Minnesota Paid Family
and Medical Leave (MN PFML)
Minnesota Paid Family and Medical Leave (MN PFML) is a mandated paid leave program that offers job protection and wage replacement benefits if an employee is unable to work due to injury or illness, including pregnancy and childbirth. MN PFML applies to family-related matters such as caring for a seriously ill family member, bonding with a new child, addressing a family member’s military duty, or for safety concerns.
Employers can participate in the state-run program (Minnesota Paid Leave), or they can self-insure or fully insure a private plan.
MetLife can provide fully insured coverage for Minnesota Paid Family and Medical Leave that helps support an employer’s private plan. MetLife can also provide administrative services related to an employer's self-insured private plan. MetLife’s insurance offering and administration of an employer’s private plan complies with the regulatory requirements of the Minnesota Paid Family and Medical Leave law.
Benefit Overview
Mandated Coverage & Employee Eligibility
HintLeave Reason, Duration, Job Protection
HintCost of Coverage and Contributions
HintBenefit Payments
HintEmployers are required to offer MN PFML benefits if they have at least one employee working in Minnesota.
Employees are eligible for MN PFML if they work at least 50% of their time in MN, or if they work more than 50% of their time elsewhere but some of their work is performed in MN, they must live in MN at least 50% of the year. Employees must also have earned at least 5.3% of the state's average annual wage during the employee's base period.
Self-employed, independent contractors, and tribal nations may opt in to the state-run program.
Eligible employees can receive job protection* and wage replacement benefits for certain reasons.
An employee can have up to 12 weeks per leave. If they have more than one event per benefit year their maximum benefit can be up to 20 weeks total.
Medical Leave can be taken for up to 12 weeks for any one event to:
- address a personal serious health condition or injury including pregnancy
Family Leave can be taken for up to 12 weeks to:
- bond with a new child
- care for a family member with a serious health condition
- assist while loved ones are on overseas military deployment
- address a safety concern
Leave can be taken continuously or intermittently. Employers can choose to allow MN PFML to be taken intermittently from one minute up to one day at a time.
*Job protection applies if the employee has been at their current job for at least 90 days.
Beginning, January 1, 2026, the maximum MN PFML employee contribution will be 0.44% of an employee’s wages, up to the Social Security taxable maximum.
Private plan insurance premiums may differ, however, state covered payroll caps apply. Employee maximum contributions for a private plan cannot be more than what they would pay for the state-run program. Employers fund the balance of the premium for insured private plans. Employers may also choose to fund the benefit on behalf of their employees.
MetLife can also provide claim administration for self-insured private plans. Employers are allowed to collect payroll contributions up to the state’s maximums and use the funds to pay benefits. Service fees paid to support the operating costs for state approved self-insured plans are the employer’s responsibility.
Please visit the state program’s website for the latest state rates and additional state plan information.
The benefit amount an employee can receive depends on the employee’s average weekly pay and compares it to the average weekly pay for everyone in Minnesota. In 2026, the state’s average weekly wage will be $1,423.
In 2026, an employee can receive:
- 0.44% of an employee's wages, or a maximum of $774.84.
The maximum weekly benefit amount will equal the state’s average weekly wage of $1,423.
Key Dates
- The state will open an application process for employers to apply for an equivalent plan
Applying for a MetLife Supported Equivalent Plan
MetLife’s customers are responsible for obtaining and maintaining approval of their PFML private plan, voluntary plan, and/or equivalent plan with each appropriate agency and in accordance with applicable law, rules, regulations, and guidance. You should consult with your attorney about the requirements for obtaining and maintaining such approval.
To obtain a quote from MetLife, you or your broker must create a census of your eligible Minnesota workforce and send it to MetLife. This census template was developed for your convenience.
Based on the information that is provided to MetLife in your census you will be issued a quote.
If fully insured, MetLife will issue a state approved MN PFML policy.
If self-insured, MetLife will issue an Administrative Services Agreement (ASA) and employers will need to work with their own employment counsel to define their MN PFML plan to submit to the state for approval.
Employers are responsible for registering with the state for each of their FEINs.
