{"id":6767,"date":"2012-05-16T20:00:00","date_gmt":"2012-05-17T01:00:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6767"},"modified":"2026-07-27T03:55:35","modified_gmt":"2026-07-27T08:55:35","slug":"minnesota-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/minnesota-employment-law\/","title":{"rendered":"Minnesota employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">Minnesota has laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage, health care continuation coverage obligations for smaller employers and bone marrow donation leave, but generally follows federal law with respect to topics such as occupational safety and consumer reports.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Minnesota employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Minnesota Human Rights Act (MHRA) prohibits discrimination on the basis of protected characteristics, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Creed;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related disabilities);&nbsp;<\/li>\n\n\n\n<li class=\"\">Marital status;&nbsp;<\/li>\n\n\n\n<li class=\"\">Status with regard to public assistance;&nbsp;<\/li>\n\n\n\n<li class=\"\">Membership or activity in a local commission;&nbsp;<\/li>\n\n\n\n<li class=\"\">Disability;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age (18 and older); and&nbsp;<\/li>\n\n\n\n<li class=\"\">Familial status.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The MHRA also protects employees from harassment and retaliation.&nbsp;<\/p>\n\n\n\n<p class=\"\">The MHRA applies to an employer in Minnesota with one or more employees.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Equal Pay for Equal Work Law prohibits an employer from discriminating between employees on the basis of sex by paying unequal wages for equal work on jobs that require equal skill, effort and responsibility and that are performed under similar working conditions. A pay differential may be allowed if such payment is made according to a:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Seniority system;&nbsp;<\/li>\n\n\n\n<li class=\"\">Merit system;&nbsp;<\/li>\n\n\n\n<li class=\"\">System that measures earnings by quantity or quality of production; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Any other factor other than sex.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency &nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota has a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a> that requires employers of a certain size to include the starting salary range and a general description of all benefits and other compensation &#8211; including health and retirement benefits &#8211; in any job posting.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota employers may not inquire into, consider or require disclosure of an applicant&#8217;s pay history for the purpose of determining wages, salary, earnings, benefits or other compensation for that applicant. Exceptions apply if the applicant&#8217;s salary history is a matter of public record under federal or state law. If an applicant discloses their pay history voluntarily and without prompting, the employer may consider that information to support a wage or salary higher than its initial offer.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota prohibits an employer from:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Requiring nondisclosure by an employee of his or her wages as a condition of employment;&nbsp;<\/li>\n\n\n\n<li class=\"\">Requiring an employee to sign a waiver or other document that denies the employee the right to disclose his or her wages; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Taking any adverse employment action against an employee for disclosing his or her own wages or discussing another employee&#8217;s wages that have been disclosed voluntarily.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer must provide reasonable accommodations to an employee for health conditions related to pregnancy or childbirth, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A temporary transfer to a less-strenuous or less-hazardous position;&nbsp;<\/li>\n\n\n\n<li class=\"\">Temporary leaves of absence;&nbsp;<\/li>\n\n\n\n<li class=\"\">Modifications to schedule or assignments;&nbsp;<\/li>\n\n\n\n<li class=\"\">Seating;&nbsp;<\/li>\n\n\n\n<li class=\"\">More frequent or longer breaks; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Limits on lifting.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer cannot claim undue hardship to deny accommodations for more frequent or longer restroom, food and water breaks; seating; and limits on lifting over 20 pounds.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employers must inform employees of these rights. If the employer has an employee handbook, notice of pregnancy accommodation rights must be included there.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer must provide reasonable unpaid break time each day to an employee who needs to express breast milk for her infant child and may not reduce an employee&#8217;s compensation for the time used to express milk. The break time may run concurrently with any break time already provided to the employee. An employer also must make reasonable efforts to provide nursing mothers and lactating employees a room or other location where they can express milk in privacy that:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Is clean, private and secure;&nbsp;<\/li>\n\n\n\n<li class=\"\">Is not a bathroom or toilet stall;&nbsp;<\/li>\n\n\n\n<li class=\"\">Is shielded from view and free from intrusion from coworkers and the public; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Includes access to an electrical outlet.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employers are prohibited from discharging, disciplining, penalizing, interfering with, threatening, restraining, coercing or otherwise retaliating or discriminating against employees for asserting their rights to breastfeeding breaks or other pregnancy accommodations.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employers must inform employees in English and in their primary language (as identified by the employee) about their breastfeeding breaks rights and other rights under the pregnancy accommodation law:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">At the time of hire; and&nbsp;<\/li>\n\n\n\n<li class=\"\">When an employee inquires about or requests parental leave.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">This notice also must be included in any employee handbooks.