In 2025, understanding Minnesota Leave Laws and holiday regulations is essential for both employees and employers to ensure compliance and proper work-life balance. With tools like Day Off to help track leave and holidays, navigating these regulations becomes even more manageable. Minnesota leave laws offers a variety of leave entitlements, including paid and unpaid leave for personal reasons, medical conditions, and family responsibilities. These laws, combined with federal regulations, aim to provide a fair work environment while accommodating the needs of workers. This article will explore the key aspects of Minnesota Leave Laws for 2025, including Paid Time Off (PTO), sick leave, family and medical leave, and the state-recognized holidays that employees can expect throughout the year.
Paid Time Off (PTO) in Minnesota
Leave Quota
While Minnesota law does not specify a required amount of PTO, employers generally establish their own leave quotas based on the needs of the business and industry standards. The typical PTO quota in Minnesota ranges from 10 to 20 days per year, depending on factors such as seniority, role, and length of service. Employers often differentiate between PTO and other types of leave, such as sick leave and personal days, allowing employees to use PTO more flexibly.
- Entry-level employees typically receive 10 to 15 days of PTO annually.
- Mid-level employees may see PTO quotas increase to 15 to 20 days.
- Senior-level employees or those with longer tenure often receive more PTO, sometimes exceeding 20 days.
Some employers also offer additional leave for specific circumstances, such as volunteer time off, mental health days, or birthday leave, in addition to the standard PTO.
Rückstellung
PTO accrual is a common practice among Minnesota employers, allowing employees to earn time off based on the amount of time they work. Accrual schedules vary, but common approaches include:
- Monthly Accrual: Employees earn PTO in equal increments each month. For example, an employee may earn 1.25 days per month, resulting in 15 days of PTO annually.
- Per Pay Period Accrual: In some cases, PTO is accrued each pay period. For example, an employee might accrue 4 hours of PTO every two weeks, accumulating to about 13 days per year.
- Front-Loaded PTO: Some employers give employees their entire PTO balance at the beginning of the year, allowing them to use the time off whenever needed, rather than waiting for it to accrue.
Employers may cap the amount of PTO an employee can accrue, either annually or overall. For instance, an employee might be allowed to accrue a maximum of 30 days before they must use some of their PTO before continuing to earn more.
Rollover
Rollover policies, which determine whether employees can carry over unused PTO from one year to the next, vary widely among Minnesota employers. The main types of rollover policies include:
No Rollover (“Use it or Lose it”): Some employers adopt a strict policy where employees must use their allotted PTO within the calendar year, or they lose it. This encourages employees to take their time off and discourages long-term PTO hoarding.
Limited Rollover: Many Minnesota employers allow employees to carry over a portion of their unused PTO into the next year, but with certain limitations. For instance, an employer might allow a maximum of 5-10 unused days to be rolled over into the next calendar year, capping the total amount of PTO an employee can carry forward.
Unlimited Rollover: Some employers are more generous, allowing employees to roll over all unused PTO without any caps, providing greater flexibility and allowing employees to save up time for extended vacations or unforeseen circumstances.
Payment of Accrued, Unused Vacation on Termination
When an employee leaves a company, whether through resignation, retirement, or termination, Minnesota employers have different policies regarding the payout of accrued, unused vacation time. Under Minnesota law:
No Legal Requirement: Minnesota state law does not require employers to pay out unused PTO or vacation time unless it is outlined in the company’s policies or the employee’s contract. Therefore, the decision to provide such a payout is often left to the employer’s discretion.
Company Policy Rules: If a company’s policy or employment contract includes a provision for paying out unused PTO, the employer must adhere to it. Employees should carefully review their employment agreements to understand their rights regarding PTO payouts upon termination.
Fairness and Employer Practices: Many employers in Minnesota, particularly larger companies or those following best HR practices, opt to pay out accrued, unused PTO as a gesture of fairness. This helps foster positive relationships with departing employees and avoids potential disputes. For example, an employer might pay out up to a maximum of 40 hours of unused PTO upon termination, or payout all accrued PTO without a cap.
Sick Leave in Minnesota
Federal Laws
Under federal law, the primary regulation that impacts sick leave is the Family and Medical Leave Act (FMLA). This law provides eligible employees with unpaid, job-protected leave for certain medical and family reasons. While FMLA does not mandate paid sick leave, it does establish leave quotas and ensures that employees can take time off for serious health conditions. Here are the key provisions:
- Eligibility for FMLA: Employees are eligible if they have worked for their employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and the employer has 50 or more employees within a 75-mile radius.
- FMLA Leave Quota: Eligible employees can take up to 12 weeks of unpaid leave within a 12-month period for their own serious health condition, to care for a family member with a serious health condition, or for other qualifying reasons (e.g., birth or adoption of a child).
- Conditions Covered: FMLA covers chronic health conditions, temporary illnesses, and even some mental health conditions. If an employee’s illness or that of a family member qualifies, they are entitled to this job-protected leave.
