{"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":"2026-01-06T09:21:12","modified_gmt":"2026-01-06T14:21:12","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.<\/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 <a href=\"\/us\/solutions\/hr-compliance\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices-mn\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Minnesota Human Rights Act (MHRA) prohibits discrimination on the basis of protected characteristics, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Creed<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy, childbirth and related disabilities)<\/li>\n\n\n\n<li class=\"\">Marital status<\/li>\n\n\n\n<li class=\"\">Status with regard to public assistance<\/li>\n\n\n\n<li class=\"\">Membership or activity in a local commission<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n\n\n\n<li class=\"\">Sexual orientation<\/li>\n\n\n\n<li class=\"\">Age (18 and older)<\/li>\n\n\n\n<li class=\"\">Familial status<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The MHRA also protects employees from harassment and retaliation.<\/p>\n\n\n\n<p class=\"\">The MHRA applies to an employer in Minnesota with one or more employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay-mn\">Equal pay<\/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:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Seniority system<\/li>\n\n\n\n<li class=\"\">Merit system<\/li>\n\n\n\n<li class=\"\">System that measures earnings by quantity or quality of production<\/li>\n\n\n\n<li class=\"\">Differential based on any other factor besides sex<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Discussion of wages<\/h3>\n\n\n\n<p class=\"\">Minnesota prohibits an employer from:<\/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<\/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<\/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<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Pregnancy accommodation<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">Temporary leaves of absence<\/li>\n\n\n\n<li class=\"\">Modifications to schedule or assignments<\/li>\n\n\n\n<li class=\"\">Seating<\/li>\n\n\n\n<li class=\"\">More frequent or longer breaks<\/li>\n\n\n\n<li class=\"\">Limits on lifting<\/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.<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files-mn\">Access to personnel files<\/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.&nbsp; An employee also has the right to dispute the contents of their personnel record.<\/p>\n\n\n\n<p class=\"\">Employers must provide new hires with a notice of their rights under the law.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections-mn\">Whistleblower protections<\/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:<\/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;<\/li>\n\n\n\n<li class=\"\">Is asked to participate in a public investigation or hearing; or<\/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.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting recruiting and hiring are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"consumer-reports-mn\">Consumer reports<\/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 he or she wants a copy of the background report.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-testing-mn\">Drug testing<\/h3>\n\n\n\n<p class=\"\">Minnesota&#8217;s Drug and Alcohol Testing in the Workplace Act (DATWA) restricts preemployment drug and alcohol testing. 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.<\/p>\n\n\n\n<p class=\"\">To lawfully test a job applicant, an employer must:<\/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<\/li>\n\n\n\n<li class=\"\">Require the same test of all similar applicants with conditional offers<\/li>\n\n\n\n<li class=\"\">Confirm a positive test result before withdrawing a conditional job offer<\/li>\n\n\n\n<li class=\"\">Inform the applicant if a job offer is withdrawn based on a positive test result<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Ban the box<\/h3>\n\n\n\n<p class=\"\">Minnesota prohibits private employers from asking prospective employees about their criminal histories on a job application. 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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry\">Salary history inquiry restrictions<\/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.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-mn\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">The minimum wage in Minnesota is currently $11.41 per hour.<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime-mn\">Overtime<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer must pay overtime 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:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Unionized employees<\/li>\n\n\n\n<li class=\"\">Retail or service employees paid on a commission basis<\/li>\n\n\n\n<li class=\"\">Salespersons, parts persons or mechanics employed by a motor vehicle dealership<\/li>\n\n\n\n<li class=\"\">Airline employees<\/li>\n\n\n\n<li class=\"\">Companionship service providers who stay overnight in the home of an aged or infirm individual<\/li>\n\n\n\n<li class=\"\">Workers who are not considered employees<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Meal and rest breaks<\/h3>\n\n\n\n<p class=\"\">Employers are required to provide employees:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\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<\/li>\n\n\n\n<li class=\"\">An unpaid meal break that is at least 30 minutes when working six or more consecutive hours. <\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks-mn\">Breastfeeding breaks<\/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:<\/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;<\/li>\n\n\n\n<li class=\"\">Is not a bathroom or toilet stall;<\/li>\n\n\n\n<li class=\"\">Is shielded from view and free from intrusion from coworkers and the public; and<\/li>\n\n\n\n<li class=\"\">Includes access to an electrical outlet.<\/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&nbsp;<a href=\"https:\/\/hrcenter.us.brightmine.com\/employment-law-guide\/disabilities-ada-minnesota\/2731\/#pregnancy-accommodation-mn\" target=\"_blank\" rel=\"noreferrer noopener\">pregnancy accommodations<\/a>.<\/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&nbsp;<a href=\"https:\/\/hrcenter.us.brightmine.com\/employment-law-guide\/disabilities-ada-minnesota\/2731\/#pregnancy-accommodation-mn\" target=\"_blank\" rel=\"noreferrer noopener\">pregnancy accommodation law<\/a> at the following times:<\/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<\/li>\n\n\n\n<li class=\"\">When an employee inquires about or requests parental leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">This notice also must be included in any employee handbooks.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor-mn\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Minnesota restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/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.<\/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:<\/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<\/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<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors under the age of 16 are not permitted to work:<\/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.<\/li>\n\n\n\n<li class=\"\">After 9:00 p.m.<\/li>\n\n\n\n<li class=\"\">More than 40 hours per week<\/li>\n\n\n\n<li class=\"\">More than eight hours in any 24-hour period<\/li>\n<\/ul>\n\n\n\n<p class=\"\">During school hours on school days without an employment certificate issued by the appropriate school district.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation-mn\">Health care continuation<\/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.<\/p>\n\n\n\n<p class=\"\">Under certain circumstances, the maximum length of continuation coverage in Minnesota is longer than under COBRA.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-mn\">Payment of wages<\/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.<\/p>\n\n\n\n<p class=\"\">An employer may also pay wages by direct deposit or electronic paycards as long as certain conditions are satisfied.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-mn\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">Most Minnesota employers must pay employees all wages earned at least once every 31 days on a regular payday 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&nbsp;<em>wages<\/em>&nbsp;includes salary, earnings and gratuities, and all commissions earned at least once every three months.<\/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.