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer with one or more employees must provide an employee with access to their personnel record upon written request. A current employee is entitled to review their personnel record once every six months. A former employee may either request to review their personnel record or obtain a free copy of their personnel file once per year for as long as the record is maintained. An employer must respond to a request within seven working days after receipt of the request if the personnel record is located in the state, or 14 days if the record is located out of state. An employee also has the right to dispute the contents of their personnel record.&nbsp;<\/p>\n\n\n\n<p class=\"\">Employers must provide new hires with a notice of their rights under the law.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Minnesota Whistleblower Act prohibits an employer in Minnesota from retaliating against an employee who, in good faith:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Reports an actual, suspected or planned violation of federal, state or common law;&nbsp;<\/li>\n\n\n\n<li class=\"\">Is asked to participate in a public investigation or hearing; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Informs the employer that he or she is refusing to obey an order because he or she reasonably believes it is unlawful.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota does not have a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">scheduling law<\/a> applicable to private employers.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/new-hire-paperwork-and-notice-requirements-by-state\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit checks&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Minnesota Access to Consumer Reports Act (MACRA) is similar to the federal Fair Credit Reporting Act (FCRA). One difference is that Minnesota requires an employer to include an authorization request with its employment application form when an application is used. In addition, the MACRA requires that the authorization form have a checkbox for the individual to check if they want a copy of the background report.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota prohibits private employers from asking prospective employees about their <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">criminal histories on a job application<\/a>. However, an employer may still make criminal history inquiries either during a job interview or after a conditional offer has been made. Limited exemptions apply.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify&nbsp;<\/h3>\n\n\n\n<p class=\"\">Contractors and subcontractors on state contracts of more than $50,000 must certify that they are using, or are in the process of implementing, <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> for all newly hired employees who will work on the contract.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage&nbsp;<\/h3>\n\n\n\n<p class=\"\">The <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-minnesota\/\">minimum wage in Minnesota<\/a> is currently $11.41 per hour.&nbsp;<\/p>\n\n\n\n<p class=\"\">A training wage of $9.31 per hour may be paid during the first 90 days of employment to employees under 20 years of age.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer must <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">pay overtime<\/a> for all hours worked in excess of 48 hours per week. Several types of employees are exempt from Minnesota&#8217;s overtime requirements, including, but not limited to, certain:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Unionized employees;&nbsp;<\/li>\n\n\n\n<li class=\"\">Retail or service employees paid on a commission basis;&nbsp;<\/li>\n\n\n\n<li class=\"\">Salespersons, parts persons or mechanics employed by a motor vehicle dealership;&nbsp;<\/li>\n\n\n\n<li class=\"\">Airline employees;&nbsp;<\/li>\n\n\n\n<li class=\"\">Companionship service providers who stay overnight in the home of an aged or infirm individual; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Workers who are not considered employees.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Employers are required to provide employees:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A paid rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer, within each four consecutive hours of work; and &nbsp;<\/li>\n\n\n\n<li class=\"\">An unpaid meal break that is at least 30 minutes when working six or more consecutive hours. &nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employers that fail to provide the required meal and\/or rest breaks will be liable to the employee for the break time that should have been allowed at the employee&#8217;s regular rate of pay, plus an additional equal amount as liquidated damages.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor&nbsp;<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Minnesota restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/p>\n\n\n\n<p class=\"\">All minors are prohibited from working in hazardous occupations, and minors under the age of 16 are prohibited from working in a variety of other occupations such as those involving the operation of machinery, work in processing plants and transportation. Minors may work in prohibited occupations under certain circumstances, such as working for a parent-owned company or being trained in an approved apprenticeship program.&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors who are 16 or 17 years old and a high school student are not permitted to work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">After 11:00 p.m. (11:30 p.m. with written permission from a parent or guardian) on an evening before a school day; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Before 5:00 a.m. (4:30 a.m. with written permission from a parent or guardian) on a school day.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under the age of 16 are not permitted to work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Before 7:00 a.m.;&nbsp;<\/li>\n\n\n\n<li class=\"\">After 9:00 p.m.;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 40 hours per week;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than eight hours in any 24-hour period; and&nbsp;<\/li>\n\n\n\n<li class=\"\">During school hours on school days without an employment certificate issued by the appropriate school district.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minnesota-payroll-wage-payment-compliance-guide\/\">employee pay<\/a> and benefits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer may pay wages in cash, or with checks that are convertible into cash at full face value. Nonnegotiable instruments are not permitted.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may also pay wages by <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">direct deposit<\/a> or electronic paycards as long as certain conditions are satisfied.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time&nbsp;<\/h3>\n\n\n\n<p class=\"\">Most Minnesota employers must pay employees all wages earned at least once every 31 days on a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">regular payday<\/a> designated in advance, regardless of whether an employee requests payment at longer intervals. Wages are earned on the day an employee performs the work. The term wages includes salary, earnings and gratuities, and all commissions earned at least once every three months.