The clock is ticking for Minnesota employers. On January 1, 2026, the state’s Paid Family and Medical Leave Program will officially launch, marking a significant milestone in employee rights and introducing important complexities for HR departments to navigate. The law will provide up to 20 weeks of combined job-protected leave per year for employees dealing with medical or family circumstances. 

Paid leave programs play a vital role in supporting workers during moments that matter most, such as caring for a new child, addressing serious health needs, or supporting an ailing family member. Honoring the intent of these laws is a critical part of responsible, people-centered management. But you must also be prepared for the logistical challenges they present. 

With more employees eligible for extended time away from work, companies must prepare to navigate staffing gaps effectively without disrupting their operations, client relationships, or bottom line. 

At Roth Staffing Companies, we see this law not as a challenge, but as an opportunity to create robust coverage strategies that safeguard your business while your affected employees have the protected time they need to deal with challenging personal situations. Not only do we support clients in more than 10 states that are managing paid leave for their employees, but we also manage paid leave for our own employees. 

Here’s what you need to know about the coming changes and how proactive planning with Roth Staffing can position your company for success. 

What is the Minnesota Paid Leave Act?

Under the Minnesota Paid Leave Act, nearly every employer in the state will be required to provide job-protected leave for eligible employees while the state offers partial wage replacement during this time. Employees can take leave for a variety of qualifying reasons, including: 

• Medical Leave (for a serious health condition, including pregnancy) 

• Family Leave, which includes: 

• Bonding with a new child 

• Caring for a family member with a serious health condition 

• Safety leave (e.g. for domestic violence, sexual assault, or stalking) 

• Military family leave (for a family member called to active duty) 

The law creates a state-run insurance program for paid leave to support workers when they need time off. The insurance program is managed by a new division within the Minnesota Department of Employment and Economic Development.  

According to state guidelines, employers will pay at least 50% of the premium costs, while employees contribute the remainder through paycheck deductions. Small businesses (those with fewer than 30 employees) will qualify for reduced premium rates and may also be eligible for state assistance when hiring temporary replacements or increasing wages for existing workers who take on additional responsibilities. 

How is the Minnesota Paid Leave Act a Challenge for Employers? 

For employers, the challenge isn’t just adjusting payroll systems to account for premiums—it’s ensuring workforce continuity when employees take substantial time off. And they will take time off. 

According to the U.S. Department of Labor study, a paid family and medical leave policy—if instituted at a national level—would increase workers’ leave taking, paid and unpaid, by 6 to 11 percent annually.  

With potential gaps in critical roles such as administration, technology, finance or legal, the impacts on your operations could be costly. 

A report from the Integrated Benefits Institute found extended leaves impacted business operations and added stresses to co-workers who covered absent employees’ responsibilities. 

To protect their reputation, productivity, and profitability, smart businesses are beginning to plan now to navigate changes seamlessly while protecting their employees’ rights to protected leave and their teams and clients alike. 

How Roth Staffing Supports Minnesota Employers 

At Roth Staffing Companies—through Ultimate Staffing for administrative and office support, Ledgent Finance & Accounting, Ledgent Technology, and Adams & Martin Group for legal staffing and attorney search—specializes in solving workforce challenges. As an industry leader, we use sophisticated technology and processes to manage paid sick leave for our temporary employees, whom we call our Ambassadors. 

Our approach has ensured that leave coverage doesn’t become a burden for clients where similar legislation is in effect. Currently, 12 states and the District of Columbia have paid family leave laws on the books. 

We bring decades of expertise to staffing critical business functions. Whether you face planned employee leave or unexpected vacancies, Roth Staffing is your dedicated partner for proactive planning and seamless execution. 

Here’s how we help: 

Strategic Leave Coverage Planning 

We work directly with your leadership teams to identify critical roles within your organization, evaluate possible leave scenarios, and craft customized staffing plans. This allows your company to stay ready for any workforce gaps before they arise. 

Immediate Access to Skilled Professionals 

Our extensive talent network provides access to temporary professionals who are trained, adaptable, and ready to step into high-trust positions. From accountants and payroll specialists to HR coordinators and administrative assistants, we offer skilled candidates who integrate quickly into your team. 

Reduced Stress on Existing Teams 

When employees go on leave without proper coverage, the work often falls on the shoulders of your remaining staff. Roth Staffing’s placement solutions reduce strain on your team, ensuring productivity and morale stay intact. 

Compliance and Continuity 

The Paid Leave Act is more than just a mandate—it’s an operational adjustment for every Minnesota company. We help businesses navigate compliance challenges while maintaining continuity in day-to-day operations, ensuring both legal and organizational requirements are met. 

Act Now to Protect Your Business 

Delays in planning could leave your company scrambling when the time comes. Employers who take a proactive approach and build staffing coverage strategies ahead of potential gaps will be the ones positioned for long-term success. 

Partnering with Roth Staffing Companies means more than just filling temporary vacancies. It means gaining peace of mind that your business will remain compliant, competitive, and productive, no matter what workforce challenges lie ahead. 

Let us help you prepare for Minnesota’s Paid Leave Act with comprehensive staffing solutions tailored to your unique needs. Together, we’ll ensure your clients, employees, and operations don’t miss a beat when leave requests start rolling in. 

Looking to hire and need help? Our specialized recruiters are here to support your unique staffing needs. Contact us today.