Minnesota Labor Law (2024 Guide)

Wage and Hour Laws

Minimum Wage

Minnesota’s Fair Labor Standards Act (MFLSA) sets out different categories of minimum wage:

• Large employers (with annual gross revenue over $500,000): $10.85/hour.
• Small employers (with annual gross revenue less than $500,000): $8.85/hour.
• Training wage for employees under age 20 for their first 90 days of employment: $8.85/hour.
• Youth (under age 18): $8.85/hour.
• Employees on J-1 visas: $8.85/hour.

From January 1, 2025, Minnesota’s minimum wage will increase to $11.13/hour. This will apply to all employers and employees—except those receiving 90-day training wages. The minimum wage for these employees will be $9.08/hour. 

Some employees are exempt from minimum wage requirements under Minnesota law. These include:

• Executive, administrative, and professional employees.
• Outside salespersons.
• Salaried agricultural workers who earn over $797.48/week (for large employers) or $650.48/week (for small employers).
• Police and firefighters.
• Nonprofit volunteers.

Employers can count meal allowances toward the minimum wage under strict conditions. 

From December 1, 2024, Minnesota sets a minimum wage for rideshare drivers calculated over a reasonable period (maximum 14 days):

• $1.28/mile.
• $0.31/minute.
• Minimum of $5 for any ride. 
• An extra $0.91/mile for wheelchair-friendly vehicles. 

Two cities have their own minimum wages. 

In Minneapolis, the minimum wage is $15.57/hour for all employers. From January 1, 2025, the minimum wage for all employers is $15.97/hour. 

In St Paul, the minimum wage is:

• $15.57/hour for macro businesses (more than 10,000 employees).
• $15.57/hour for large businesses (101 to 10,000 employees).
• $14.00/hour for small businesses (6 to 100 employees).
• $12.25/hour for micro businesses (5 or fewer employees).

The minimum wage in St Paul is set to increase in 2025:

• On January 1, it rises to $15.97/hour for macro and large businesses. 
• On July 1, it increases to $15.00/hour for small businesses and $13.25/hour for micro businesses. 

Tipped Minimum Wage

There’s no tipped minimum wage in Minnesota. Employers can’t use tips as credits towards paying employees the minimum wage. Tips are given in addition to employees’ wages. 

Mandatory tip pooling is generally prohibited, except in limited situations—for example, between direct service employees serving a banquet. 

As of August 1, 2024, employers must pass on tips paid by card or e-payment to employees in full on their next scheduled payday (i.e., employers can’t deduct the swipe fee for these tips before giving them to employees). 

Overtime Laws

Minnesota employers must pay employees 1.5 times their regular rate of pay for any hours worked over 48 hours in 7 days. 

Employees exempt from Minnesota’s minimum wage requirements are also exempt from overtime. Further overtime exceptions apply, including:

• Motor vehicle salespeople and mechanics paid on a commission or incentive basis.
• Healthcare employees who agree to 14 consecutive days instead of 7 days for overtime purposes (these employees must be paid overtime for any hours over 8 in a day and 80 in the 14-day period).

Only state employees are entitled to compensatory time instead of overtime pay. 

Meal and Rest Breaks

Minnesota law requires employers to give employees sufficient time to:

• Use the bathroom for every 4 hours they work. 
• Eat a meal for every 8 or more consecutive hours they work. 

These breaks can be unpaid if they’re less than 20 minutes and employees are relieved of all duties during this time. Employers can decide when employees can take meal and rest breaks. 

Recordkeeping

State law requires employers to keep payroll records for at least 3 years. These records must include:

• Employees’ names, addresses, and roles. 
• Pay details for each period, including rates and total pay. 
• Daily and weekly hours worked, including start and end times. 
• The number of pieces completed and rate (for employees paid by piece rate).
• Earnings statements given to employees. 
• Details of meals provided as credit towards the minimum wage. 
• Proof of age for any employees under 18. 
• Records of each policy and the dates the employer gave them to each employee. 

