Beginning on January 1, 2024, all Minnesota employees will be eligible for sick and safe time equal to 1 hour for every 30 hours worked, up to 48 hours per year with a cap of up to 80 hours over multiple years. Employees may use this time to recover from illness, domestic abuse, or other issues. An employee’s sick and safe time begins accruing on the first date of employment. These requirements can be waived for union employees subject to a collective bargaining agreement or if an employer separately maintains paid leave policies that meet or exceed the statutory minimums. Rather than track sick and safe time by hour, many employers will choose to front load 48 hours on January 1 of each year. 

Employers may coordinate that with other PTO time by front loading at least 80 hours every year on January 1, they can do so in lieu of any carryover. Employers are required to update employee handbooks to provide required notice of the earned sick and safe time law. If they do not have a handbook, they are required to give notice when hiring an employee. 

At the end of each pay period, an employer must provide each employee with an earnings statement and include 1) the total number of sick and safe hours accrued and available for use, and 2) the total number of earned sick and safe time hours used during the pay period.