The state of Minnesota and the new Family and Medical Benefit Insurance Division of the Department of Employment and Economic Development (DEED) is currently developing its PFML program, including specifics on how it will be implemented. The Hartford will provide timely updates to employers on this page as details emerge.
Key Dates
- January 1, 2026: Contributions for the new PFML program are payable.
- January 1, 2026: Eligible employees can take benefits under the new PFML program.
Tools and Resources
The state of Minnesota offers resources to help employers.
Frequently Asked Questions
What’s Covered Under the State Program?
Coverage falls into two categories:
- Medical leave for the employee’s own serious health condition or medical care related to pregnancy
- Other leave needed by the employee, including for family care, bonding, safety or qualifying exigency, as follows:
- Bonding leave is time off for a biological, adoptive or foster parent to spend time with a child in connection with the birth, adoption or placement of that child.
- Family care leave is time off to care for a family member with a serious health condition or to care for a family member who is a military member.
- Safety leave is time off to seek medical attention, victim services, counseling, relocation or legal advice due to domestic abuse, sexual assault or stalking of the employee or a family member.
- Qualifying exigency leave is time off due to a military member’s active-duty service or notice of active duty, including caring for the family member’s child or dependent, making financial or legal arrangements for the family member, attending counseling, attending military events or ceremonies, spending time with the family member during a rest and recuperation leave or following return from deployment, or making arrangements after the death of the military member.
What Are the State Plan Benefits?
Up to 12 weeks of Family Leave or Medical Leave, but with a combined total entitlement of up to 20 weeks of Family and Medical Leave in a benefit year (generally a 52-week period).
Weekly benefit calculation:
- 90% of the employee’s average weekly wage, up to 50% of the state’s average weekly wage (SAWW); plus
- 66% of their wages exceeding 50% of the SAWW, up to 100% of the SAWW; plus
- 55% of their wages exceeding 100% of SAWW
- Up to a maximum of the SAWW.
How Is the State Program Funded?
- The state program generally will be funded with a 50/50 split of employer and employee contributions.
- The premium rate is capped at 0.7% of taxable wages up to Social Security Wage Cap.
- Employers may contribute some or all of the employee portion of contributions.
What Are the State Plan Eligibility Requirements?
Minnesota PFML benefits generally will be available to an employee who has earned at least 5.3% of the State Average Annual Wage rounded down to the nearest $100 in the employee’s base period. The base period is primarily defined as the four most recent completed calendar quarters, typically prior to the employee’s first day of leave, although there may be alternative base periods in certain circumstances.
Do All Employers Need to Participate?
All employers who have employees in “covered employment” must participate. Covered employment generally refers to employees who perform services for the employer mostly in MN and who are not exempt (for example, independent contractors, self-employed individuals and certain seasonal employees).
Is There a Private Plan Option?
Yes, an employer-offered private plan that provides Family and/or Medical Leave benefits must be approved by the state and must confer all the same rights, protections and benefits provided to employees under the state program. Both self-insured and insured private plans are permitted.
Is The Hartford Offering Fully Insured Coverage in MN?
The Hartford is currently evaluating our private plan offering for both fully insured and self-insured plans for effective dates of January 1, 2026, and later.
Please reach out to your employee benefits representative at The Hartford for additional information.
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This informational material is subject to change as The Hartford continues to receive guidance from states and municipalities. It shall not be considered legal advice. The Hartford assumes no responsibility for legal compliance with respect to an employer’s business practices, and the views and recommendations contained herein shall not constitute The Hartford’s undertaking on a company’s behalf, or for the benefit of others, to determine or warrant that an employer’s business operations are in compliance with any law, rule, or regulation. Employers seeking resolution of specific legal or business issues, questions, or concerns regarding this topic should consult their own attorney or business advisors; and employees should continue to consult their employers’ Human Resources or other employment benefits department for guidance on the application of any law, rule, or regulation.
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