The Minnesota legislature got busy this year. Changes to Minnesota’s pregnancy and parenting leave, lactation and pregnancy accommodations, and city minimum wages, as well as marijuana legalization, a noncompete ban, and new prohibitions on so-called captive audience meetings become effective imminently. Employers would be wise to pay close attention to implementation dates for these laws.
July 1, 2023
Much of the legislation takes effect July 1. Employers need to act now to ensure compliance.
Minnesota Pregnancy and Parenting Leave
As a recap, the Minnesota Pregnancy and Parenting Leave (MPPL) law requires that employers provide 12 weeks of unpaid leave if the employee needs leave for a pregnancy-related condition or upon birth or adoption of a child. The leave must be taken within one year of the child being brought home.
This law formerly applied to companies with 21+ employees. Employees formerly needed to work at least one half of the employer’s fulltime hours and have worked for the employer for at least one year before being eligible for leave. Now, these requirements are gone.
Beginning July 1, this law applies to all employers, regardless of size, and to all employees, immediately upon hire. This leave is protected and comes with job-reinstatement requirements.
As a result of these changes, the employee’s MPPL will not necessarily qualify for FMLA leave. If the employee takes the leave before one year of service, before reaching the FMLA hours requirement (1,250...
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