Minnesota Paid Family and Medical Leave (PFML) begins on January 1, 2026. However, your responsibilities as an employer begin this month, with quarterly wage reporting due by October 31, 2024.
The good part is that if all of your employees are covered by Minnesota’s Unemployment Insurance system, your quarterly wage detail reports and account will work for paid leave. But if some of your employees are not covered by Unemployment Insurance, you may be responsible for creating an account and submitting wage details by the end of the month.
In addition to your wage reporting responsibilities, you can also begin educating your employees on the changes that are set to come with PFML. Consider setting up educational sessions in the next year for your employees on how the system will work.
Finally, if you have employees who are subject to a collective bargaining agreement, it is important for you to consider what steps you’ll be taking with regard to paid leave premiums now, and work with your groups on implementing those premiums. The PFML law gives employers the option of requiring employees to pay up to fifty percent of the premiums. However, this doesn’t mean an employer can just force the premium onto employees who are part of a union. Because this change has to do with money, it is likely a term and condition of employment that is subject to bargaining. Employers failing to negotiate the premium split with employee groups could find themselves on the wrong side of an unfair labor practice.
You’ve got time to negotiate this change, it is important that you take advantage of that time to negotiate the best deal you can for your organization.
If you, or your organization, need assistance in navigating the world of PFML, contact Wiley Reber Law, for legal advice that works.