Sep 11, 2025 – A seminar was conducted in Fairmont, providing business owners and payroll professionals an insight into the new Minnesota Paid Leave program. Scheduled to come into effect on Jan. 1, 2026, this state-wide legislation promises paid leave benefits for employees. The benefit is drawn from premiums which are equally shared between the employers and the workforce. Two kinds of paid leaves are available under this law. Employees can avail paid medical leave for a duration of up to 12 weeks for serious medical conditions lasting over seven days, verified by a healthcare or pertinent professional. Paid family leaves of up to 12 weeks are also accessible for employees for reasons such as newborn child bonding, care for a seriously ill family member, military service of a family member, or victimization of domestic violence, sexual assault, or stalking. The law accommodates an aggregate of 20 weeks of leave if the employee is eligible for both medical and family leaves in the same benefit year.

The law applies to most businesses, with exceptions offered to federal government employees, exempt seasonal employees, and railroad employees. Independent contractors, self-employed individuals, and tribal nations can voluntarily opt-in, but the law does not mandate their participation. The law also extends to religious organizations, nonprofits, agriculture employers, and businesses with employed family members. Notably, there are specific breaks for small businesses employing less than 30 personnel and an average annual wage below $110,000, including an opportunity for a $3,000 grant and reduced premium payments. In both cases, the uniqueness of the Minnesota Paid Leave program is that only Minnesota employees are eligible, either working more than a half-year inside the state or living in Minnesota without spending a majority of their work time in another state.

The implementation of the law demands that businesses notify their employees by the Dec. 1 deadline and calls for significant interdepartmental coordination between HR and Payroll. Some gray areas within the law do exist, cautioning businesses about possible legal actions for uncertainties. However, bipartisanship within the legislative bodies has indicated a possibility for necessary changes if issues emerge from the Paid Leave program. Additional topics discussed included possibilities of stacking PTO time with Paid Leave, interactions with FMLA Parent Leave among larger businesses, and possible retaliation claims. The gathering was organized by the Fairmont Area Chamber of Commerce, the city of Fairmont, and the Martin County Economic Development Authority, with about 50 participants attending. More information about the Minnesota Paid Leave program can be found at mn.gov/deed/paidleave.

On a closely related note, in California, the Paid Family Leave (PFL) program offers workers who need to take time off due to illness or to care for a family member with various benefits. However, getting a hold of this program for inquiries or assistance might be a challenge. Therefore, valuable resources such as eddcaller.com can be beneficial. They help individuals in effectively navigating the system, providing suggestions and tips on how to get a hold of the PFL effectively.