Minnesota’s Paid Family & Medical Leave (PFML) program goes live January 1, 2026, providing up to 12 weeks of wage-replaced leave for bonding, caregiving, and serious health conditions. In a recent House hearing, DEED outlined its program-integrity plan—expect identity verification, eligibility and certification checks across employees/employers/health-care providers, and application screening designed to deter fraud. Lawmakers also spotlighted safeguards for intermittent leave monitoring and caregiver authentication, and the Legislative Auditor signaled future audits.
What HR should do now (pre-launch):
- Map PFML–FMLA coordination (designation steps, concurrency, notices).
- Prepare manager scripts for intermittent leave, return-to-work, and documentation etiquette.
- Update handbooks, leave codes, and employee comms for January.
- Build a documentation checklist (medical certs, recerts, caregiver proof, identity steps).
How ConnectBridge helps: Centralize PFML/FMLA intake, eligibility, and certifications; guide managers with policy-driven workflows (including intermittent leave tracking); and keep audit-ready, timestamped records across locations—so HR, Legal, and Payroll stay aligned as Minnesota’s program launches.