The stage for professionals has changed when the new year began. On January 1, 2026, the Minnesota Paid Leave (MPL) law took effect. Understanding how this affects you is essential, especially if anything urgent happens with your family.
A new standard for paid support
While the federal Family and Medical Leave Act (FMLA) has long offered job protection, it often fell short by being unpaid. The new Minnesota law expands your rights as an employee beyond FMLA. Here are a few key details worth noting:
- Broad coverage: Covers all employers, except the federal government and tribal entities
- Eligibility: Qualifies employees if they have been working in Minnesota at least 50% of the year and earned at least $3,900 during their base period
- Partial wage replacement: Offers wage replacement from 55% to 90% of their regular wages while on leave, capped at $1,423 weekly
- Leave duration: Allows 12 weeks for family leave and 12 weeks for medical leave, with a combined maximum of 20 weeks per benefit year
Moreover, the law prohibits retaliation. If you have been working for at least 90 days from your date of hire, your employer must allow you to resume your role or offer an equivalent position upon your return.
Protecting your career and income
You can file an MPL for medical or family care that requires you to leave work for at least seven days, which do not have to be consecutive. Bonding leave, on the other hand, is exempt from this rule.
If you plan to use MPL, it is imperative to familiarize yourself with your organization’s notification policies and requirements. Every workplace policy on FMLA and MPL differs. Consider consulting an employment attorney to ensure your employer truly honors your rights.