Starting January 1, 2026, Minnesota workers have new protections when they need time off for health or family care. However, your employer may not follow the law. If you’ve been denied leave, punished for requesting time off, or fired after taking Paid Leave, you have legal options. Contact a Minnesota paid leave lawyer from Wanta Thome to schedule a free case evaluation, with no fees required unless we win.
Minnesota Paid Family and Medical Leave (PFML)—often called “Minnesota Paid Leave” or “MN PFML”—is a state-run insurance program that provides eligible workers with partial wage replacement when they need time away from work for qualifying health or family reasons. The program launched on January 1, 2026, making Minnesota the 13th state with a mandatory paid leave program.
Unlike the federal Family and Medical Leave Act (FMLA), which only provides unpaid leave for larger employers, Minnesota Paid Leave covers almost all employers regardless of size, provides paid benefits, and offers broader protections. During your free consultation, our Minnesota attorneys can further explain the difference between the FMLA and PFML and how paid leave is affected.
| Feature | Details |
| Effective Date | January 1, 2026 |
| Medical Leave | Up to 12 weeks for your own serious health condition |
| Family Leave | Up to 12 weeks for bonding, caregiving, military, or safety reasons |
| Combined Maximum | 20 weeks total per benefit year |
| Wage Replacement | 55% to 90% of regular wages (max $1,423/week) |
| Employer Coverage | All employers, regardless of size |
| Premium Cost | 0.88% of wages split between employer and employee |
| Job Protection | Guaranteed after 90 days of employment |
You may be eligible for Paid Leave benefits if you need time off for:
It is important to note that “family member” is defined broadly under Minnesota Paid Leave, and includes spouses, children, parents, grandparents, grandchildren, siblings, in-laws, and even individuals who have a personal relationship with you that creates an expectation of care. If you have questions about who qualifies as your family member, schedule a free case evaluation with our Minnesota paid leave attorneys.
To qualify for Paid Leave benefits, you must meet these requirements:
If you’ve worked for your employer for at least 90 days, you have job protection, or the right to return to your same position (or an equivalent one) after your leave. Your Minnesota employer must also continue your health insurance coverage during your leave, and our paid leave attorneys could help you understand your legal options if they fail to do so.
Paid Leave provides partial wage replacement based on a tiered formula. Lower-wage workers receive a higher percentage of their regular pay:
| Your Weekly Wage | Replacement Rate |
| $0 – $711.50 (up to 50% of state average) | 90% of wages |
| $711.50 – $1,423 (50% to 100% of state average) | 66% of wages in this tier |
| Above $1,423 (over state average) | 55% of wages in this tier |
The maximum weekly benefit is $1,423 per week (the state’s average weekly wage in 2026). For example, if you earn $1,000 per week, you would receive: 90% of the first $711.50 ($640.35) + 66% of the remaining $288.50 ($190.41) = approximately $830 per week in benefits. A Minnesota lawyer from our firm can help calculate your paid leave during an initial consultation.
The law is clear: employers cannot retaliate against employees who request or take Paid Leave. But many employers ignore these protections—sometimes deliberately, sometimes through carelessness. Common paid leave violations our attorneys in Minnesota have handled include:
If any of these happened to you, your employer may have broken the law.
When employers violate Paid Leave laws, the costs to employees are significant, often including lost wages during what should have been protected leave, lost future earnings from wrongful termination, medical bills that pile up without insurance coverage, and the stress of job uncertainty during a health crisis or family emergency.
Employees who experience these violations may be entitled to recover back pay, front pay (future lost wages), benefits, and in some cases, additional damages. Our lawyers have recovered millions for Minnesota employees facing paid leave violations and retaliation, and we will evaluate your case for free.
Many employees confuse Minnesota Paid Leave with the federal Family and Medical Leave Act (FMLA). While both provide job-protected leave, they differ significantly:
| Feature | MN Paid Leave | Federal FMLA |
| Paid Benefits | Yes (55-90% wages) | No (unpaid) |
| Employer Size | All employers | 50+ employees |
| Employee Tenure | No minimum | 12 months, 1,250 hrs |
| Safety Leave | Yes | No |
| Family Definition | Broad (includes close relationships) | Limited (spouse, parent, child) |
Minnesota Paid Leave can run concurrently with FMLA, meaning if you qualify for both, the leave periods overlap rather than stack. However, Minnesota Paid Leave provides broader coverage—protecting workers at small employers and providing paid benefits that FMLA doesn’t. Understanding the differences between FMLA and Minnesota Paid Leave can be difficult without legal guidance, making it critical to schedule a free case evaluation with our team at Wanta Thome.
If you believe your employer has violated Minnesota Paid Leave laws, take these steps:
When you’ve been wronged by your employer, you need paid leave attorneys who understand Minnesota employment law, know how to build cases that win, and will fight for every dollar you deserve.
Our attorneys have earned national recognition for employment law results. We’ve recovered over $12 million for clients facing discrimination, retaliation, and leave violations. When employers know you’re represented by trial-ready counsel, settlement offers improve.
Our Wanta Thome Resolution Method is designed to accelerate outcomes. Through early damages analysis, strategic pressure points, and efficient negotiation, we typically resolve cases in 60-90 days—without sacrificing settlement value. You get results faster.
No legal jargon. No surprises. We explain your case in plain English, keep you informed at every milestone, and give you honest assessments—even when the news isn’t what you want to hear. Our clients know exactly where their case stands, always.
The program launched on January 1, 2026. Employees can apply for benefits as of that date. Employers began payroll deductions (0.44% of wages for employees) starting January 1, 2026.
If you meet eligibility requirements and have a qualifying reason, your employer cannot deny your leave. The Minnesota Department of Employment and Economic Development (DEED) determines eligibility—not your employer. If your employer interferes with or denies your application, they may be violating the law.
No. Minnesota law prohibits employers from retaliating against employees who request or take Paid Leave. This includes termination, demotion, reduced hours, negative performance reviews, or any other adverse action. If you’ve been fired or punished after taking leave, you may have a retaliation claim that our Minnesota paid leave attorneys could help you pursue.
No. Employers cannot require you to exhaust your accrued PTO, vacation, or Earned Sick and Safe Time before or during Paid Leave. However, you may choose to use PTO to “top off” your Paid Leave benefits up to your normal wages.
Minnesota Paid Leave covers all employers regardless of size—unlike FMLA, which only applies to employers with 50+ employees. If you work for a small business in Minnesota, you have the same Paid Leave rights as employees at large corporations.
If you’ve been denied leave, punished for taking time off for your health or family, or fired after requesting Paid Leave, you don’t have to accept it. Minnesota law protects you—and we enforce that protection.
Free consultation. No fees unless we win. Contact our Minnesota paid leave lawyers at Wanta Thome Employment Lawyers to hold your employer accountable under the law.