Minnesota’s Paid Leave Program goes into effect January 1, 2026, providing paid medical and family leave to nearly all working Minnesotans.
The Arthur Chapman Employment Law Team is here to help your organization prepare for compliance and answer your questions about how the new law will affect your workforce.
__________________________________________________________________________________
What Employers Need to Know
Eligibility and Reasons for Leave
Paid leave is available for an employee’s own serious health condition (including pregnancy, childbirth, recovery from childbirth, mental health, physical illness, injury, or substance use disorder), and for family-related reasons, including:
- Caring for a newborn, newly adopted, or foster child
- Caring for a family member with a serious health condition
- Military family leave
- Safety leave (domestic violence, stalking, or sexual assault)
Duration of Leave
Employees may take:
- Up to 12 weeks of medical leave, and
- Up to 12 weeks of family leave per year, with a combined maximum of 20 weeks if both types apply.
Employers may require that Minnesota Paid Leave run concurrently with FMLA, Minnesota Parenting and Pregnancy Leave, and other leaves and benefits when applicable. Paid leave may be taken intermittently.
__________________________________________________________________________________
Job Protection and Benefits
Employees who have worked at least 90 days must be reinstated to the same or an equivalent position after leave.
During leave, employers must continue paying their share of health insurance premiums, and employees are protected from retaliation for taking paid leave.
__________________________________________________________________________________
Employer Responsibilities
Premiums and Contributions
- Employers submit quarterly wage detail reports via the state unemployment insurance portal beginning October 31, 2024.
- Employers will collect and remit premiums via the state unemployment insurance portal.
- Payroll deductions may begin January 1, 2026.
- Employer premium payments begin April 30, 2026.
- Premium contributions may be deducted as an excise tax.
Administration
Employers must:
- Designate one or more Paid Leave Administrator(s).
- Create an account at paidleave.mn.gov to review leave applications and determinations, apply for small employer assistance grants, and take other actions for the plan.
Equivalent Plans
Employers may offer a self-insured or carrier-provided plan offering benefits equal to or greater than the state program.
Equivalent plans must:
- Provide the same job protections.
- Cost employees no more than the state plan.
- Still submit quarterly wage reports and comply with notice requirements.
- Be approved by the State. Employers may find more information at Equivalent plans for Paid Leave | Minnesota Paid Leave.
Notice Requirements
- By December 1, 2025, employers must post the state’s paid leave notice in the workplace.
- Within 30 days of hire, employers must provide written notice of employees’ rights and benefits.
- Employers may access required posters and sample forms on the Minnesota Department of Labor and Industry website.
- A sample notice form is available here.
__________________________________________________________________________________
How Arthur Chapman Can Help
Our Employment Law Team can assist with:
- Drafting compliant paid leave policies
- Evaluating equivalent plan options
- Preparing required employee notices and internal procedures
* * *
Contact our Employment Law Practice Group to ensure your organization is ready for Minnesota Paid Leave compliance.
