Minnesota Paid Leave: How to Apply for Benefits in 2026
Minnesota's paid family and medical leave program is live. As of January 1, 2026, workers across the state can file claims for paid time off to recover from a serious health condition, bond with a new child, or care for a family member. With up to 20 combined weeks of benefits and a maximum of $1,423 per week, this is one of the most generous state-level programs in the country.
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What Minnesota Paid Leave Covers
Minnesota's program covers two broad categories: medical leave (for your own health) and family leave (for caregiving, bonding, and safety). The law spells out six qualifying reasons for taking paid leave under Chapter 268B.
- Your own serious health condition: any illness, injury, impairment, or physical or mental condition that requires inpatient care or continuing treatment, including recovery from surgery, chronic conditions, and mental health treatment
- Pregnancy and prenatal care: medical appointments, pregnancy-related complications, and postpartum recovery, including complications that arise before or after delivery
- Bonding with a new child: after the birth, adoption, or foster placement of a child, available to both parents within 12 months of the child's arrival
- Care for a family member with a serious health condition: when a spouse, child, parent, sibling, grandparent, grandchild, or other qualifying family member needs your care during a serious health condition
- Safety leave: if you or a family member is affected by domestic violence, sexual assault, or stalking, you can take leave to seek safety, obtain legal help, or attend to related needs
- Qualifying military exigency: when a family member's active-duty deployment creates an urgent need for you to handle related affairs
This is broader than FMLA in several ways. Federal FMLA does not cover safety leave at all, and it limits the definition of family member to a much narrower group. Minnesota's law also does not require a minimum employer size, which means workers at small businesses are covered too.
Who Qualifies for Minnesota Paid Leave
The eligibility requirements are designed to cover most working Minnesotans, including part-time employees, seasonal workers, and people who are self-employed. You do not need to work for a large employer, and there is no minimum hours-per-week requirement.
Earnings threshold
You must have earned at least 5.3% of the state average annual wage during your base period. For 2026, that works out to approximately $3,900. Your base period is generally the first four of the last five completed calendar quarters before your claim.
Minnesota work or residency
You must work at least 50% of your time from a Minnesota location, or live in Minnesota at least 50% of the time. Remote workers who live in Minnesota and work for out-of-state employers are covered.
All worker types
The program covers employees, part-time workers, and seasonal staff by default. Self-employed individuals can opt in. Independent contractors may also qualify depending on how their work arrangement is classified under Minnesota law.
Not sure whether you meet the earnings threshold? Use our free rights check tool to walk through the eligibility factors for Minnesota paid leave, FMLA, and other protections that may apply to your situation.
How Much You'll Receive
Minnesota does not replace 100% of your wages for most workers. Instead, it uses a tiered formula that replaces a higher percentage of lower wages and a smaller percentage of higher wages. The goal is to make the benefit meaningful for workers who can least afford to go without a paycheck.
Here is how the formula works for 2026, based on the state average weekly wage (SAWW) of $1,423:
Tier 1: Up to 50% of SAWW (up to ~$711.50/week)
You receive 90% of your average weekly wage in this range. If you earn $600 per week, your benefit from this tier alone would be $540.
Tier 2: Between 50% and 100% of SAWW (~$711.50 to ~$1,423/week)
You receive 66% of the portion of your wages in this range. If you earn $1,200 per week, the portion in this tier ($1,200 minus $711.50 = $488.50) would generate an additional $322.41.
Tier 3: Above 100% of SAWW (above ~$1,423/week)
You receive 55% of the portion of your wages above this threshold. The maximum weekly benefit is capped at $1,423 per week regardless of how much you earn.
The maximum benefit of $1,423 per week is tied to 100% of the SAWW and will adjust annually. There is no waiting week under Minnesota's program. The "initial paid week" is payable, meaning your benefits start from day one of your approved leave.
How Long You Can Take Leave
Minnesota's program provides two separate pools of leave that can be used independently or combined:
- Medical leave: up to 12 weeks per benefit year for your own serious health condition, including pregnancy
- Family leave: up to 12 weeks per benefit year for bonding, family care, safety leave, or military exigency
- Combined maximum: up to 20 weeks total in a 52-week benefit year if you use both types
That 20-week combined cap is one of the most generous in the country. For comparison, federal FMLA provides only 12 weeks total (and it is unpaid). States like Washington and Oregon cap their combined leave at 16 to 18 weeks.
Consider a practical example: a worker who has a complicated pregnancy could use 12 weeks of medical leave for the health condition itself, then take an additional 8 weeks of family leave to bond with the newborn, for a total of 20 paid weeks.