Employee Scheduling Laws

Minnesota doesn’t currently have any predictive scheduling laws. 

Employee Compensation and Benefits

Reporting Time Pay

Minnesota employers are required to pay employees for the hours they work only. If an employee reports to work and is sent home immediately, they’re not paid.  

Payday Frequency and Method

Employees must be paid regularly at least every 31 days. Employers must pay employees their commissions at least once every 3 months. Migrant workers must be paid every 15 days. 

Employees can be paid via cash, check, direct deposit (which the employee can opt out of in writing), or payroll card. 

Paystub Requirements

Employers must provide each employee with a paystub (or earnings statement) at the end of every pay period. Earnings statements must detail:

• The employee’s name. 
• Their rate of pay. 
• The total number of hours they worked. 
• Their gross pay. 
• Any deductions. 
• Net pay (gross pay minus any deductions). 
• The date of the end of the pay period. 
• Any sick and safe time hours the employee has accrued and can use.
• The number of sick and safe time hours used during the pay period. 
• The employer’s legal and operating names. 

Employers can provide electronic paystubs if they give employees access to a computer during work hours to view and print them. 

From August 1, 2024, employers must keep copies of employees’ earnings statements for 3 years. 

Employers must also provide employees with a written notice at the start of their employment that details:

• Their rate and basis of pay—for example, hourly, daily, salary, or piecework. 
• Meal and lodging allowances. 
• How paid vacation, sick, and other paid leave is accrued and used. 
• Possible deductions. 
• The number of days in a pay period and payday schedule, including the employee’s first payday. 
• Employer’s legal and operating name, physical and mailing addresses, and phone number. 

Employers must keep signed copies of the notices they provide each employee. Notices must be in English and any other language requested by the employee. 

Wage Deductions and Garnishments

Under state law, employers can make specific deductions from employees’ wages. These include:

• Deductions covered by collective bargaining agreements.
• Deductions related to performance issues of commissioned salespeople according to set rules.
• Cases where an employee takes a loan or makes a purchase from the employer and agrees in writing to repay it via regular deductions. 
• Deductions for employer losses, including breakages—but only where the employee provides written authorization for the deduction or where a court has found the employee responsible for the loss. 

Other deductions are allowed if they don’t reduce an employee’s earnings to below the minimum wage and the employee is repaid when their employment is terminated. These include:

• Up to $50 to cover buying or renting uniforms or equipment.
• Deductions for consumable supplies and work-related travel expenses. 

Creditors can garnish employees’ wages after they’ve sent them a Notice of Intent to Garnish Wages and there’s no objection after 10 days. 

Wage garnishments for debts other than child support are capped based on how much more an employee earns compared with the minimum wage. 

The hourly wage used to decide which of the below caps applies is the amount by which the employee’s disposable earnings exceed 40 times the state minimum wage or 40 times the federal minimum wage—whichever is higher.

Garnishments for debts other than child support are capped at the lesser of:

• 25% of an employee’s disposable earnings if their weekly income is greater than 80 times the hourly wage described above.
• 15% of an employee’s disposable earnings if their weekly income is greater than 60 times but less than or equal to 80 times the hourly wage described above.  
• 10% of an employee’s disposable earnings if their weekly income is greater than 40 times but less or equal to 60 times the hourly wage described above. 

For child support debts, garnishments can’t be more than:

• 50% of an employee’s disposable earnings if the employee supports a partner or child not covered by the order.
• 60% if the employee doesn’t support a partner or child. 

A further 5% is added to these thresholds if the judgment is 12 weeks or older. 

Different garnishment limits exist for federal taxes and student loans.

Minnesota employers can’t terminate employees because of their wage garnishments. 

Final Paycheck Laws

If the employer terminates the employment relationship, the employee can ask for their final wages, which must be paid immediately (no later than 24 hours after the request).

If an employee quits or resigns, they must be paid by the next scheduled payday. If the first payday after an employee’s last day is fewer than 5 days away, their final paycheck can be issued by the second payday—but not later than 20 days after they leave the job. 

