Minnesota’s Paid Family and Medical Leave (PFML) program is on the horizon—and we know it can feel overwhelming. As we’ve talked with HR leaders, finance teams, and small business owners across the state, we’ve heard recurring questions and hesitations.
At Brillect, we believe that the best way to move forward is with clarity and compassion. This program is about people—your people—and preparing for it doesn’t have to feel daunting. Let’s walk through some of the most common myths we’re hearing and clarify the facts.
Myth #1: "Maybe the legislation will change."
This is one of the most common hopes we hear—and we understand why. Change on this scale can be hard to absorb. But Minnesota Paid Leave is not a temporary program or a pilot. It’s built on the state’s existing unemployment infrastructure and is designed to last.
In fact, multiple efforts to delay or modify the law during the last legislative session did not pass. The timeline remains in place, with implementation beginning in 2026. The sooner you begin preparing, the more confident and aligned your organization will feel.
Myth #2: "We don’t have a population of people having babies."
It’s a common assumption—but Minnesota Paid Leave covers much more than parental leave.
Your employees may have aging parents, spouses, or children who need care. Others may be managing serious health conditions themselves. Minnesota Paid Leave even provides supplemental income in some work-related injury cases.
What’s different about this program is that it’s paid—making it possible for more people to take the time they truly need without financial hardship. Planning now means supporting your team in the moments that matter most.
Myth #3: "We have it covered."
Many teams feel confident at first glance—but we’ve found that even the most experienced HR and legal teams are discovering important gaps.
If you’re not sure where you stand, here are some helpful reflection points:
- Has your PFML policy been reviewed and updated for compliance?
- Have your current paid and unpaid leave policies been assessed for alignment?
- Do you have a plan for how PFML will coordinate with PTO, STD, and other benefits?
- Is your organization registered in the state’s new system?
As with any organizational change, clarity and preparation are key. You don’t have to have it all figured out—but you shouldn’t go it alone.
Myth #4: "This doesn’t apply to us—we’re a small company."
The Minnesota Paid Leave Act applies to employers of all sizes—even those with just a few employees. The only distinction is a slightly reduced premium rate for companies with fewer than 30 employees.
Every employer will still be responsible for:
- Facilitating payroll contributions
- Managing leaves in compliance with the law
- Communicating clearly with employees and leaders
Small but mighty teams need support too—and we’re here to help ensure you’re not navigating this change alone.
Putting People First—That’s What This Is Really About
Minnesota Paid Leave is more than a mandate—it’s an opportunity to support your people during life’s most critical moments. It’s about trust, communication, and doing right by the teams who make your business run.
At Brillect, we specialize in helping organizations take care of their people through practical, sustainable change. Whether it’s reviewing policies, forecasting workforce impact, building training materials, or supporting implementation, we’re here to walk alongside you.
Looking for a simple way to start? Check out our Minnesota Paid Leave Readiness Timeline.
Or reach out at [email protected]—we’re happy to help.