&nbsp;<\/p>\n\n\n\n<p class=\"\">Unless paid earlier, wages earned during the first half of an employee&#8217;s first 31-day period are due on the first regular payday following the first day of work.&nbsp;<\/p>\n\n\n\n<p class=\"\">Exceptions apply for employers of individuals working on projects of a transitory nature, public service corporations and migrant workers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions&nbsp;<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer may make <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from employees&#8217; wages<\/a> that are required by federal or state law or that are expressly authorized in writing by the employee for the purpose of paying specific items, such as union dues or group accident and health insurance.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer may also make deductions for uniforms, equipment and other items necessary for employment, as long as the employee&#8217;s wage rate does not fall below the minimum wage in effect.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements&nbsp;<\/h3>\n\n\n\n<p class=\"\">At the end of each pay period, an employer must provide each employee with a written or electronic <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">pay statement<\/a> that includes the following information:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employee&#8217;s name;&nbsp;<\/li>\n\n\n\n<li class=\"\">The rate(s) of pay and the basis for the rates, including whether the employee is paid by the hour, shift, day, week, salary, piece, commission or other method;&nbsp;<\/li>\n\n\n\n<li class=\"\">Allowances, if any, claimed for permitted meals and lodging;&nbsp;<\/li>\n\n\n\n<li class=\"\">Total number of hours worked, unless the employee is exempt from the minimum wage;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gross pay earned during the pay period;&nbsp;<\/li>\n\n\n\n<li class=\"\">Deductions made from the employee&#8217;s pay;&nbsp;<\/li>\n\n\n\n<li class=\"\">Net pay after all deductions are made;&nbsp;<\/li>\n\n\n\n<li class=\"\">Date the pay period ends;&nbsp;<\/li>\n\n\n\n<li class=\"\">Employer&#8217;s legal name and operating name, if different;&nbsp;<\/li>\n\n\n\n<li class=\"\">The physical address of the employer&#8217;s main office or principal place of business and a mailing address if different; and&nbsp;<\/li>\n\n\n\n<li class=\"\">The employer&#8217;s telephone number.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Minnesota law, wage theft occurs when an employer, with fraudulent intent:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Fails to make timely and full wage payments;&nbsp;<\/li>\n\n\n\n<li class=\"\">Causes an employee to give a receipt for wages for a greater amount than that actually paid to the employee for work performed;&nbsp;<\/li>\n\n\n\n<li class=\"\">Demands or receives from an employee a rebate or refund from the wages owed the employee under an employment contract; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Makes it appear that the wages paid to an employee were greater than the amount actually paid to the employee.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation&nbsp;<\/h3>\n\n\n\n<p class=\"\">In Minnesota, employees working for employers with two or more employees may qualify for continued health insurance coverage. Minnesota health care continuation requirements follow the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) with regard to the qualifying events that create eligibility for continuation coverage.&nbsp;<\/p>\n\n\n\n<p class=\"\">Under certain circumstances, the maximum length of continuation coverage in Minnesota is longer than under COBRA.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#minnesota-leave-laws\">time off and leaves of absence<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Minnesota&#8217;s Pregnancy and Parenting Leave Act, an employer with one or more employees must provide eligible employees with up to 12 weeks of unpaid leave for:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The birth or adoption of a child;&nbsp;<\/li>\n\n\n\n<li class=\"\">Prenatal care; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Incapacity due to pregnancy, childbirth or related health conditions.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">In addition, under Minnesota&#8217;s Paid Leave Law, eligible employees are entitled to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-family-leave-requirements-by-state\/\">paid family and medical leave (PFML)<\/a> benefits, which are funded by employee and employer contributions. Employees may take PFML for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s or their family member&#8217;s serious health condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">Medical care related to the employee&#8217;s pregnancy, including prenatal care, incapacity due to pregnancy or recovery from childbirth, stillbirth, miscarriage or related health conditions;&nbsp;<\/li>\n\n\n\n<li class=\"\">Bonding time with a biological, adopted or foster child within 12 months of the child&#8217;s birth, adoption or placement;&nbsp;<\/li>\n\n\n\n<li class=\"\">Safe leave related to domestic abuse, sexual assault or stalking of the employee or their family member;&nbsp;<\/li>\n\n\n\n<li class=\"\">To care for a family member who is a military member; and&nbsp;<\/li>\n\n\n\n<li class=\"\">For a qualifying exigency when a family member is called to active duty in the US armed forces.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/minnesota-paid-sick-leave-guide\/\">Minnesota&#8217;s Earned Sick and Safe Time law<\/a>, an employer with one or more employees must provide eligible employees with paid sick and safe leave for reasons related to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Illness, injury or health condition;&nbsp;<\/li>\n\n\n\n<li class=\"\">Domestic abuse, sexual assault or stalking;&nbsp;<\/li>\n\n\n\n<li class=\"\">Inclement weather or public emergency;&nbsp;<\/li>\n\n\n\n<li class=\"\">Communicable disease; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Attending a family member&#8217;s funeral or making arrangements following their death.