Minnesota employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers must provide employees with up to 48 hours of paid sick and safe time per year, accruing at a rate of at least one hour for every 30 hours worked.

Minn. Stat. § 181.9445 · effective Jan 2024 · source

Employers with one or more employees must provide up to 12 weeks of unpaid, job-protected leave to an employee for prenatal care, pregnancy-related health conditions, or the birth or adoption of a child.

Minn. Stat. § 181.941 · effective Jul 2023 · source

Any employer required to provide notice under the federal WARN Act must simultaneously provide a copy of that notice to the Minnesota Commissioner of Employment and Economic Development.

Minn. Stat. § 116L.976 · effective Jul 2005 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

When an employee is discharged, final wages must be paid immediately upon demand. If an employee quits, wages must be paid by the next regularly scheduled payday, subject to specific timing limits.

Minn. Stat. §§ 181.13, 181.14 · effective Aug 2013 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employers must provide reasonable paid break times for an employee to express breast milk, and must provide a private room or other location (not a restroom) that is shielded from view and free from intrusion.

Minn. Stat. § 181.939 · effective Jul 2023 · source

Employers must provide employees with adequate time to eat a meal for each shift of eight consecutive hours or more, and adequate rest breaks within each four consecutive hours of work.

Minn. Stat. §§ 177.253, 177.254 · effective Aug 2009 · source

Employees have the right to take paid time off to vote in any state-mandated election, including primaries and general elections, without fear of penalty or deduction from their regular salary or wages.

Minn. Stat. § 204C.04 · effective Jul 2023 · source

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Minnesota requires employers to pay a state-established minimum wage. Effective January 1, 2025, the minimum wage is unified at $11.13 per hour for all employers, eliminating the previous distinction between large and small employers.

Minn. Stat. § 177.24 · effective Jan 2025 · source

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Employers must provide a written wage notice to all employees at the start of their employment containing specific details about their pay rate, paydays, and benefits.

Minn. Stat. § 181.032 · effective Jul 2019 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Under Minnesota state law, overtime compensation of at least 1.5 times the regular rate of pay is required for all hours worked in excess of 48 hours in a workweek.

Minn. Stat. § 177.25 · effective Jul 2023 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Minnesota bans almost all covenants not to compete entered into on or after July 1, 2023. Any such agreement is void and unenforceable, except when signed during the sale of a business or anticipation of the dissolution of a partnership.

Minn. Stat. § 181.983 · effective Jul 2023 · source

Employers must submit quarterly wage detail reports to the state to prepare for the Minnesota Paid Family and Medical Leave program, which begins paying benefits and collecting premiums in 2026.

Minn. Stat. § 268B.01 et seq. · effective Jul 2024 · source

Employers with 30 or more employees in Minnesota must include the minimum and maximum salary or hourly range, along with a general description of benefits and other compensation, in all job postings.

Minn. Stat. § 181.173 · effective Jan 2025 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Private employers in Minnesota are prohibited from inquiring into or requiring disclosure of an applicant's criminal history on an initial job application.

Minn. Stat. § 364.021 · effective Jan 2014 · source