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Minnesota Amends Its Earned Sick and Safe Time Act and Paid Leave Law Part 1

04 Jul

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Update Applicable to:Effective date
All employers regardless of sizeJanuary 1, 2026


What happened?

On May 24, 2024, Governor Walz signed amendments to the state’s Paid Leave Law (PLL) and its Earned Sick and Safe Time Act (ESST) under H.F. 5247.


What are the details?


Key Bites of Paid Leave Law (PLL)

  • Currently known as Family and Medical Leave Benefits, a citation is added so it can be referred to as “Minnesota Paid Leave Law.”
  • The definition of “applicant” is amended to include “authorized representative,” which is also defined.
  • The base period is standardized to 40 work weeks or more; for applicants under private plans, the credits are standardized to the most recent 4 quarters in which wage credits were earned.
  • Funding changes.
  • New appeals framework for benefit determination.
  • Calculation of benefits changes.
  • Retroactive benefits and safe harbor provision introduction.
  • Intermittent leave is allowed and employers must grant leave in minimum increments of 1 calendar day.
  • Data privacy is introduced making all collected information private (and Article 73, Section 8, HF 5247).
  • Notices: if an employee refuses to acknowledge receipt, the employer must be able to prove the way the employee was notified (Effective November 1, 2025).

Since this Bill introduces massive changes, it is highly recommended for employers to review the changes and understand them.


Business Considerations

  • Employers should update their policies, practices, and procedures to comply with the amended and new regulations.
  • Employers should consider consulting with an attorney due to the complexities and massive changes.
  • Although the effective date is January 1, 2026, some provisions take effect beforehand. Employers should prepare to meet those early days to avoid being non-compliant and therefore, possible penalties.


Source References


Resources

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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