FMLA is unpaid; however, employers may require or employees may choose to use accrued paid leave (like vacation or PTO) concurrently with FMLA leave. Although FMLA establishes leave protection, it doesn’t guarantee paid sick leave, which leaves gaps that Minnesota state laws can help address.
State Laws
Minnesota has additional protections and policies regarding sick leave, and some municipalities, like Minneapolis and Saint Paul, have specific sick leave ordinances that further expand on state laws. While Minnesota does not have a statewide mandate requiring employers to offer paid sick leave to all employees, there are several key aspects of sick leave laws and protections to consider:
1. Earned Sick and Safe Time (ESST) Ordinances
In cities like Minneapolis, Saint Paul, and Duluth, local ordinances require that employees accrue paid sick leave, often referred to as “Earned Sick and Safe Time” (ESST). These city laws apply to a large number of employees within these jurisdictions:
- Accrual Rates: Employees typically accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 48 hours per year.
- Usage Cap and Carryover: Employees can carry over unused sick leave from year to year, with a total cap of 80 hours of accrued, unused sick time.
- Qualifying Conditions: ESST can be used for personal illness or injury, medical appointments, care for a sick family member, or issues related to domestic violence or sexual assault.
Employers in these cities are required to comply with these ordinances, providing employees with access to paid sick leave based on the above accrual rates.
2. Statewide Protections
Minnesota’s statewide laws, while not mandating paid sick leave, offer several protections that relate to sick leave:
- Sick Leave for Care of Family Members: Under Minnesota state law, employees who have access to personal sick leave (whether paid or unpaid) are allowed to use it to care for a sick family member. This provision applies to spouses, children, parents, grandparents, and in-laws, ensuring that employees can take necessary time off to attend to the medical needs of their loved ones.
- Pregnancy and Parenting Leave Act: Minnesota’s Pregnancy and Parenting Leave Act provides job-protected leave for pregnancy and childbirth, which may overlap with sick leave. This state law provides up to 12 weeks of unpaid leave for eligible employees and can be used for prenatal care, recovery after childbirth, and bonding with a newborn.
3. Safe Time Provisions
Minnesota’s state laws also include provisions that allow employees to use sick leave not only for illness but for safety-related issues, such as dealing with domestic abuse, sexual assault, or stalking. These provisions ensure that employees can take time off for legal proceedings, medical care, or relocation without risking their employment.
Maternity, Paternity, FMLA in Minnesota
Federal Laws
The primary federal law governing maternity and paternity leave is the Family and Medical Leave Act (FMLA). FMLA provides eligible employees with unpaid, job-protected leave for specific family and medical reasons, including childbirth, adoption, and the care of a newborn. The key aspects of FMLA as it applies to maternity and paternity leave in Minnesota are:
Eligibility: Under FMLA, employees are eligible for leave if they have worked for their employer for at least 12 months, have worked at least 1,250 hours in the previous 12 months, and their employer has 50 or more employees within a 75-mile radius. This includes private-sector employers, as well as public agencies and schools.
Leave Quota: Eligible employees can take up to 12 weeks of unpaid leave within a 12-month period for the birth or adoption of a child or to care for a newborn. This 12-week period also applies to fathers and adoptive parents, making FMLA applicable to both maternity and paternity leave.
Job Protection: FMLA ensures that employees can return to their same or an equivalent job after the leave period. This job-protection aspect is crucial for employees who need time off for family responsibilities without fearing job loss.
Health Benefits Continuation: While on FMLA leave, employees are entitled to maintain their group health insurance coverage under the same terms as if they were actively working. Employers are required to continue their health benefits during the leave period, ensuring no gap in medical coverage.
Paternity Leave under FMLA: Fathers are equally eligible for FMLA leave to care for their newborn child or newly adopted child. Paternity leave is treated the same as maternity leave under the federal law, providing fathers with the right to take up to 12 weeks of unpaid, job-protected leave.
While FMLA ensures job-protected time off for maternity and paternity leave, it does not require that the leave be paid. Employers can choose to offer paid leave as part of their benefits packages, but this is not mandated by federal law. However, employees may be required or have the option to use any accrued vacation or paid time off (PTO) concurrently with FMLA leave.
Additional State Laws
In addition to federal FMLA protections, Minnesota leave laws provide additional benefits for maternity, paternity, and family leave, ensuring that more employees have access to parental leave beyond what FMLA offers. Here’s a breakdown of Minnesota-specific laws:
1. Minnesota Pregnancy and Parenting Leave Act
Minnesota’s Pregnancy and Parenting Leave Act (also referred to as the Minnesota Parental Leave Act) complements the FMLA and provides job-protected leave to employees for the birth or adoption of a child. Key provisions include:
Eligibility: This law applies to employers with 21 or more employees, a lower threshold than FMLA, meaning that more Minnesota employees can qualify. To be eligible, employees must have worked for the employer for at least 12 months and worked for an average of half-time during those 12 months.
