New in 2026: Paid Family and Medical Leave Comes to Minnesota

Minnesota’s PFML program is a statewide insurance benefit funded through payroll deductions and employer contributions.  Eligible workers can receive up to 12 weeks of paid leave per year for medical or family-related reasons—and up to 20 total weeks if they qualify for both types.

Covered leave reasons include:

• A serious health condition
• Bonding with a newborn, adopted, or foster child
• Caring for a family member with a serious health condition
• Safety leave related to domestic abuse, sexual assault, or stalking
• Certain military-related events

Minnesota’s PFML program allows up to:

• 12 weeks of medical leave, and
• 12 weeks of family leave,
• with a combined maximum of 20 weeks per benefit year.

• June 16, 2025 – Final PFML rules issued by Minnesota DEED
• Dec 1, 2025 – Employers must begin providing employee notices
• Jan 1, 2026 – Premium deductions begin & PFML benefits become available
• Apr 30, 2026 – First premium remittance due to the state

PFML is funded through a .88% payroll tax. By default, this is split evenly between the employer and the employee (0.44% each), though employers can choose to cover the full amount.

Employers with fewer than 30 employees may qualify for reduced rates. The Minnesota Department of Employment and Economic Development (DEED) will collect premiums through a new employer portal, expected to launch in late 2025.

Generally, employees who are eligible for both PFML and FMLA will typically use them at the same time, not one after the other. This means leave under both programs usually runs concurrently, offering wage replacement (PFML) and job protection (FMLA) during the same period, not extending the total time away. There may be rare exceptions, such as when an employee qualifies for PFML but not yet for FMLA.

1. Prepare payroll systems. Coordinate with your payroll provider to begin deductions on January 1, 2026.
2. Budget accordingly. Plan for the 0.44% employer share—or the full 0.88% if you’re covering the employee portion.
3. Update leave policies. Consider how PFML will coordinate with your existing PTO, disability, and parental leave offerings.
4. Communicate with employees. Required notices must be provided by December 1, 2025, but proactive communication will help avoid confusion.
   
5. Stay tuned. Watch for further updates and employer portal guidance from DEED.

Yes—employers may apply to use a private plan instead of the state program. However, the private plan must provide equal or better benefits and be approved by the state. Applications for private plan exemptions are expected to open in fall 2025.

PFML is a significant shift in how Minnesota supports working families, and for employers, the time to prepare is now. While benefits won’t start until 2026, compliance starts months earlier with notices, deductions, and reporting responsibilities.

If you have a paid leave question, or would like to estimate your premiums, visit the MN.gov/deed/paidleave page for more information.

• http://mn.gov/deed/paidleave/
• https://mn.gov/deed/paidleave/employers/ 
• https://mn.gov/deed/paidleave/employers/faq/