How does Minnesota Paid Leave (MN PFML) work?

Quick answer
MN PFML, effective January 1, 2026, applies to almost all Minnesota employers with at least one qualifying employee. Eligible employees can receive up to 20 weeks of partial wage replacement per year, split between medical leave and family leave (up to 12 weeks each, capped at 20 total), plus job protection if they've worked at least 90 days.

Who this applies to / Prerequisites

• For wage replacement: employees must work in Minnesota at least 50% of the time and must have earned at least 5.3% of the state's average annual wage during the base period. For 2026, this is $3,900.
• For job and benefit protection: employees must also have worked at least 90 days at their current employer prior to the start of leave.

Key facts

1. Medical Leave: Up to 12 weeks for the employee's own serious health condition, including pregnancy and/or childbirth.
2. Family Leave: Up to 12 weeks to care for a family member with a serious health condition, including pregnancy; for the birth of a child and bonding within a year of birth; for the placement of a child for adoption or foster care and bonding within a year of placement; for a qualifying military exigency; or for certain reasons related to domestic violence, sexual assault, or stalking.
3. Employees can use up to 12 weeks of medical leave and up to 12 weeks of family leave, but total combined leave is capped at 20 weeks.
4. MN PFML defines "family member" broadly: a spouse, domestic partner, child, parent, sibling, grandparent, grandchild, in-laws, or anyone close to the employee who depends on them like family, even without a blood relationship.
5. Employees receive 55%–90% of their wages based on earnings, capped at the state's average weekly wage for that year. For claims with benefit years starting on or after January 1, 2026, the maximum weekly benefit is $1,423. The Minnesota Department of Employment and Economic Development (DEED) updates the state average weekly wage annually.
6. The program is funded through premiums from both employers and employees, unless the employer covers the employee's portion, with some exceptions for smaller employers.
7. Employers using the state plan have Minnesota pay employees directly by direct deposit or debit card; employers using a private plan pay through an insurance carrier or directly. Employees apply directly to the state for benefits unless their employer has a private plan.
8. There is no waiting period for MN PFML.
9. Leave can be used intermittently if needed, including for new child bonding. Employers must allow up to 480 hours of intermittent leave; beyond that (up to the 20-week total), employers can require continuous use or choose to continue allowing intermittent use.
10. MN PFML runs concurrently with federal FMLA and MN PLA when applicable.

What if it doesn't work

• I'm not sure if I meet the wage threshold: Check your base period earnings against the current threshold ($3,900 for 2026), or contact your Leave Success Manager.
• I need more than 480 hours of intermittent leave: Your employer can require the remainder to be used continuously, or may choose to allow continued intermittent use — contact your Leave Success Manager for guidance.
• If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

• Medical and family leave are each capped at 12 weeks, with a combined 20-week annual maximum.
• The wage threshold and maximum weekly benefit figures above are current as noted and may change annually.
• Beyond 480 hours of intermittent leave, employers may require continuous use for the remainder.

Related questions

• How does the Minnesota Parental Leave Act (MN PLA) work?
• What other Minnesota leave laws does Tilt support?