This bill amends the Minnesota Paid Leave Law by making several significant changes to the definitions and eligibility criteria for covered employment, family members, and seasonal employees. Notably, it expands the definition of "covered employment" to exclude individuals covered by a collective bargaining agreement until a successor agreement is in place. The definition of "family member" is also revised to include a son-in-law or daughter-in-law while removing the previous provision regarding personal relationships that create an expectation of care. Additionally, the bill increases the threshold for classifying a seasonal employee from 150 days to 180 days and modifies the maximum length of benefits based on the size of the employer.

Furthermore, the bill introduces a new provision allowing the commissioner to contract with a private company for various administrative duties related to the paid leave program. It also adjusts the calculation of weekly benefits, establishing a flat rate of 67 percent of wages, and sets different maximum benefit lengths based on employer size. The effective dates for these changes vary, with some provisions taking effect on November 1, 2025, and others on January 1, 2026. Overall, the bill aims to refine the structure of the paid leave system in Minnesota to better accommodate employees and employers.

Statutes affected:
Introduction: 268B.01, 268B.02, 268B.04, 268B.06, 268B.14