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Minnesota Paid Family and Medical Leave: What Employees Should Know After the First Month

February 13, 2026/in Blog, Employment, Family and Medical Leave Act

Minnesota’s new Paid Family and Medical Leave (PFML) law is now in effect, and the first month has given employees their first real look at how the program works in practice. For many workers, this is the first time they have access to state-run paid leave benefits for serious health conditions, bonding with a new […]

Brian Rochel Presents CLE on Rethinking Title VII Litigation

February 9, 2026/in Blog, Kitzer Rochel News

On February 6, 2026, Kitzer Rochel partner Brian Rochel presented at the North Carolina Advocates for Justice (NCAJ) 2026 Employment Law CLE, a full-day program bringing together plaintiff-side employment attorneys to discuss evolving doctrine and practical litigation strategy. As part of the broader agenda, Brian co-presented with Sam Kramer on “Reimagining Title VII: Beyond McDonnell […]

Minnesota Paid Family and Medical Leave: What Employees Should Know After the First Month

February 13, 2026/in Blog, Employment, Family and Medical Leave Act

Brian Rochel Presents CLE on Rethinking Title VII Litigation

February 9, 2026/in Blog, Kitzer Rochel News

Full Sized Blog Element (Big Preview Pic)

Minnesota Paid Family and Medical Leave: What Employees Should Know After the First Month

February 13, 2026/in Blog, Employment, Family and Medical Leave Act

Minnesota’s new Paid Family and Medical Leave (PFML) law is now in effect, and the first month has given employees their first real look at how the program works in practice.

For many workers, this is the first time they have access to state-run paid leave benefits for serious health conditions, bonding with a new child, caring for a family member, or certain military-related events. While the program is new, the basic rights are clear — and important.

What the Law Provides

Minnesota’s Paid Family and Medical Leave program allows eligible employees to receive partial wage replacement when they need time off for:

Their own serious health condition
Bonding with a new child
Caring for a family member with a serious health condition
Certain military-related needs
Safety leave in cases involving domestic violence or stalking

The benefit is funded through payroll contributions and administered by the state. Employees apply through the state program — not directly through their employer — and benefits are paid by the state.

How the First Month Has Gone

As expected with any new statewide program, there have been questions and some early confusion. The state reports that more than 35,000 employees have applied for the benefits, which is a very strong start.

Common questions include:

Coordination with FMLA or employer-provided leave
Understanding how wage replacement amounts are calculated
Timing of applications and approvals
Employer misunderstandings about notice requirements

That said, the system is operational, and many employees are successfully receiving benefits. Most early issues involve paperwork, timing, or clarification — not denial of the underlying right to take leave.

What Employees Should Keep in Mind

If you are considering taking paid leave, there are several key points to remember:

Provide notice when possible. If the need for leave is foreseeable, give your employer advance notice.
Document your condition or qualifying event. The state will require certification.
Understand job protection. In most cases, your job (or an equivalent position) must be restored when you return from leave.
Retaliation is prohibited. Employers cannot discipline or terminate you for using protected leave.
Know whether your employer uses a private plan or the state run plan. Your employer chooses whether to opt into the state plan or to a private plan managed by a third party company. It is important to know where you should apply. Ask your employer if you are not sure.

Importantly, Paid Family and Medical Leave is separate from federal FMLA — but in many situations the leaves will run at the same time. The interaction between the two laws can affect how long you are protected and how benefits are calculated.

The Bottom Line

After the first month, Minnesota’s Paid Family and Medical Leave program appears to be functioning as intended, though employees should expect some administrative growing pains. The law provides meaningful financial support during major life and medical events — but only if workers understand their rights and follow the application process carefully.

But regardless of any hiccups in the process, you are still entitled to job protections and rules against retaliation that are specified in the law.

If you have questions about whether your situation qualifies, or if you believe your employer is interfering with your leave rights, contact us today.

Brian Rochel Presents CLE on Rethinking Title VII Litigation

February 9, 2026/in Blog, Kitzer Rochel News

As part of the broader agenda, Brian co-presented with Sam Kramer on “Reimagining Title VII: Beyond McDonnell Douglas.” The session focused on how employment lawyers can more effectively litigate Title VII discrimination claims without treating the traditional burden-shifting framework established in McDonnell Douglas Corp. v. Green as a rigid formula.

While McDonnell Douglas remains an important evidentiary tool, the presentation emphasized that Title VII ultimately asks a straightforward question: whether an adverse employment action was motivated, at least in part, by a protected characteristic. Courts increasingly evaluate that question based on the totality of the evidence, particularly at the summary judgment stage under Federal Rule of Civil Procedure 56 or analogous state rules.

Brian discussed practical strategies for positioning cases for summary judgment and trial, including highlighting direct evidence, leveraging comparator and statistical proof where appropriate, and exposing shifting or inconsistent employer explanations. The session encouraged advocates to present discrimination cases as cohesive, evidence-driven narratives rather than mechanical burden-shifting exercises.

The CLE program also included panels on whistleblower protections, wage theft litigation, mediation strategy, and emerging practice tools, reflecting the continued development of plaintiff-side employment advocacy nationwide.

Half Sized Blog Element (Single Author Style)

Half Sized Blog Element (Multi Author Style)

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What the Law Provides

How the First Month Has Gone

What Employees Should Keep in Mind

The Bottom Line

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