What happened?

On November 25, 2024, the Minnesota Department of Employment and Economic Development (DEED) published the Minnesota Paid Leave proposed final rule on the federal register and requested employer comments.

Quick Summary:

• Minnesota’s Paid Leave law update involves the final proposed rules for the program, which were published on November 25, 2024.

• Public comments on these rules will be accepted until January 3, 2025.

• Paid Family and Medical Leave coverage will be available to all eligible Minnesota employees beginning January 1, 2026.

What are the details?

Background:

• The Minnesota Legislature passed the Paid Leave law in 2023 to help individuals take time off to care for themselves or their loved ones.

• The Minnesota Department of Employment and Economic Development (DEED) is responsible for managing the Paid Leave program and creating the necessary rules for its implementation, as delegated by the Legislature.

• The rulemaking process follows the Minnesota Administrative Procedure Act.

Comment Period and Instructions:

• Public comments on these rules are collected through the Office of Administrative Hearings website from November 25, 2024, until January 3, 2025.

• The proposed rules cover various aspects, including the designation of seasonal employees and reporting additional income during leave.

Business Considerations

• Employers interested in providing comments should review the proposed regulation and provide input by 4:30 p.m. on January 3, 2025.

Source References

• MN Rulemaking
• MN Department of Employment and Economic Development Notice of Intent to Adopt Expedited Rules (Instructions)
• MN Proposed Expedited Permanent Rules Regulating Paid Leave pdf

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.