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements&nbsp;<\/h3>\n\n\n\n<p class=\"\">In addition to the Pregnancy and Parenting Leave Act, Minnesota Paid Leave Law and Earned Sick and Safe Time law, a Minnesota employer may also be required to comply with other leave and time off laws, including but not limited to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">School activities leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Quarantine leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Bone marrow donor leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/voting-leave-laws-by-state\/\">Voting leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Election official leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Legislative leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Crime victim and witness duty leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-wellbeing\/domestic-violence-sexual-assault-stalking-leave-and-accommodation-laws\/\">Domestic violence leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Family military leave.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/employee-discipline-in-minnesota\/\">employee health and safety<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota established its own Occupational Safety and Health program (MNOSH), which is the state equivalent of federal OSHA. MNOSH applies to all public and private workers in the state, with some exceptions.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota&#8217;s Drug and Alcohol Testing in the Workplace Act (DATWA) restricts preemployment <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">drug and alcohol testing<\/a>. Among its provisions, the DATWA requires that, prior to testing, an employer implement a written drug and alcohol testing policy that includes specific information, such as who is subject to testing, the right to refuse to be tested and the consequences of refusing to be tested.&nbsp;<\/p>\n\n\n\n<p class=\"\">To lawfully test a job applicant, an employer must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Make a conditional job offer;&nbsp;<\/li>\n\n\n\n<li class=\"\">Require the same test of all similar applicants with conditional offers;&nbsp;<\/li>\n\n\n\n<li class=\"\">Confirm a positive test result before withdrawing a conditional job offer; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Inform the applicant if a job offer is withdrawn based on a positive test result.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Minnesota Clean Indoor Air Act bans smoking in all places of employment. &#8220;No Smoking&#8221; signs should be posted, and all smoking paraphernalia, such as ashtrays, should be removed. The law does not require an employer to create designated smoking areas or provide other accommodations for smokers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer may prohibit the possession of guns and weapons by employees while performing regular job duties. However, an employer may not prohibit the lawful carry or possession of a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">firearm in a parking facility or parking area<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota law prohibits drivers from <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/policies-handbooks\/cell-phone-use-texting-while-driving-handbook-statement-minnesota\/\">operating a motor vehicle while using a handheld wireless communications device<\/a> to initiate, compose, retrieve, read or send electronic messages; engage in a cell phone call; or access certain stored content on the device.&nbsp;<\/p>\n\n\n\n<p class=\"\">These restrictions do not apply if the person is using the device in a voice-activated or hands-free mode to initiate or participate in a cell phone call or initiate, compose, send or listen to an electronic message.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay&nbsp;<\/h3>\n\n\n\n<p class=\"\">For an involuntarily terminated employee, wages are due within 24 hours of the employee&#8217;s demand for payment. An employee who voluntarily resigns must be paid by the next regularly scheduled payday, as long as the payday is within 20 days of the last day worked. Exceptions apply.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs&nbsp;<\/h3>\n\n\n\n<p class=\"\">Minnesota law requires employers providing notice of a covered plant closing, substantial layoff or relocation of operations under the federal WARN Act to report to the Commissioner of Employment and Economic Development the names, addresses and occupations of the employees who have been or will be terminated.<\/p>\n\n\n\n<p class=\"\">In addition to any notice required under the federal WARN Act, an employer considering a decision to carry out a plant closing, substantial layoff or relocation of operations is encouraged to give notice of that decision as early as possible to the Commissioner, affected employees, any employee organization representing the employees and the local government unit in which the affected establishment is located.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Minnesota does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#equal-employment-opportunity\">EEO and worker protections<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#ai-in-employment\">AI in employment<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide.  Get a free quote for HR &amp; Compliance Center today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-d1d20fd4c472afcbb9b8c2c918f06b4e wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter   \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/employee-engagement\/the-great-disconnect-employee-trust\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/06\/19105356\/the-great-disconnect-blog-1-image.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Blogs<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/employee-engagement\/the-great-disconnect-employee-trust\/\">The Great Disconnect: When workplace decisions erode employee trust<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Employee trust erodes when policy, reward and manager guidance send conflicting signals. Learn how the Great Disconnect creates &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17073128\/Creative-team-meeting-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\">Additional NLRB member opens door to reverse union-friendly decisions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The confirmation of a fourth National Labor Relations Board member gives Republicans a 3-1 majority, creating a pathway &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/13035009\/Students-attending-university-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO protected classes by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Explore state\u2011by\u2011state EEO protected classes to help HR teams understand discrimination laws and maintain compliant employment practices.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb 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class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">Follow Brightmine on LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Minnesota employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"employment-law-overview","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6767","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - 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