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 offers self-insured and fully insured MN PFML plans.
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 Minnesota, or if they work more than 50% of their time elsewhere, they must live in Minnesota 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. Plan coverage is also available to former employees within 26 weeks of separation from their employer, or until they begin a new job.
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 from the state’s premium rates, 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.
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.
Here’s how it works:
Employees are entitled to receive benefits equal to:
- 90 percent of wages that do not exceed 50 percent of the state’s average weekly wage; plus
- 66 percent of wages that exceed 50 percent of the state’s average weekly wage but not 100 percent; plus
- 55 percent of wages that exceed 100 percent of the state’s average weekly wage.
The maximum weekly benefit amount will equal the state’s average weekly wage.
Key Dates
- The state will open an application process for employers to apply for an equivalent plan
Applying for a MetLife Supported Private Plan & Employer Requirements
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.
MetLife offers self-insured and fully insured MN PFML equivalent plans.
- If fully insured, MetLife will issue a state approved MN PFML policy.
- If self-insured, you will need to work with your own employment counsel to define your MN PFML plan to submit to the state for approval.
You may apply with the state for an equivalent plan beginning in the Spring of 2025. A private plan must have at least the same rights, protections, and benefits provided to employees under the state plan.
Additional details coming soon.
Once you receive your approval, you need to provide MetLife a copy of your state approved plan.
You are responsible for notifying all eligible employees by December 1, 2025 about their rights and benefits under MN PFML. The state will provide written materials, workplace notice posters, and other informational materials.
The employee notice must be in English and each language other than English which is the primary language of five or more employees or independent contractors of that workplace, if the notice is available in those languages from the department.
Additional details coming soon.
Additional details coming soon.
Reporting Requirements
You will be required to submit quarterly wage reports to the state of MN, even if you have an approved private plan.
Additional details coming soon.
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.
Need more information?
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 of March 19, 2025