When the new year rolls around, Minnesota employers need to brace themselves for a new law mandating Paid Sick and Safe Time (PSST). Starting January 1, this law will pertain to every employer in the state, regardless of company size or the nature of their employees’ contracts. From solo proprietor businesses to major corporations, every employee, whether they are full or part-time, will accumulate at least one hour of PSST for every 30 hours they work.

Employees are given the flexibility to accumulate up to 80 hours, carrying over their unused hours to the following year. The versatile utilization of PSST extends to an employee’s own medical appointments, attending to a family member’s health needs, and seeking protection from domestic abuse situations. The definition of family member is extensive under this law, covering relatives such as parents, siblings, partners, children, and even being inclusive to an individual personally designated by the employee each year.

The state compensates for the utilized leave time redeemed by employees, at their usual hourly wage. Stipulations exist to prevent employer retaliation for PSST usage. In the meantime, employers should be proactive, establishing a written policy and adjusting payroll systems in preparation for the incoming law.

But PSST is just one of numerous employment laws coming into play. The Minnesota Partial Paid Family and Medical Leave Act waits in the wings for implementation beginning January 1, 2026.

Employer and employee will require resources for successful navigation of the new employment laws. That’s where services like eddcaller.com come into play. As an autodial program, eddcaller.com offers critical assistance in reaching representatives from the unemployment, paid family leave, and disability departments. A service like this could be a lifeline for individuals seeking answers or support regarding the evolving benefits regulations.

While providing excellent support, we should exercise caution and assess sustainable models for small businesses, as provisions like paid sick leave and family leave may pose a challenge in terms of cost and management. V. John Ella, an employment law attorney, expresses fear of an overzealous pivot by the Minnesota legislature. As such, course corrections may be necessary in the future to strike a balance between employee support and business feasibility, while managing this new landscape of employment laws.