Minnesota Employment Law

The Minnesota Human Rights Act is one of the most protective state anti-discrimination statutes in the nation, covering employers with just one or more employees. The Act prohibits employment discrimination based on race, color, creed, religion, national origin, sex, marital status, familial status, disability, public assistance status, age (over 25), sexual orientation, gender identity, and local human rights commission activity. Minnesota is unique in protecting individuals who receive public assistance from employment discrimination and in setting the age protection threshold at 25 rather than 40.

Restricts employer drug and alcohol testing by requiring written policy, prohibiting random testing of most employees, requiring confirmatory testing, and providing rehabilitation rights for first-time positive results.

Effective January 1, 2024, requires all Minnesota employers to provide one hour of paid sick and safe time for every 30 hours worked, up to 48 hours per year, with 80-hour bank cap. Used for illness, family care, domestic violence, public health.

Prohibits employers from refusing to hire, terminating, or discriminating against employees for using lawful consumable products (including tobacco) off the employer's premises during non-working hours.

Provides 12 weeks unpaid leave for biological or adoptive parents in connection with the birth or adoption of a child. Applies to employers with 21+ employees. Eligibility: 12 months and half-time work prior to leave.

Provides paid family and medical leave benefits funded through state insurance program. Up to 12 weeks medical, 12 weeks family, 20 weeks combined per year. Premium collection began 2025; benefits begin January 1, 2026.

Effective 2019, the law makes wage theft a criminal felony for amounts over $1,000 and creates extensive notice requirements. Requires written wage notices at hire and within 24 hours of changes.

Prohibits retaliation against employees who in good faith report violations of state/federal law, refuse orders to violate the law, or participate in legal investigations. Among the broadest state whistleblower laws.

The Minneapolis Civil Rights Ordinance provides comprehensive employment discrimination protections for workers in the city, covering all employers with 1 or more employees. It includes protections for public assistance status, which goes beyond Minnesota state law. The ordinance is enforced by the Minneapolis Department of Civil Rights, which investigates complaints and can order remedies.