Premiums are calculated and collected through CSU payroll for our self-funded plan.

  • Effective January 1, 2026, the employee share of FAMLI premiums is set at 0.44% of employee wages.
  • Employers with ten or more employees must also contribute an additional 0.44% of wages for a total of 0.88%.
  • CSU may deduct up to 50 percent of the total premium from an employee’s wages, up to the limit established by the FAMLI Division.

Other FAMLI Forms or Resources