Employers who fail to pay employees within these timeframes can face daily penalties in addition to owing wages. These penalties are equal to the employee’s average daily pay rate (or the minimum rate required by law—whichever is higher) for each day payment is delayed, up to a maximum of 15 days.

Workers’ Compensation

Every employer in Minnesota (with limited exceptions) must provide their employees with workers’ compensation insurance. 

The Workers’ Compensation Division of the Department of Labor and Industry (DOLI) oversees workers’ compensation in the state. 

Workers’ compensation provides benefits to employees who are injured or become ill as a result of work. Injured workers may be able to access:

• Wage loss benefits, including temporary total disability, temporary partial disability, permanent total disability, and permanent partial disability. These start after a worker is off work for at least 3 days due to illness. 
• Medical benefits, including treatment, equipment, and reasonable expenses incurred in seeking treatment—such as travel expenses. 
• Vocational rehabilitation benefits, including rehabilitation consultations and plans, retraining, and on-the-job training. 

To make a workers’ insurance claim, employees must report any injuries to their supervisors as soon as possible and get medical treatment. Employers must:

• File a First Report of Injury (FROI) form with their workers’ compensation insurer within 10 days of being made aware of the injury for claims where an employee has lost time from work. 
• File the FROI with the DOLI for disabilities that last 4 days or more. 
• Send a copy of the FROI to the employee’s union for any lost time claims. 
• Provide each employee with a copy of the FROI and a workers’ compensation information sheet. 

If an employee’s claim for workers’ compensation is denied, they can:

• Speak to the insurer to try to resolve it. 
• Attempt mediation with the help of one of DOLI’s Alternative Dispute Resolution (ADR) specialists. 
• File an Employee’s Claim Petition form with the Office of Administrative Hearings for an appeal hearing. 

Unemployment Insurance

Minnesota’s unemployment insurance law creates an employer-funded program to pay partial wages to qualified unemployed individuals. 

Most Minnesota employers are covered by the state’s unemployment insurance (UI) law. Employers who must pay unemployment insurance must register with the Minnesota Unemployment Insurance Program. 

Employer taxes fund the program. The rate employers pay depends on various factors, including how long the business has been operating. For example, the current UI tax rate for a new employer in the food services industry is 1%. 

Under Minnesota’s unemployment insurance law, employers must submit quarterly wage detail reports. 

To be eligible for UI benefits, an individual must:

• Have earned enough in their base period (a recent 52-week period). 
• Have the right to work in the US. 
• Be unemployed through no fault of their own. 
• Be actively looking for employment opportunities. 
• Be able and willing to start work immediately. 

Individuals can apply for UI benefits online or by phone. 

According to the Minnesota UI website, individuals can expect to receive around 50% of their average weekly wage in benefits. This is capped at $914, and benefits are usually available for up to 26 weeks. 

If an individual’s application for benefits is refused, they can appeal online, by mail, or by fax. An Unemployment Law Judge hears appeals over the phone and mails their decision to the parties. 

Affected parties can appeal this decision by filing a Request for Reconsideration within 45 days of the decision being sent. Reconsidered decisions can be appealed to the Minnesota Court of Appeals. 

Workplace Rights and Protections

Discrimination and Harassment

The Minnesota Human Rights Act (MHRA) applies to all employers. It prohibits employers from discriminating against a candidate or employee based on:

• Race.
• Color.
• Creed.
• Religion.
• National origin.
• Sex.
• Marital status.
• Disability.
• Whether they receive public assistance—such as rent assistance.
• Age (18 years and older).
• Sexual orientation.
• Gender identity.
• Familial status—i.e., whether they have minor children living with them. 
• Local human rights commission activity.

In Minnesota, the term “discrimination” includes harassment of any type. 

State law also requires employers with 15 or more employees to make reasonable accommodations for candidates and employees with disabilities unless doing so would cause the employer undue hardship. 