Not applicable
Employers are responsible for applying for their equivalent plan. Equivalent plans require an application with and approval by the state for each FEIN.
An equivalent plan must have at least the same rights, protections, and benefits provided to employees under the state plan.
To request an equivalent plan substitution, employers must first make sure employer accounts are set up. Employers will need a Paid Leave Administrator Account and one or more accounts with Unemployment Insurance (UI). Visit the Employer Accounts webpage for more information. Once you have your account set up, you are ready to apply.
If your organization has subsidiaries with their own FEINs, you must submit a separate Equivalent Plan Substitution request for each one. You will need to pay the fee for each request individually and will receive a separate receipt for each request.
For organizations with at least five FEINs who want to use the same equivalent plan for all of them, Paid Leave has set up a process to help you submit a consolidated request. This request will cover all your subsidiaries and allow you to pay all corresponding fees in one transaction. If your organization has five or more FEINs and you’d like to submit a multiple-entity request, reach out to the Paid Leave team at EmployerServices.DEED@state.mn.us.
Currently, applications can be submitted at any time and will be approved on a rolling basis. The state suggests submitting applications no later than November 10, 2025 to allow sufficient time for plans to be approved for January 1, 2026.
If applying for a fully insured MN PFML plan, gather the following materials:
- Policy number, plan number, and insurance carrier
- Coverage effective dates (must cover one full year from the start of a quarter)
- Insurance policy document
Next, sign in to your Paid Leave Administrator Account and follow the prompts to:
- Specify if you are requesting an equivalent plan for Family Leave, Medical Leave, or both.
- Tell us whether you will be using an insurance carrier plan or are self-insured.
- Enter your plan’s start date. It must start on the first day of a quarter and be in effect for a full calendar year.
- Provide plan details. Provide the name of the insurance carrier, as well as your plan and policy numbers.
- Upload your policy document.
- Attest and sign your request.
- Submit your fee payment. You will be directed to the U.S. Bank portal.
After you submit your request, you will receive an email from U.S. Bank confirming your payment. You can check the status of your request at any time in your Paid Leave Administrator Account.
You must work with your own employment counsel to define your self-insured plan.
For self-insured plans:
- Surety bond information form
- Self-insured plan document.
You can use the state's self-insured plan guide or, documentation must include:
- Coverage effective dates (must cover one full year)
- Plan details showing equivalency to the state program
Next, sign in to your Paid Leave Administrator Account and follow the prompts to:
- Specify if you are requesting an equivalent plan for Family Leave, Medical Leave, or both.
- Tell us whether you will be using an insurance carrier plan or are self-insured.
- Enter your plan’s start date. It must start on the first day of a quarter and be in effect for a full calendar year. • Provide plan details.
- Upload your surety bond information form and plan documentation.
- Attest and sign your request.
- Submit your fee payment. You will be directed to the U.S. Bank portal.
For fully insured and self-insured plans, employers are responsible for paying the application fee for each FEIN.
- $250 for less than 50 employees, $500 for 50-499 employees, or $1000 for 500 or more employees
- A processing fee that varies based on payment method
Once you receive approval, please send your MetLife representative a copy of your state approved plan.
Details pending state guidance.
Taking a Leave
Filing for Benefits with MetLife
HintSupporting Claim Documentation
HintCoordination of Benefits
HintStep 1: A worker should notify their employer of the need for a leave as soon as possible.
Step 2: An application for benefits may be filed up to 60 days before leave taken.
Step 3: An application for family or medical leave benefits becomes effective the Sunday of the week it is filed and can be backdated by one week if requested within seven days of the effective date. If prevented from timely filing due to department issues or incapacitation, the commissioner may allow further backdating.
Step 4: If a worker’s claim is denied, a worker may appeal the claim with MetLife. Appeal filing instructions can be found in the claim denial letter.
For an employee's own serious health condition (when an employee is sick or hurt and cannot work for an extended period):
- Certification for leave due to a serious health condition requires details on the condition's start date, duration, and medical facts. If intermittent leave is requested, the certification must estimate frequency, duration, and treatment schedule. The certification must be reviewed and signed by a knowledgeable health care provider.