<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements-mn\">Pay statements<\/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 pay statement that includes the following information:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employee&#8217;s name<\/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<\/li>\n\n\n\n<li class=\"\">Allowances, if any, claimed for permitted meals and lodging<\/li>\n\n\n\n<li class=\"\">Total number of hours worked, unless the employee is exempt from the minimum wage<\/li>\n\n\n\n<li class=\"\">Gross pay earned during the pay period<\/li>\n\n\n\n<li class=\"\">Deductions made from the employee&#8217;s pay<\/li>\n\n\n\n<li class=\"\">Net pay after all deductions are made<\/li>\n\n\n\n<li class=\"\">Date the pay period ends<\/li>\n\n\n\n<li class=\"\">Employer&#8217;s legal name and operating name, if different<\/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<\/li>\n\n\n\n<li class=\"\">The employer&#8217;s telephone number<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Wage notices<\/h3>\n\n\n\n<p class=\"\">At the start of employment, an employer must provide each employee with a written wage notice, in English or the language requested by an employee, containing specific information. An employer must also notify an employee in writing of any changes to the information contained in a wage notice before the date the changes take effect.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-deductions-mn\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">A Minnesota employer may make deductions from employees&#8217; wages that are required by federal or state law or that are &nbsp;expressly authorized in writing by the employee for the purpose of paying specific items, such as union dues or group accident and health insurance.<\/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.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting time off and leaves of absence are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave-mn\">Family and medical leave<\/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:<\/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<\/li>\n\n\n\n<li class=\"\">Prenatal care<\/li>\n\n\n\n<li class=\"\">Incapacity due to pregnancy, childbirth or related health conditions<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Paid family and medical leave<\/h3>\n\n\n\n<p class=\"\">Under the Minnesota Paid Leave Law, eligible employees are entitled to paid family and medical leave (PFML) benefits, which are funded by employee and employer contributions. Employees may take PFML for the following reasons:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">The employee&#8217;s or their family member&#8217;s serious health condition<\/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<\/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<\/li>\n\n\n\n<li class=\"\">Safe leave related to domestic abuse, sexual assault or stalking of the employee or their family member<\/li>\n\n\n\n<li class=\"\">To care for a family member who is a military member<\/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<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Paid sick leave<\/h3>\n\n\n\n<p class=\"\">Under Minnesota&#8217;s Earned Sick and Safe Time law, an employer with one or more employees must provide eligible employees with paid sick and safe leave for reasons related to:<\/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<\/li>\n\n\n\n<li class=\"\">Domestic abuse, sexual assault or stalking<\/li>\n\n\n\n<li class=\"\">Inclement weather or public emergency<\/li>\n\n\n\n<li class=\"\">Communicable disease<\/li>\n\n\n\n<li class=\"\">Attending a family member&#8217;s funeral or making arrangements following their death<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other time off requirements affecting Minnesota employers<\/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 is also required to comply with other leave and time off laws, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">School activities leave<\/li>\n\n\n\n<li class=\"\">Quarantine leave<\/li>\n\n\n\n<li class=\"\">Bone marrow donor leave (covering employers with 20 or more employees at one site)<\/li>\n\n\n\n<li class=\"\">Voting leave<\/li>\n\n\n\n<li class=\"\">Election official leave<\/li>\n\n\n\n<li class=\"\">Legislative leave<\/li>\n\n\n\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Crime victim and witness duty leave<\/li>\n\n\n\n<li class=\"\">Domestic violence leave<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Civil Air Patrol leave (covering employers with 20 or more employees at one site)<\/li>\n\n\n\n<li class=\"\">Family military leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Minnesota requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smoke-free-workplace-mn\">Smoke-free workplace<\/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.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace-mn\">Weapons in the workplace<\/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 firearm in a parking facility or parking area.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-mn\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Minnesota law prohibits drivers from operating a motor vehicle while using a handheld wireless communications device to initiate, compose, retrieve, read or send electronic messages; engage in a cell phone call; or access certain stored content on the device.<\/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.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit<\/h2>\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.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/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=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/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<\/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\">Get the full picture. Access premium content today.<\/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 with a FREE trial of the HR &amp; Compliance Center.<\/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:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/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\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-e77cc36eb3baaa35b1029ff18ab4bbf5 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: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/22230217\/Employee-coaching-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<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\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\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\">Vacation and paid time off benefits by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Stay compliant with state PTO regulations using this guide detailing whether jurisdictions allow vacation caps or require payout &#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: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/04\/25093512\/Strawberry-harvest-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<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\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\/labor-relations\/maryland-enacts-new-labor-friendly-laws\/\">Maryland enacts new labor\u2011friendly laws<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">This article explains two new Maryland laws that expand protections for employees related to workplace meetings on religious &#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: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/06102043\/smiling-female-hr-professional.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<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\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\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\">Pay transparency laws: Navigating compliance for multistate employers<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how multistate employers can navigate U.S. pay transparency laws, avoid penalties, and build compliant job postings across &#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\t<\/div>\n\n\t\n<\/div>\n<\/section><\/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-fcdab8bb 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--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 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=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized 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-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/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\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/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=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/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":"wp-custom-template-updateable-resources","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"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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