Blog: Minnesota’s New Paid Leave Law: What Workers & Employers Must Know

By: Alex R. Flaten

INTRODUCTION

On January 1, 2026, Minnesota’s Paid Leave Law–codified in Minnesota Statutes, Chapter 268B–goes into effect. This law establishes a statewide Paid Family and Medical Leave program, offering eligible workers partial wage replacement and job-protected leave for qualifying life events.

HOW MUCH LEAVE & BENEFITS WORKERS CAN GET?

Under the new Minnesota Statute 268B.04

• Eligible employees may receive up to 12 weeks of paid medical leave and up to 12 weeks of paid family leave in a given benefit year.

• If an employee needs both family and medical leave in the same benefit year, they can receive up to a combined total of 20 weeks of leave.

A “benefit year" generally covers a rolling 52-week period starting on the employee’s first day of leave.

WHO IS ELIGIBLE – AND WHO IS NOT

Covered individuals

Under Minnesota Statutes 268B, a worker may be eligible for paid leave benefits if they meet both location and earnings requirements.

• First, the individual must have a Minnesota connection.

• A covered individual is someone who works in Minnesota or resides in Minnesota and is classified as a covered worker under Minn. Stat. § 268B.06.

• Second, the individual must meet financial eligibility requirements.

• To qualify, the worker must have earned at least the minimum required wages during a defined “base period.” The base period is used to determine whether the individual has sufficient recent earnings to qualify for benefits and to calculate the amount of wage replacement they may receive.

Simply put, eligibility depends on where the person works or lives and whether they earned enough wages in the relevant time period.

Who is not automatically covered

• Federal employees

• Tribal Nation employees

• Self-employed workers and independent contractors

• Seasonal workers

• Postal employees

• Railroad employees

WHAT EVENTS QUALIFY FOR PAID LEAVE?

The law allows paid leave for various qualifying life events. Under Minnesota Statute 268B.06, an applicant may be eligible for benefits if they are unable to work because of

• A serious health condition.

• Family care for a family member with a serious health condition.

• Bonding with a new child after birth, adoption, or placement.

• Qualifying military exigency.

• Safety leave related to domestic violence, sexual assault, stalking, or similar circumstances.

(This is a summary of qualifying reasons; the statute defines terms in detail.)

Additionally, the law generally requires that the leave be associated with a single qualifying event of at least seven days, though bonding leave is exempt from this rule.

EMPLOYER CONDUCT & PENALTIES – MINN. STAT. § 268B.19

Section 268B.19 addresses employer responsibilities and penalties for misconduct related to the paid leave program, emphasizing compliance with benefit administration and reporting obligations. (Note: Specific language is detailed in the statute.)

SMALL EMPLOYER ASSISTANCE GRANTS – MINN. STAT. § 268B.29

Section 268B.29 authorizes small employer assistance grants to support smaller businesses in adapting to the new Paid Leave requirements. This can provide financial help and help ease implementation burdens.

HOW JENNRICH LAW CAN HELP!

The Minnesota Paid Leave Law represents a significant shift in employee rights and employer obligations. At Jennrich Law, we can support both employers and employees by

• Advising employees on how to apply for benefits, understand eligibility, and protect their rights under the law.

• Helping employers interpret compliance requirements, develop internal policies, and prepare for administrative changes.

• Assisting with disputes or denials, including appeals, and representing clients before the Minnesota Department of Employment and Economic Development.

If you have questions about whether this new law affects you or your business, contact Jennrich Law for a consultation and tailored legal guidance.