Background

Starting January 1, 2026, Minnesota will provide job-protected paid family and medical leave (“PFML”) for employees’ own health needs and to care for others. Eligible employees may take up to 12 weeks of leave per benefit year or up to 20 weeks total if they qualify for both family and medical leave. The Minnesota Department of Employment and Economic Development (“DEED”) administers the program, and it is funded through payroll premiums split between employers and employees.

Employers must submit the first premium payment by April 30, 2026, through Minnesota’s Unemployment Insurance (“UI”) system, covering wages paid from January 1 to March 31.   Employers may deduct up to 50% of the premium from employee pay.  DEED has published helpful resources, including an Employer Resource Kit, here. 

Now – Set Up Employer Account and Designate a Paid Leave Administrator

Employers with at least one Minnesota employee must register at uimn.org. If employees are already covered under Minnesota’s UI system, the account has automatically converted to a joint UI and PFML account.

Each employer must also designate at least one Paid Leave Administrator who, among other things, reviews leave applications, accesses determinations, and retrieves tax information. Employers can find a step-by-step guide to designating a Paid Leave Administrator and setting up the Paid Leave Administrator Account here.

By November 15th – Submit Equivalent Plan Substitution Requests 

Employers are permitted to meet PFML obligations by offering an equivalent plan to employees that meets or exceeds the state’s coverage in duration, benefit amount, eligibility, and job protections. 

Equivalent plans must not cost employees more than the state plan. There are two types of PFML equivalent plans:

• Insurance carrier plans – A plan sold by private insurers; and
• Self-insured plans – An employer-managed plan secured by a surety bond.

An equivalent plan can cover both family and medical leave or only one leave type. Employers that offer an equivalent plan for only one leave type must pay premiums and participate in the Minnesota PFML program to provide coverage for the other leave type.

DEED and the Minnesota Department of Commerce review equivalent plan substitution applications on a rolling basis, so employers can submit a request at any time. Employers can find more information about equivalent plan substitutions here.

By December 1st – Notice and Posting Deadline 

By December 1, 2025, employers must:

• Notify employees individually in their primary language about PFML rights and benefits. Employees must acknowledge receipt, which can be done in writing or electronically. Employers must also document employee refusals to acknowledge receipt, including the employer's notification method.
• Post the official PFML workplace poster in a conspicuous location in English and any language spoken by at least five employees at the worksite.  There are two types of posters - standard posters for the state plan and an equivalent plan poster that employers can customize.

Employers can find sample notices and workplace posters here.

Unlike other jurisdictions with PFML mandates, Minnesota does not require annual or event-based notices, but employers may choose to provide them to align with multi-state compliance practices.

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