Minnesota Paid Leave

Minnesota's Paid Leave program (Minnesota Statutes, Chapter 268B) provides eligible workers with up to 12 weeks of paid family leave and up to 12 weeks of paid medical leave (up to 20 weeks combined in a benefit year). Covered reasons include the worker's own serious health condition, caring for a family member with a serious health condition, bonding with a new child within one year of birth, adoption, or foster placement, safety leave related to domestic abuse, stalking, or sexual assault, and qualifying military needs. Benefits have been payable since January 1, 2026.

The program covers virtually all Minnesota workers, including public sector employees and domestic workers. Self-employed workers may opt in. Eligibility requires having earned at least 5.3% of the state average annual wage (approximately $3,900) during the base period (the first 4 of the last 5 completed calendar quarters, or the 4 most recently completed quarters). Except for bonding leave, the qualifying event must have a duration of at least 7 calendar days.

Benefits use a tiered formula: 90% of wages up to 50% of the state average weekly wage, 66% of wages between 50% and 100% of the SAWW, and 55% of wages above 100%. The maximum weekly benefit for 2026 is $1,423 per week (equal to 100% of the statewide average weekly wage). There is no unpaid waiting period. The premium rate is 0.88% of wages (0.61% medical, 0.27% family), split between employer and employee. The premium is capped at 1.1% for 2027 and beyond. Employers with 30 or fewer employees earning up to 150% of the state average weekly wage pay a reduced rate.

Minnesota defines "family member" broadly: child, son-in-law or daughter-in-law, parent, legal guardian, parent-in-law, sibling, grandparent, grandparent-in-law, grandchild, spouse, domestic partner, and any individual with whom the worker has a relationship creating an expectation and reliance for care.

Job protection is a key feature under § 268B.09: workers who have been employed at least 90 days before their leave begins are entitled to reinstatement to the same or equivalent position with equivalent benefits, pay, and other terms of employment. Your employer must continue your health insurance coverage during paid leave. Anti-retaliation provisions in § 268B.12 carry penalties of $1,000 to $10,000 per violation. Employers may apply for approval of private plans that provide equivalent benefits instead of using the state fund.

Minnesota also provides exceptionally strong anti-discrimination protections through the Minnesota Human Rights Act (MHRA), which prohibits disability discrimination, including mental health conditions, for employers with 1 or more employees. This is one of the broadest thresholds in the nation. The Minnesota Department of Human Rights investigates complaints. Minnesota's mental health parity law ensures equal insurance coverage for mental health services.