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Committee considers expanding seasonal‑employee test from 150 to 180 days; labor groups warn of equity impacts
Summary
House File 4569 would raise the seasonal‑employee threshold in Minnesota's paid‑leave law from 150 to 180 days and apply the test beyond hospitality sectors. Seasonal employers including Valleyfair testified the change better matches six‑month receipts tests; unions and equity advocates warned it would widen disparities. The committee laid the bill over.
Representative Baker introduced HF 4569 to broaden Minnesota's seasonal‑employee definition under the Paid Family & Medical Leave law, proposing an expansion from 150 to 180 days and applying the seasonal test across industries beyond hospitality. Supporters said the narrower 150‑day cap created staffing gaps in industries that operate six months or more, such as construction, agriculture, recreation and tourism.
Valleyfair and other seasonal employers testified that raising the threshold to 180 days better aligns the statute with a six‑month receipts test already used elsewhere and would reduce marginal staffing disruptions. Industry representatives argued the patch would make PFML more workable and predictable for seasonal businesses that hire many students and retirees for part of the year.
Labor unions, ISAIAH Minnesota and other equity advocates opposed expansion, arguing the carve‑out would exacerbate racial and gender disparities and create administrative complexity that reduces worker access. Testimony noted Minnesota's relatively high earnings threshold for PFML eligibility and cautioned about creating additional exceptions that would remove access for low‑wage and immigrant workers.
On a subsequent roll call the motion did not prevail; the bill was laid over for further consideration. Committee chairs closed the session and adjourned.
