With Minnesota Paid Leave beginning January 1, 2026, employers should ensure they are ready for full compliance. Here are a few things to keep employers on track as the deadline approaches.
Employer Accounts (complete now): If employers have not already done so they will need to create an Employer Account, designate a Paid Leave Administrator and create an Administrator Account. Below are some key dates:
- December 1, 2025: Employee notices provided – see below
- January 1, 2026: Paid leave benefits become available. Employer will need Employer Accounts to meet paid leave responsibilities and may begin deducting employee share of premiums. Premiums cannot be deducted retroactively.
- April 30, 2026: Employers must pay first quarterly paid leave premium to the Minnesota Department of Employment and Economic Development (DEED)
Employer Account: Employers must have an account registered at UIMN.org to submit wage detail reports and pay premiums.
- If employer already reports wage details to Unemployment Insurance (UIMN) for all employees, no new registration is required as the account will automatically be converted to a joint UIMN and paid leave account (Joint Account). Employers that do not have a UIMN account (Employer Account) must register for the Joint Account.
- If no employees are eligible for UIMN, employers create either a Joint Account or a Paid Leave Only Account (Leave Account).
- If some employees are covered by UI and some are not, employers will need a Joint Account for employees that are covered by both and a second Leave Account for employees who are not covered by UI but are covered by Minnesota Paid Leave.
- Minnesota Unemployment Insurance has provided additional information on Employer accounts at UIMN – Employer Accounts.
Paid Leave Administrator: Employers must also have a designated Paid Leave Administrator with UIMN who is the contact between MN Paid Leave and the employer.
Paid Leave Administrator Account: Employers must create a Paid Leave Administrator Account with paidleave.mn.gov where employee applications and paid leave determinations can be reviewed by the Paid Leave Administrator.
Notice (by December 1, 2025): employers must notify all employees of Paid Leave in the following manner:
- Individual notification to each employee in their primary language. In addition to other information, the notice must include the amount of premium deductions that will be made by the employer. Employers must obtain the employee’s written or electronic acknowledgment of receipt of the information.
- Posters displayed where they can be easily viewed, in English and other languages spoken by five or more employees.
- Downloadable posters and notices can be found here. See also MN Statute 268B.26
Additional Employer decisions regarding administration of paid leave:
- Employers should plan how premiums are split between employer and employee. Employers must pay at least 50% of the annual premiums but may pay more. Employees are responsible for the remainder of premium not paid by the employer. MN Statute 268B.14
- Employers should decide whether they will offer supplemental benefit payments that employees may combine with MN Paid Leave benefits in an amount that does not exceed the employee’s regular wage. MN Statutes 268B.01 and 06
- Set up notification process for employees to inform employer of need for paid leave
- Determine policy for leave to be taken intermittently
Certification Forms: Certification documents must be completed by employees seeking paid leave benefits. Downloadable certification forms are now available on the Minnesota Paid leave website.
The roll out and administration of paid leave requires due diligence by employers, employees and the State. If you or your organization have questions regarding employer obligations under Minnesota Paid Leave, contact Wiley Reber Law for legal advice that works.