§ 181.941 — Pregnancy and Parenting Leave
Plain-Language Summary
Minnesota employees are entitled to up to 12 weeks of unpaid leave for the birth or adoption of a child, or for pregnancy-related health needs. Employers cannot fire or punish an employee for taking this leave, and must continue the employee's health insurance during the leave.
181.941 PREGNANCY AND PARENTING LEAVE.
§
Subdivision 1.Twelve-week leave; pregnancy, birth, or adoption.
(a) An employer must grant an unpaid leave of absence to an employee who is:
(1) a biological or adoptive parent in conjunction with the birth or adoption of a child; or
(2) a female employee for prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions.
(b) The length of the leave shall be determined by the employee, but must not exceed 12 weeks, unless agreed to by the employer. §
Subd. 2.Start of leave.
The leave shall begin at a time requested by the employee. The employer may adopt reasonable policies governing the timing of requests for unpaid leave and may require an employee who plans to take a leave under this section to give the employer reasonable notice of the date the leave shall commence and the estimated duration of the leave. For leave taken under subdivision 1, paragraph (a), clause (1), the leave must begin within 12 months of the birth or adoption; except that, in the case where the child must remain in the hospital longer than the mother, the leave must begin within 12 months after the child leaves the hospital. §
Subd. 3.No employer retribution.
An employer shall not discharge, discipline, penalize, interfere with, threaten, restrain, coerce, or otherwise retaliate or discriminate against an employee for requesting or obtaining a leave of absence as provided by this section. §
Subd. 4.Continued insurance.
During any leave for which an employee is entitled to benefits or leave under this section, the employer must maintain coverage under any group insurance policy, group subscriber contract, or health care plan for the employee and any dependents as if the employee was not on leave, provided, however, that the employee must continue to pay any employee share of the cost of the benefits.
History:
1987 c 359 s 2; 1990 c 577 s 2; 2014 c 239 art 3 s 2; 2023 c 53 art 11 s 30; 2024 c 110 art 2 s 10
History: History: 1987 c 359 s 2; 1990 c 577 s 2; 2014 c 239 art 3 s 2; 2023 c 53 art 11 s 30; 2024 c 110 art 2 s 10