To handle pre-existing leave that transitions to Minnesota’s Paid Family and Medical Leave (PFML), continue benefits, and track leave usage as the new law takes effect in 2026, you must first ensure that any leave taken in 2025 is counted against the employee’s prior leave entitlements and that leave starting in 2026 is subject to the new PFML rules. It is critical to properly notify employees, track leave usage, and manage premium payments during the transition period, and to decide whether to use the state plan or an approved equivalent private plan.
Before January 1, 2026
- Notify employees: Provide individual written notice to all employees about the new law by December 1, 2025.
- Post notices: Display the required state workplace notice poster in all break rooms.
- Update policies: Review and update your internal policies on leave, including how company benefits coordinate with the new Paid Leave law and how intermittent leave is handled.
- Decide on a plan: Determine if you will use the state plan or an equivalent private plan. If choosing a private plan, submit your application by the November 15, 2025 deadline.
- Update leave tracking: Upgrade your leave-tracking systems to differentiate between pre-2026 leave and the new PFML, as the 12-month tracking period for leave under the new law begins January 1, 2026.
During 2026 and beyond
- Track leave: For any leave taken in 2026, track it according to the new PFML rules.
- Remember that any paid or unpaid leave taken in late 2025 does not count toward the 2026 PFML allotment.
- Manage benefits: Continue to provide benefits coverage throughout the leave period. You can arrange for the repayment of missed premiums once the employee returns to work.
- Handle payments: Beginning in January 2026, you must submit premium payments to the state or your private plan administrator through the designated account system.
Report wage details: Include the new PFML information on employee earning statements starting in January 2026.