Leave Quota: Minnesota’s state law provides up to 12 weeks of unpaid leave for the birth or adoption of a child. This leave is available to both mothers and fathers and can be used during pregnancy, after the birth, or following the adoption of a child.
Job Protection and Continuation of Benefits: Similar to FMLA, the Minnesota Pregnancy and Parenting Leave Act ensures that employees can return to their same or an equivalent job and maintain their health insurance benefits during their leave.
Expanded Coverage: Minnesota’s law provides coverage to a broader range of employees, particularly those working for smaller businesses (between 21 and 49 employees) who may not qualify for FMLA. This ensures that more working parents in Minnesota can take time off for maternity or paternity leave.
2. Paid Parental Leave for Public Employees
In Minnesota, state employees and some public-sector employees may also qualify for paid parental leave under specific state programs. For example, the State of Minnesota offers 6 weeks of paid parental leave for eligible employees following the birth or adoption of a child. This paid leave is separate from FMLA and can be used alongside or in addition to unpaid FMLA leave.
Eligibility: This paid leave is available to full-time employees working in the public sector or certain state agencies. It can be used for either the mother or father after the birth or adoption of a child.
Benefits: Paid parental leave for state employees helps alleviate the financial burden of taking unpaid time off and supports employees in balancing family and work responsibilities.
3. Pregnancy Accommodations Law
Minnesota also offers legal protections specifically for pregnant employees. Under the Women’s Economic Security Act (WESA), employers with 21 or more employees are required to provide reasonable accommodations for pregnant employees, such as:
- More frequent or longer breaks
- Seating
- Limits on heavy lifting
- Temporary reassignment to less strenuous or hazardous work
These accommodations allow pregnant employees to continue working in a safer, more supportive environment and reduce the need for early maternity leave.
Bereavement Leave in Minnesota
In 2025, Bereavement Leave in Minnesota is not mandated by state law, meaning it is typically left to the discretion of individual employers. However, many companies in Minnesota offer bereavement leave as part of their benefits packages to provide employees with time off to grieve the loss of a close family member. Bereavement leave policies generally provide employees with 3 to 5 days of paid or unpaid leave, depending on the employer and the relationship to the deceased. Some companies may offer extended bereavement leave for the death of an immediate family member, such as a spouse, child, or parent, while others provide flexibility to accommodate the needs of employees coping with loss. Although not legally required, bereavement leave is a compassionate practice widely adopted to support employees during difficult times.
Jury Duty Leave in Minnesota
In 2025, Jury Duty Leave in Minnesota is protected by state law, ensuring that employees are entitled to take time off from work to fulfill their civic duty as jurors. Minnesota law prohibits employers from disciplining, penalizing, or terminating employees for serving on a jury. While employers are not required to pay employees for time spent on jury duty, some companies may choose to offer paid leave as part of their benefits packages. Employees must provide their employer with advance notice of their jury service, and they are generally expected to return to work once their jury obligations are completed, depending on the length of the service. This protection allows Minnesotans to serve on a jury without fear of job loss or retaliation.
Military Leave in Minnesota
In 2025, Military Leave in Minnesota is governed by both federal and state laws, ensuring that employees who serve in the armed forces are protected when they need to take time off for military duties. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) at the federal level, employees are entitled to unpaid leave for active duty, training, or other military service, with the guarantee that they can return to their job or an equivalent position upon completion of their service. Minnesota law extends additional protections to service members, including those in the National Guard and Reserve. State law requires employers to provide unpaid leave for military service, and public employees may be eligible for paid military leave for up to 15 days per year. These laws protect military personnel from job loss, ensure the continuation of benefits during service, and promote a smooth transition back into civilian employment.
Voting Leave in Minnesota
In 2025, Voting Leave in Minnesota is protected by state law, ensuring that employees have the right to take time off from work to vote in any election, including local, state, and federal elections. Minnesota law requires employers to provide employees with paid time off to vote during the hours when polls are open. This leave is not limited to a specific amount of time, but must be “reasonable,” allowing employees enough time to cast their ballots without facing penalties or deductions in pay. Employers are prohibited from interfering with an employee’s right to voting leave, and employees cannot be required to use personal leave or PTO for this purpose. This law ensures that all Minnesotans have the opportunity to participate in the democratic process without worrying about their job security or income.
Minnesota State Holidays 2025
In 2025, State Holidays in Minnesota include a range of public holidays recognized by the state government, during which state offices and many businesses close to observe the occasion. Minnesota leave laws does not require private employers to provide paid time off for state holidays, though many businesses offer it as a benefit. For public sector employees, paid time off is guaranteed on these days. Additionally, some employers may offer floating holidays or allow employees to substitute these dates based on personal or religious preferences. Observing these holidays fosters community and allows Minnesotans to participate in cultural and historical celebrations.
Holiday
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Date
Wednesday, January 1
Monday, January 20
Monday, February 17
Monday, May 26
Friday, July 4
Monday, September 1
Tuesday, November 11
Thursday, November 27
Thursday, December 25