Job Protection Under Minnesota Law
Paid benefits do not mean much if you lose your job while using them. Minnesota Statutes § 268B.09 requires your employer to reinstate you to the same position you held before your leave, or to an equivalent position with equal pay, benefits, and terms of employment. This applies regardless of your employer's size.
The anti-retaliation provisions in § 268B.12 go further than many state programs. Your employer cannot fire, demote, discipline, reduce hours, or take any other adverse action against you for requesting or taking paid leave. The law spells out specific penalties:
- Civil penalties: $1,000 to $10,000 per violation, enforced by the Minnesota Attorney General's Office
- Employee remedies: you may recover actual damages, interest, liquidated damages, and equitable relief (such as reinstatement)
- Investigation authority: the Attorney General can investigate complaints of retaliation and employer non-compliance
It is worth noting that Minnesota's job protection under 268B applies to all covered employers. Federal FMLA only provides job protection for employers with 50 or more employees. If you work for a small business, Minnesota's law may be the only job-protection guarantee available to you.
How to Apply for Benefits
The application process runs through the state's online portal. Here is what to expect at each step.
Visit pl.mn.gov (the state's paid leave portal) and create an account. You will need basic personal information including your Social Security number and employment details. If you prefer phone assistance, call 651-556-0777 (Twin Cities metro) or 844-556-0444 (toll-free).
You can apply up to 60 days before your anticipated leave start date. Select the type of leave you need (medical or family) and provide the qualifying reason. The system will ask for your employer's information and details about your expected leave dates.
For medical leave or family care leave, your healthcare provider will need to certify your condition or your family member's condition. For bonding leave, you will provide documentation of the birth, adoption, or foster placement. For safety leave, documentation may include a protective order, police report, or a signed statement.
While the state will notify your employer once a claim is filed, it is good practice to give your employer advance notice when your leave is foreseeable. This helps protect your reinstatement rights and keeps the process smooth. Our letter templates include a Minnesota-specific leave notification letter you can adapt.
Once approved, benefits are paid on a weekly basis. There is no waiting week, so your first week of leave is payable. Benefits are deposited directly or mailed, depending on your payment preference. Keep your contact information updated in the portal and respond promptly to any requests for additional documentation.
What Employers Need to Know
If you run a business in Minnesota or manage employees there, the paid leave program creates specific obligations. Understanding these requirements now will help you avoid penalties and keep your workforce informed.
Premium contributions. The total premium rate for 2026 is 0.88% of each employee's wages, split between a medical leave component (0.61%) and a family leave component (0.27%). Employers must pay at least 50% of the total premium. The remaining portion can be deducted from employee wages. Wages are capped at the OASDI taxable maximum ($185,000 for 2026). The 2025 amendments (SF 17) reduced the maximum allowable premium cap from 1.2% to 1.1%.
First quarterly payment. The first quarterly premium payment is due April 30, 2026, covering wages paid during the first quarter (January through March). Payroll deductions began January 1, 2026.
Notice requirements. Employers were required to post a workplace notice and provide individual written notice to each employee by December 1, 2025. If you have not yet provided notice, do so immediately. The Department of Employment and Economic Development provides template notices on its website.
Private plan alternative. Employers may apply to use a private plan instead of the state program, provided the plan meets or exceeds the benefits required by Chapter 268B. Private plans must be approved by the state and are subject to ongoing compliance reviews.
Frequently Asked Questions
Benefits under Minnesota Statutes Chapter 268B became payable on January 1, 2026, the same date payroll premium deductions began. You can submit a claim through pl.mn.gov as soon as you have a qualifying reason for leave.
It depends on your wages. The benefit uses a tiered formula: 90% of your average weekly wage up to 50% of the state average ($711.50), then 66% of the next portion up to 100% of the state average, then 55% of anything above that. The maximum weekly benefit for 2026 is $1,423.
Yes. You can take up to 12 weeks of medical leave and up to 12 weeks of family leave in a single benefit year. The combined total cannot exceed 20 weeks in a 52-week benefit year. This is one of the highest combined caps of any state program.
No. There is no minimum hours requirement. You need to have earned approximately $3,900 during your base period and either work at least 50% of your time from a Minnesota location or live in Minnesota at least 50% of the time. Part-time, seasonal, and self-employed workers (who opt in) can all qualify.
No. Minnesota Statutes § 268B.09 requires reinstatement to the same or an equivalent position, and § 268B.12 prohibits retaliation. Violations carry penalties of $1,000 to $10,000 per occurrence, and employees may recover actual damages, interest, and liquidated damages.
Check If You're Eligible
Our free rights check tool walks you through the eligibility requirements for Minnesota paid leave, FMLA, and other workplace protections in just a few minutes.
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