Yes, for up to 26 weeks after separation, if the individual meets eligibility requirements.

The qualifying reasons for MN PFML include all of the following reasons:

• To bond with a child during the first 12 months* after the child’s birth, adoption or foster care placement.
• To care for a family member’s serious health condition.
• For a qualifying exigency.
• For the purposes of safety leave.
• To attend to the covered individual’s own serious health condition.

Caveat: For bonding, if the child is hospitalized longer than the mother, leave will end within 12 months after the child leaves the hospital.

Family member means the following:

• A spouse or domestic partner.
• A child, including biological, adopted, foster, stepchild, child of a domestic partner, or a child to whom the applicant stands in loco parentis, is a legal guardian, or is a de facto custodian.
• A parent or legal guardian of the applicant.
• A sibling.
• A grandchild.
• A grandparent or spouse’s grandparent.
• A son-in-law or daughter-in-law.
• An individual with a personal relationship with the applicant that creates an expectation and reliance that the applicant care for the individual without compensation, whether or not they reside together.

The Average Weekly Wage for contributions is capped at the Social Security maximum and is updated annually.

Used to calculate benefits; updated annually by the state.

The benefit year is defined as the period of 52 consecutive weeks beginning on the Sunday of the week an application was filed.

However, a private plan may adopt any of the following benefit year calculation methods:

• A calendar year
• Any fixed 12-month period (e.g., fiscal year or measured from first date of employment)
• A 12-month period measured forward from the employee’s first day of leave taken
• A rolling 12-month period measured backward from the employee’s first day of leave taken

No. Not applicable.

Yes. Under Symetra’s insured plan, if the policyholder requests reimbursement before making an advance benefit payment, we will send the policyholder any PFML benefits due, or that become due for their advance payment of family or medical leave benefits.

Benefits are prorated in direct proportion to an employee’s work schedule and leave usage. A covered individual who takes leave in workday increments shall be paid a prorated benefit amount based on the number of workdays of leave taken in the workweek. If some or all of the approved family and medical leave is for a duration of less than a week, the weekly benefit amount will be prorated based on the portion of work missed.

A weekly benefit amount is prorated when:

• The covered individual works hours for wages.
• The covered individual uses paid sick leave, paid vacation leave or other paid time off that is not considered a supplemental benefit payment as defined in the PFML statute and regulations.
• Leave is taken intermittently. Intermittent leave or reduced leave must be taken in increments consistent with the employer’s established policy, allowing a minimum increment of at most one calendar day of intermittent leave.

Yes. Employees must be reinstated to the same or equivalent position after leave if they have been employed for 90 calendar days with the employer.

• An employer may not require an employee to use employer-provided paid leave (such as vacation, sick leave or PTO) before the employee files a claim for Paid Family and Medical Leave (PFML) benefits.
• An employee may supplement PFML benefits with employer-provided paid leave only if both the employer and employee agree. In such cases, it is the employer’s responsibility to ensure that the combined total of PFML benefits and paid leave does not exceed the employee’s average weekly wage.
• An employee may also choose to use vacation, sick leave, or PTO instead of PFML benefits, provided they are eligible and have leave available. When this option is used, the employee is still entitled to job protection and other rights under the PFML law for the days covered by the paid leave.

Employers must submit a private plan application and receive approval before opting out of the state plan. Employers will be able to request an exemption online in the coming months. Required materials:

• Policy number, plan number, and name of insurance carrier.
• A copy of the insurance policy document.
• Coverage effective dates (must provide coverage for a full year).

Payment requirements:

• A nonrefundable application fee.
• A processing fee, which varies by payment method.

Employers with private plans must submit annual reports including claims data, demographics, benefit usage and seasonal employee classifications.

Employees who separate from employment remain eligible for PFML benefits for up to 26 weeks following separation, or until they begin new employment, whichever comes first. Equivalent private plans must continue coverage and pay benefits for approved leave claims filed during this period. Eligibility cannot be terminated mid-leave due to separation.

Employers with approved private plans must comply with annual reporting. Beginning Jan. 1, 2027, DEED will publish an annual report including:

• Total eligible claims.
• Number and percentage of claims by benefit category.
• Claimant demographics (age, race/ethnicity, gender, average weekly wage, occupation, leave type).
• Percentage of claims denied and reasons.
• Average weekly benefit amount paid.
• Year-over-year changes in benefits paid.
• Processing times for claims and determinations.
• Average duration of completed cases.
• Number of open cases at year-end.
• Employers approved for seasonal classification and number of seasonal employees.