Weekly max gap
$1,423
Minnesota higher
2026Minnesota vs South Dakota Paid Leave
Minnesota lists a higher modeled weekly maximum. Compare PFML status, weekly caps, family weeks, payroll premiums, and sick-leave rules.
By Sammy S. · Founder · AuthorUpdated for 2026
Family weeks gap
12
Minnesota longer
Premium gap at $80k
$352
South Dakota lower rate
Side-by-side paid leave scoreboard
Minnesota
$1,423
Max weekly · rank #4
- PFML status
- Active PFML program
- Family weeks
- 12
- Employee premium
- 0.44%
Paid sick leave mandate
South Dakota
No statewide PFML
Max weekly · rank #43
- PFML status
- No statewide PFML
- Family weeks
- 0
- Employee premium
- —
No statewide sick-leave mandate
Benefit metric comparison
| Metric | Minnesota | South Dakota | Difference |
|---|---|---|---|
| Max weekly | $1,423 | $0 | $1,423 |
| Family weeks | 12 | 0 | 12 |
| Employee premium | 0.44% | 0% | 0.44% |
| Est. annual premium ($80k) | $352 | $0 | $352 |
Max weekly
Minnesota$1,423
South Dakota$0
Family weeks
Minnesota12
South Dakota0
Premium at $80k
Minnesota$352
South Dakota$0
Key takeaways — Minnesota vs South Dakota paid leave
- Minnesota has an active PFML program (Minnesota Paid Family and Medical Leave); South Dakota has no mandatory statewide PFML insurance.
- Minnesota lists the higher modeled weekly maximum ($1,423 vs $0, gap $1,423).
- Minnesota models more family/bonding weeks (12 vs 0).
- South Dakota has the lower employee PFML premium (~0%), saving about $352/year on a $80,000 wage example before wage-base caps.
- Minnesota: Paid sick leave mandate. South Dakota: No statewide sick-leave mandate.
- Federal FMLA remains unpaid job protection—it does not replace a PFML paycheck in either state.
Minnesota vs South Dakota leave scorecard
PFML status, weeks, premiums, and sick-leave mandates side by side.
| Metric | Minnesota | South Dakota |
|---|---|---|
| PFML status | Active PFML program | No statewide PFML |
| Program | Minnesota Paid Family and Medical Leave | — |
| Max weekly benefitMinnesota higher by $1,423 | $1,423 | — |
| Family / bonding weeksMinnesota longer by 12 | 12 | — |
| Medical weeks (modeled) | 12 | See disability / separate track |
| Wage replacement (typical) | 9% | — |
| Employee premiumSouth Dakota lower (~$352/yr at $80,000) | 0.44% | None / n/a |
| Paid sick / any-reason | Paid sick leave mandate | No statewide sick-leave mandate |
PFML at weekly max — claim length scenarios
Illustrative totals if every week paid the modeled maximum. Caps stop at each state’s family weeks when shorter. Most claimants earn less than the maximum.
| Scenario | Minnesota | South Dakota | Gap |
|---|---|---|---|
| 4 weeks at weekly max | $5,692 | — | $5,692 |
| 8 weeks at weekly max | $11,384 | — | $11,384 |
| 12 weeks at weekly max | $17,076 | — | $17,076 |
How to read this page
Minnesota vs South Dakota paid leave in 2026
Comparing paid leave between Minnesota and South Dakota means stacking three layers: mandatory PFML cash benefits (where they exist), statewide paid sick or any-reason leave mandates, and unpaid federal FMLA job protection. This page uses the same 2026 planning snapshot as the paid-leave hub.
Minnesota shows active pfml program with a modeled weekly maximum of $1,423 and about 12 family weeks. South Dakota shows no statewide pfml.
If you optimize for cash benefits, Minnesota leads on weekly maximum and Minnesota leads on family weeks—premiums and sick-leave rules can still flip the “better” package for a given worker.
Benefits and premiums: Minnesota vs South Dakota
At the weekly maximum for a full family-leave allotment, Minnesota could approach $17,076 (12 weeks) and South Dakota no statewide max total (0 weeks)—only if every week pays the published maximum.
Employee payroll shares model at 0.44% in Minnesota (~$352/year on $80,000) versus 0% in South Dakota (~$0/year). The gap is about 0.44% / $352 annually on that wage example.