- Certification for an applicant taking leave due to medical care related to pregnancy shall be sufficient if the certification states the applicant is experiencing medical care related to pregnancy and recovery period based on appropriate medical facts within the knowledge of the health care provider. If intermittent leave is requested, the certification must estimate frequency, duration, and treatment schedule. The certification must be reviewed and signed by a knowledgeable health care provider.
For child bonding for a newborn:
Certification for an applicant taking bonding leave because of the birth of the applicant's child shall be sufficient if the certification includes either the child's birth certificate or a document issued by the health care provider of the child or the health care provider of the person who gave birth, stating the child's birth date. If intermittent leave is requested, the certification must estimate frequency, duration, and treatment schedule. The certification must be reviewed and signed by a knowledgeable health care provider.
For child bonding for adoption or foster care placement:
To certify bonding leave for adoption or foster care, an applicant must provide documentation from a health care provider, adoption or foster care agency, or other authorized individuals confirming the placement and its date. Any changes in the applicant's status as an adoptive or foster parent must be reported in writing to the department.
For leave to care for a family member
Certification to care for a family member with a serious health condition requires details on the condition's start date, duration, and medical facts, and an attestation by the health care provider affirming the necessity of care and the details of the health condition. Certifications must be reviewed and signed by a knowledgeable health care provider, and for intermittent leave, the certification must explain the medical benefits of such leave.
For qualifying military exigency needs, the employee will need to verify their family member’s service:
Certification for an applicant taking leave because of a qualifying exigency shall be sufficient if the certification includes:
- a copy of the family member's active-duty orders;
- other documentation issued by the United States armed forces; or
- other permitted documentation
For Safe Leave (when an employee or dependent children experience safety issues caused by domestic violence, sexual assault, or stalking):
Certification for safety leave requires a court record or documentation signed by a qualified person. These include licensed mental health professionals, health care professionals, domestic abuse advocates, sexual assault counselors, victim's advocates, court officials, Title IX coordinators, and peace officers. The certification must include a court record or documentation signed by a qualified person, without requiring the disclosure of details related to domestic abuse, sexual assault, or stalking.
Employees may be eligible for more than one leave.
An employee may receive MN PFML benefits concurrently with employer-paid benefits; however, an employee’s total compensation may not exceed an employee's regular pay.
MN PFML and Family Medical Leave Act (FMLA) benefits can and should be used at the same time, when applicable.
MetLife’s claims team will reach out to the employer to coordinate dates of the company leave that directly overlap with the state leave.
MetLife representatives can help review employer paid benefits that may overlap with the state leave. They can help document overlaps and preferred contact and action when the overlap happens.
Note: There may be additional leaves that MetLife does not administer. Employers may be responsible for providing additional leaves for their employees. Employers should consult their own employment attorneys.
Learn all about MN PFML
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FAQs
- a spouse or domestic partner
- a child, including a biological, adopted, or foster child, a stepchild, or a child to whom the applicant stands in loco parentis, is a legal guardian, or is a de facto parent
- a parent or legal guardian of the applicant
- a sibling
- a grandchild (a child of the applicant's child)
- a grandparent or spouse's grandparent (a parent of the applicant's parent)
- a son-in-law or daughter-in-law
- an individual who has a relationship with the applicant that creates an expectation and reliance that the applicant cares for the individual, whether or not the applicant and the individual reside together.
As a private plan carrier, MetLife will provide guidance during the application process, supply sample worker communications, ensure a streamlined and compliant claims experience, and depending on other leaves MetLife administers for the company, offer consolidated support across those leaves.
Similarly to the state’s program, any MN PFML private plan will require employer participation during the claims process as well as employer quarterly reporting requirements.
The private plan application and annual renewal process will require additional paperwork for the company, however, choosing a private plan has benefits.
MN PFML, like most other PFML programs, has a maximum benefit payment. Fully insured plans typically provide the same benefits as the state’s program. A company may wish to offer better benefits than the state’s program, one of which could be a higher benefit amount. In this case, the company would self-insure a private plan.
As of July 29, 2025