A Minnesota employee handbook review in 2026 should focus on the major state law changes now in effect. A careful review helps employers stay compliant and keeps workplace policies current. For an overview of employment-related services, visit the firm’s Employment Law Practice page.
The most important updates involve the new Minnesota Paid Family and Medical Leave program, expanded break rules, and changes to leave and accommodation policies. Employers should review each policy, confirm accuracy, and prepare for payroll and HR system updates tied to new legal requirements.
Paid Family and Medical Leave (PFML)
Minnesota’s Paid Family and Medical Leave program begins January 1, 2026. The handbook must describe the basic rights and responsibilities under the law.
Key points to include:
- Employees may receive up to 12 weeks of medical leave and 12 weeks of family leave in a benefit year. The combined limit is 20 weeks.
- Employees who qualify for PFML receive job protection while on leave.
- Employees may use their own accrued PTO or ESST during PFML if they choose.
- A leave request needs certification from a health care provider or an authorized professional.
- Covered uses include bonding with a new child, caring for a family member with a serious health condition, supporting a military family member, and addressing certain personal safety issues.
Employers who need help updating these sections can contact the firm through the Contact Holden Law page.
Earned Sick and Safe Time (ESST)
Minnesota’s Earned Sick and Safe Time law applies to most employees who work at least 80 hours in the state in a year. The handbook must state:
- Employees earn one hour of ESST for every 30 hours worked.
- The annual minimum is 48 hours, unless the employer provides more.
- Employees may carry unused hours into the next year, up to 80 hours, unless the employer uses a front-loaded system.
- ESST may be used for personal illness, family illness, medical appointments, preventive care, domestic abuse, sexual assault, stalking, or certain school or public emergency closures.
- ESST is paid at the employee’s regular rate.
- Employers must give written notice of rights and keep accurate records.
- ESST must be reinstated if an employee returns within 180 days.
These rules come from Minnesota Statute § 181.9446.
Break and Meal Periods
Minnesota updated its rest and meal break laws for 2026. The handbook should confirm:
- Employees receive two paid 15-minute rest breaks each day.
- Employees receive a 30-minute unpaid meal break each day.
- Breaks should be scheduled to avoid disrupting workflow.
- The employer retains flexibility to adjust schedules based on business needs.
These rules are found in Minnesota Statute § 177.253 and § 177.254.
Nursing Mothers Policy
Minnesota law protects employees who need time and space to express breast milk. The handbook should state:
- Employees are entitled to reasonable break time each day for this purpose.
- The employer must make reasonable efforts to provide a private space that is not a restroom.
- The space should be close to the work area.
- Retaliation for using these rights is prohibited.
These rules appear in Minnesota Statute § 181.939 subdivision 1.
Pregnancy Accommodation Policy
Employers must provide reasonable accommodations for pregnancy-related health needs unless doing so would cause undue hardship. The handbook should explain:
- Employees may request accommodations such as extra breaks, seating changes, or lifting limits.
- The request should trigger an interactive process between the employer and employee.
- A health care provider may assist in clarifying the need for an accommodation.
- Retaliation for requesting help is prohibited.
These rules come from Minnesota Statute § 181.939 subdivision 2.
Wage Disclosure Policy
Minnesota law protects employees who discuss wages. The handbook must state:
- Employees may discuss their own wages and the wages of co-workers who choose to take part in the conversation.
- Retaliation for wage discussions is prohibited.
- Violations may lead to discipline and may expose the employer to remedies under Minnesota Statute § 181.172.
Employers can read more about employee rights and workplace obligations on the firm’s Resources page.
Implementation Steps for Employers
A 2026 handbook review involves more than updating text. Employers should:
- Update payroll and HR systems to support PFML deductions and tracking.
- Train supervisors and HR staff on the revised policies.
- Communicate updates to employees in a clear format before effective dates.
- Collect updated acknowledgment forms once the handbook is revised.
A structured review helps employers avoid compliance issues and gives employees clear information about their rights. For legal help with handbook revisions, employers may visit Holden Law Firm or contact the firm directly.