Wage replacement midpoints are about 9% in Minnesota and n/a in South Dakota before caps. Waiting periods, claim type, and private plans can change cash paid.
PFML vs sick leave vs FMLA in this pair
Minnesota: Statewide earned sick and safe time. South Dakota: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave).
Short sick or any-reason leave banks are not a substitute for multi-week PFML bonding benefits. A state can lead on sick leave and still lack mandatory PFML—or the reverse.
FMLA can run alongside state PFML for eligible employees of covered employers, but it does not pay wages. Job restoration rules depend on employer size, tenure, and which statute applies—not on which state has the higher weekly max.
When Minnesota or South Dakota looks better for leave
Choose the higher weekly max if your wages would hit the cap and you need maximum cash replacement during bonding or family care.
Choose more family weeks if bonding length matters more than the weekly dollar cap—especially when medical and family weeks share a combined annual ceiling.
Weigh employee premiums and sick-leave mandates for everyday short absences. Relocating for leave benefits alone is rarely enough without checking cost of living, wages, and employer policies.
Who this Minnesota vs South Dakota comparison helps
Useful if…
- •Candidates comparing job offers or remote bases in Minnesota vs South Dakota.
- •Parents estimating bonding leave wage replacement and payroll deductions.
- •HR teams mapping multi-state PFML and sick-leave compliance.
- •Workers weighing whether sick-leave mandates offset a missing PFML program.
Use official tools if…
- •You need an official claim determination, waiting period, or private-plan approval.
- •Your hours or employer size fall below statutory thresholds.
- •City ordinances exceed the statewide sick-leave rules modeled here.
- •You are self-employed and need opt-in PFML rules rather than employee coverage.
Minnesota vs South Dakota checklist
Before treating rankings as a relocation or offer decision.
- 1Confirm PFML status: Minnesota (Active PFML program) vs South Dakota (No statewide PFML).
- 2Compare weekly max ($1,423 vs $0) and family weeks (12 vs 0).
- 3Estimate employee premiums on your wage (example gap ~$352 at $80,000).
- 4Review sick/any-reason leave separately from PFML week counts.
- 5Document FMLA eligibility if you need job protection alongside cash benefits.
- 6Open each state profile and confirm agency rules before relocating for leave alone.
Minnesota vs South Dakota paid leave FAQs
Minnesota: Active PFML program (Minnesota Paid Family and Medical Leave). South Dakota: No statewide PFML.
Minnesota lists a higher modeled weekly maximum ($1,423 vs $0).
Minnesota models 12 family/bonding weeks; South Dakota models 0. Medical-leave weeks and combined caps can differ — check each profile.
Minnesota employee rate ~0.44%; South Dakota ~0%. On $80,000 wages that is about $352 vs $0 per year (before wage-base caps).
Minnesota: Paid sick leave mandate. South Dakota: No statewide sick-leave mandate. Statewide earned sick and safe time. No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave).
No. FMLA is unpaid job-protected leave for eligible employees of covered employers. State PFML programs (where active) can provide partial wage replacement during qualifying leave.
It depends whether you optimize for weekly maximum (Minnesota), weeks (Minnesota), premiums (South Dakota), or sick-leave mandates. Read both profiles and confirm eligibility with the state agency.
At each state’s modeled weekly maximum for its family allotment, Minnesota approaches $17,076 and South Dakota no mandatory total before taxes and offsets. Most claimants earn less than the maximum.
South Dakota models the lower employee rate (0%). On $80,000 wages the annual gap is about $352 before wage-base caps.
Usually only for short illness- or appointment-related absences—not full bonding leave. Minnesota: Statewide earned sick and safe time. South Dakota: No statewide private-employer paid sick leave mandate (cities/counties or employers may still provide leave). Use PFML (where active) or unpaid FMLA for multi-week bonding.
Not always. Weeks, premiums, sick-leave mandates, waiting periods, and employer PTO coordination matter. Minnesota leads on weekly max in this table, but check family weeks, combined caps, and claim rules before deciding.
Open Minnesota (/paid-leave-by-state/minnesota) and South Dakota (/paid-leave-by-state/south-dakota) for program details, neighbor tables, and checklists.
Compare another pair
Compare any two states
PFML weekly max, weeks, premiums, and paid sick leave mandates.
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Chart-based estimates. Confirm claims and premiums with state agencies.