More Than 38,000 Minnesotans Seek Paid Leave in First Month as State Flags Fraud Attempts and Early Trends

ST. PAUL, MN

The launch of Minnesota’s Paid Family and Medical Leave program has ushered in a defining moment for the state’s workforce, signaling both the scale of unmet need among workers and the administrative complexity of delivering a universal benefit at speed. In its first month of operation, the program received 38,336 applications, a surge that state officials say mirrors early demand patterns seen in states such as Massachusetts and Washington that implemented similar systems.

The data, released Monday by the Minnesota Department of Employment and Economic Development, offers the first detailed look at how Minnesotans are using the benefit, who is accessing it, and how the state is safeguarding the program against misuse.

“This level of interest is significant, but not unexpected,” said DEED Deputy Commissioner Evan Rowe, who provided lawmakers and the public with an operational update on the program’s rollout. “What matters now is ensuring access, accuracy, and integrity as the system matures.”

A broad cross section of need

The distribution of applications underscores the wide-ranging circumstances that drive workers to take leave. Nearly half of all applications were for paid family leave, primarily tied to bonding with a new child or caring for a family member. About 40 percent were for medical leave, covering serious health conditions that temporarily prevent individuals from working. The remaining claims were spread across safety leave, caregiving, and military family leave.

As of January 31, DEED had processed more than 21,000 applications, resulting in approvals, denials, and cancellations. The most common reason for denial was that an applicant’s employer already offers an equivalent private plan, which under Minnesota law allows employers to opt out of the state program if their benefits meet or exceed state standards.

Eligibility requirements extend beyond employer coverage. Applicants must submit complete certification paperwork and meet financial eligibility thresholds, typically based on wages earned during a defined base period.

“Obviously, you need to have full certification and the correct documentation,” Rowe said. “You also need to be financially eligible. Those requirements are essential to making the program sustainable.”

Who is using the program

Early demographic data reveals clear trends. About 65 percent of applicants are under the age of 40, a pattern state officials attribute largely to parental bonding leave. Women make up the majority of applicants, reflecting longstanding national trends in which women are more likely to take time away from work for caregiving responsibilities.

State officials cautioned that these figures represent only the opening phase of the program and are likely to evolve as awareness spreads and usage normalizes.

“This is the front edge of adoption,” Rowe said. “We expect the volume to taper and stabilize as the program becomes part of the regular rhythm of work and family life in Minnesota.”

Fraud prevention built into the system

Alongside the surge in applications, DEED confirmed that multiple cases of attempted fraud have already been stopped, with referrals made to the Minnesota Bureau of Criminal Apprehension. While officials declined to provide exact numbers or dollar amounts, they emphasized that fraud detection mechanisms were embedded into the program from the outset.

Rowe outlined several categories of misconduct that can trigger criminal referrals, including identity misrepresentation, falsified medical certifications, and misstatements about employment status or the necessity of leave.

“We are cognizant of all those factors,” he said. “That’s why we built multiple, overlapping layers of review. Program integrity is foundational.”

To reduce delays and prevent unnecessary scrutiny, DEED is strongly encouraging applicants to complete identity verification through the state’s online portal, a step that can streamline processing and minimize manual reviews.

Guidance for employers

State officials have also intensified outreach to employers, emphasizing that successful implementation depends on clear communication and coordination at the workplace level. Employers are urged to clarify how state-paid leave interacts with existing paid time off, short-term disability, or private leave plans, and to ensure that employees submit the correct certification forms when applying.

For businesses offering private plans, verifying equivalency and communicating coverage details early can prevent confusion and avoid unnecessary denials.

A program under national scrutiny

Minnesota’s Paid Family and Medical Leave program represents one of the most expansive worker benefit initiatives in the state’s history, and its early performance is already drawing attention from policymakers and labor advocates beyond state lines. The first month’s data suggests strong demand, predictable demographic patterns, and an administrative apparatus actively working to balance access with accountability.

For DEED, the task ahead is ongoing. Additional data releases are expected in the coming months, offering deeper insight into approval rates, processing times, and long-term participation trends.

“The interest confirms what we already knew,” Rowe said. “Minnesotans need this program. Our responsibility is to make sure it works, fairly and securely, for everyone.”

As Minnesota moves from launch to long-term operation, the early numbers tell a clear story: paid leave is no longer a fringe benefit but a core feature of the modern labor landscape, one that thousands of Minnesotans are already relying on to navigate life’s most consequential moments.

MinneapoliMedia