Minnesota’s employment laws reflect an active and evolving approach to workplace regulation. From paid sick leave and wage transparency to non-compete bans and upcoming paid family leave requirements, the state sets clear expectations that expand upon federal standards and encourage equitable employment practices.
When it comes to talent and workforce management, Minnesota-based employers need to comply with the following state employment laws:
The below information was last updated July 21, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to US labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Minnesota currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Minnesota can pass a right-to-work law in the future if it chooses.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Minnesota Minimum Wage | The state of Minnesota uses its own minimum wage rate of $11.13 but doesn’t allow tipped minimum wages for employees who earn tips with their base pay. Note: Minnesota also has local minimum wage rates. |
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Minnesota Overtime Pay Laws |
Under Minnesota’s Fair Labor Standards Act, overtime pay is calculated at 1.5 times the worker’s regular pay rate for all hours worked over 48 in a workweek. |
Minnesota Pay Equity Law |
Under Minnesota statute §471.992, public employers in Minnesota must not pay wages to employees at lower rates than those paid to employees of the opposite sex for equal work (on jobs requiring equal skill, effort, and responsibility), performed under similar working conditions. Furthermore, employers may not reduce employee wage rates to comply with the equal pay law. |
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Minnesota Pay Transparency Law |
Effective January 1, 2025, Minnesota became one of 15 states (plus Washington D.C.) to have pay transparency laws. Specifically, Minnesota Statute §181.173 requires employers with 30 or more employees to disclose in each job posting the projected salary range and “a general description of all of the benefits and other compensation” offered for the position including, but not limited to, “any health or retirement benefits to be offered to a hired job applicant." |
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Minnesota Final Paycheck Law |
In Minnesota, employees who voluntarily resign from a job must receive their final paycheck by the next regular payday, unless it’s less than five days from the employee’s last day. In such cases, the final paycheck is due by the following regular payday, but not more than 20 days after termination. |
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Minnesota PTO Payout Laws |
Minnesota doesn’t have specific PTO payout requirements, as it bases such decisions on an employer's policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Minnesota Paid Sick Leave (PSL) | Minnesota currently requires employers to provide employees with 48 hours of paid, protected sick leave under its Earned Sick and Safe Time Act (ESST), which can be used for certain reasons. Employees must, however, work at least 80 hours a year to be eligible, and can accrue one hour of leave per 30 hours worked. |
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Minnesota Paid Family and Medical Leave (PFML) |
Minnesota is one of over a dozen states with a PFML program. Under its Paid Leave Law, employers must submit quarterly wage detail reports and collect paid leave premiums from their eligible employees when the program launches January 1, 2026. Paid leave premiums will be collected via the employer’s Unemployment Insurance account. |
| Minnesota Maternity Leave | Minnesota doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Employees typically rely on a separate type of employer-provided leave, the federal Family and Medical Leave Act (FMLA), or a state-mandated PFML program to obtain maternity leave. |
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Minnesota Voting Leave Law |
Under Minnesota's voting leave law, Minnesota-based employers must provide employees with as many hours as needed of paid leave to vote in an election. Furthermore, every employee who is eligible to vote in an election has the right to be absent from work for the time necessary to appear at the employee's polling place, cast a ballot, and return to work on the day of that election without penalty or deduction from salary or wages because of the absence. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Minnesota, however, also adopted and imposes additional, OSHA-approved regulations that exceed those federal standards. Minnesota’s State OSHA Plan is overseen by the Minnesota Department of Labor and Industry.
Under Minnesota's meal and rest break law, employers must provide employees with restroom time and sufficient time to eat a meal. If the break is less than 20 minutes in duration, it must be counted as hours worked.
As described by the Minnesota Human Rights Act, and enforced by the Minnesota Department of Human Rights, employers in Minnesota are prohibited from discriminating against employees based on:
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Minnesota also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Human Rights Act. Employers must, for example, investigate and remedy hostile work environments.
Minnesota doesn't, however, require employees to complete any harassment or discrimination training courses.
| Minnesota Non-Compete Agreement Laws | Minnesota is one of four states to completely ban the use of non-compete agreements as of January 1, 2023. |
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Minnesota Retirement Plan Laws |
Minnesota is one of a handful of states with a mandatory retirement plan law. Generally, employers with five or more employees (except government employers) who don’t offer a retirement savings plan must provide their employees with access to retirement savings accounts. Employee payroll deductions are deposited into a traditional or Roth IRA, and employees have the option to adjust their contributions or opt-out of the program entirely. |
| Minnesota Pre-Employment Inquiries Laws | Minnesota Statute §181.53 prohibits employers from inquiring into or requiring disclosure of an applicant’s criminal record information until said applicant has been selected for an interview or until a conditional job offer of employment has been extended to the applicant. Moreover, employers are prohibited from using any form of employment application that seeks such criminal record information. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
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