Minnesota paid sick leave laws require employers to provide up to 48 hours of paid sick and safe leave per year. This comprehensive law ensures workers have access to protected time off for health, safety, and family needs.
Note that Bloomington, Minneapolis, and Saint Paul have additional paid sick leave requirements. When employers are subject to both state and local requirements, they must follow whichever rule is more favorable to employees.
Common Questions About Minnesota Paid Sick Leave
Understanding Minnesota paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. The law establishes specific guidelines for leave accrual and usage while providing comprehensive worker protections. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Minnesota?
Any employee who the employer estimates will work at least 80 hours in a year in Minnesota can take this leave, including part-time and temporary employees. Exceptions include:
- Independent contractors
- Certain volunteer or paid on-call firefighters or volunteer ambulance attendants
- Elected officials
- Certain workers employed by a farmer or family farm
Which employers have to provide this leave?
All employers with Minnesota employees must provide this leave.
How much leave do employers need to provide?
Employees accrue one hour of sick and safe time for every 30 hours worked in Minnesota, up to 48 hours per year. Accrual begins on the first day of work. Exempt employees are presumed to work 40 hours per week unless they typically work less, in which case accrual is based on their normal workweek.
What can Minnesota paid sick leave be used for?
Employees can use leave for physical or mental health conditions, treatment, or preventative care for themselves or family members, as well as domestic violence, sexual assault, or stalking-related needs. Funeral arrangements, legal matters, or financial issues following a family member’s death are also covered, as well as business, school, or childcare closure due to public emergency.
Employees can also take Minnesota paid sick leave for communicable disease exposure, testing, or quarantine, as well as when they’re prohibited from working due to public health emergency risks.
How does this relate to other types of leave?
Employers can use a paid time off policy to comply if it provides at least as much leave and allows for the same reasons as the sick leave law requires.
Can employers limit how many hours of sick leave employees use in a year?
Employers cannot limit how much accrued sick leave an employee uses in a year, though they can cap total accrual at 80 hours.
Can employers provide all the leave at once instead of letting it accrue?
Employers have two frontloading options, and prorating for part-time or mid-year employees is not allowed:
- Provide 48 hours at the start of the benefit year if unused leave is paid out at year-end
- Provide 80 hours at the start of the benefit year with no payout required
Do employers have to carry over unused leave?
Employees can carry over unused leave up to the 80-hour total accrual cap. Employers who frontload leave are not required to allow carryover.
What is the smallest amount of leave an employee can use?
Employees can use leave in the same increment they’re paid, but no less than 15-minute increments. Employers cannot require increments larger than 4 hours.
What notice do employers and employees need to provide?
Employers must provide notice of sick leave rights at hire or by posting, include it in any employee handbook, and provide regular updates about available leave each pay period.
For employees, employers can require 7 days’ notice for foreseeable leave and notice as soon as practicable for unforeseeable leave, if specified in a written policy.
What verification can employers ask for?
For absences exceeding three consecutive workdays, employers can request reasonable documentation but cannot require disclosure of specific medical conditions or domestic violence details. Alternative documentation options must be available if obtaining standard verification would create unreasonable burden or expense.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees must be returned to their same position with the same benefits and seniority. If rehired within 180 days, previously accrued leave must be reinstated unless it was paid out at separation.
Simplify Minnesota Paid Sick Leave with SixFifty
Navigating Minnesota paid sick leave requirements can be complex, especially when coordinating with local regulations. SixFifty’s solutions streamline the process, ensuring your policies align with both state and local requirements while reducing the administrative burden on your HR team. We’re here to keep you compliant—even as paid sick leave laws change.
Want to see how it works? Schedule a free demo today!
