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Minnesota Wage Detail Reporting for Paid Family and Medical Leave Takes Effect 

Effective July 1, 2024, all Minnesota employers covered by the state Paid Family and Medical Leave (PFML) law must begin to electronically file quarterly wage detail reports with the Department of Employment and Economic Development, even if no wages were paid for the quarter. 

Employees may begin taking paid leave in January 2026. The program will provide paid time off with partial wage replacement for eligible employees for 12 to 20 weeks in a 52 week period for medical leave, bonding, caring for a family member, safety leave, or a qualifying exigency leave when a serious health condition prevents an employee from working or when they need time to care for a family member, bond with a new child, attend certain military-related events, or address certain personal safety issues. 

Employers will have several important responsibilities in the Paid Leave program: 

  • Starting in mid-2024, most Minnesota employers will be required to submit a wage detail report, which will detail the quarterly wages received and hours worked for each employee. 
  • Starting in late 2025, employers must notify their employees about the program. The Paid Leave program will provide language for this notification. 
  • Starting in January 2026, employers will also be required to submit any premium payments due. 

The law’s anti-retaliation and employer and employee notice requirements take effect on November 1, 2025

Employers may visit the state’s website for additional information. 

HR Works will continue to monitor this topic and provide as they become available. 

HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.