Minnesota Paid Leave Law: 3 Key Steps Employers Must Take Before January 2026

Here’s a breakdown of the key requirements:

1. Quarterly wage detail reports

• Already Started: The first quarterly wage detail reports were due on October 31, 2024, based on wages paid between July 1, 2024, and September 30, 2024.
• Ongoing Requirement: Employers must continue to submit these reports quarterly to the Minnesota Department of Employment and Economic Development (DEED).
• UI Integration: For employers already using the Unemployment Insurance (UI) system, their existing UI account has been converted to a joint UI and Paid Leave account, meaning the same wage detail report will suffice for both programs.
• New Accounts: Organizations not covered by UI will need to set up a “Paid Leave Only” account through the UI online system. 

2. Employee notice requirements

• By December 1, 2025: Employers are required to post a notice, developed by DEED, in a conspicuous place in the workplace.
• Written Information: Employers must also provide written information to employees regarding the availability of paid family and medical leave benefits by December 1, 2025 (or 30 days from the start of employment for new hires).
• Multiple Languages: This notice should be provided in the employee’s primary language if it’s not English, and employers must also post a workplace poster in English and any language spoken by five or more employees.
• DEED Resources: DEED will provide employers with the necessary written materials and posters to meet these requirements. 

3. Consider Equivalent Private Plans

• Option Available: Employers can choose to offer an alternative paid leave plan, provided it meets or exceeds the benefits offered by the state program.
• Submission Deadline: If an employer wishes to have a private plan in place by January 1, 2026, they should submit their request by November 10, 2025.
• Requirements: An equivalent plan must cover all employees who would be covered under the state plan, have eligibility requirements that are not stricter than the state plan, and provide at least the same level of benefits and job protections. 

In essence, employers need to actively prepare by ensuring their wage reporting is compliant, informing their employees about the upcoming law and their rights, and making a decision about whether to participate in the state plan or offer an equivalent private plan before January 1, 2026.