Employers must also make reasonable accommodations for pregnant employees, such as additional bathroom breaks and seating. 

Minnesota has an equal pay law that prohibits employers from paying employees different rates based only on their gender. 

Employers also can’t refuse to hire candidates or take action against employees for their use of lawful consumable products—including alcohol, tobacco, and cannabis—offsite during non-work hours.

Individuals who believe an employer has discriminated against them based on 1 or more of these protected characteristics can make a complaint to the Minnesota Department of Human Rights. There’s a 1-year time limit to do this. 

If the complaint involves conduct covered by the MHRA, the department files a complaint and sends it to the employer. The employer has 30 days to respond. 

The parties can meet to try and resolve the matter via mediation. Otherwise, the department investigates the complaint to determine whether there was a violation of the MHRA. Both parties have the right to appeal this initial determination. 

The department also cross-files the complaint with the federal Equal Employment Opportunity Commission (EEOC) if the conduct also violates federal anti-discrimination law. 

If the department finds a violation of the MHRA, the matter moves to conciliation. 

If the parties can’t agree via conciliation, the individual or the department can file a lawsuit. Individuals can also file a civil employment discrimination lawsuit at any time during this process. 

Leave Laws

𐄂 Family and Medical Leave	Many Minnesota employees are entitled to up to 12 weeks of unpaid leave under the federal Family and Medical Leave Act (FMLA). The federal FMLA applies to any employees who’s worked for their employer for at least 12 months or 1,250 hours in the year and who works at a location with at least 50 workers employed by the business. There’s no unpaid family and medical leave act at a state level in Minnesota. However, a paid family and leave scheme starts on January 1, 2026 (see the “Paid Family Leave” section below).
✔ Paid Sick Leave	As of January 1, 2024, employers must provide employees with paid earned sick and safe time (ESST) leave. This paid sick leave accrues at a rate of 1 hour of paid leave for every 30 hours an employee works, and each employee must accrue a minimum of 48 hours a year. Employers can either: • Allow employees to accrue this leave over a year (any unused balances must be carried over into the following year), or  • Give employees a minimum of 48 hours ESST leave at the start of each year (which doesn’t have to carry over but must be paid out at the end of the year).  The law applies to any employee expected to work at least 80 hours per year for an employer An employee can use ESST leave for: • Their own medical illness, treatment, or preventative care. • A family member’s illness, treatment, or preventative care. • Time off due to the employee or a family member experiencing domestic abuse, sexual assault, or stalking. • Arranging or attending a funeral or tending to other matters relating to a family member’s death. • The closure of the employee’s workplace or a family member’s school or other care provider due to weather conditions or a public emergency. • Cases where they or a family member has an infectious disease and is an infection risk.  For ESST leave purposes, family members include children, spouses, domestic partners, siblings, parents, grandchildren, grandparents, children of siblings, siblings of parents, children-in-law or siblings-in-law, and other individuals with a close family relationship.  Employers can ask employees for supporting documentation for ESST leave requests spanning 3 or more consecutive work days.  Employers don’t have to pay employees for accrued, unused ESST leave when those employees leave the organization.  Several cities have their own ESST laws: • Bloomington • Minneapolis • Saint Paul
✔ Paid Family Leave (from 2026)	From January 1, 2026, eligible employees in Minnesota can access job-protected Paid Leave. Paid Leave will apply to most employers in Minnesota.  This Minnesota State government program is funded by employer and employee premiums, paid via payroll deductions.   Under this program, each year, employees are entitled to: • Up to 12 weeks of partially paid family leave. • Up to 12 weeks of partially paid medical leave. • Up to 20 weeks of both partially paid family and medical leave.  The amount employees receive will be adjusted based on their weekly wages. An eligible employee can use paid leave: • For their own serious health condition. • To care for a family member with a serious health condition. • To bond with a new child. • To support a family member called to active duty. • To get help concerning domestic violence, sexual assault, or stalking (where the employee or a family member is a victim).  Family members for this paid leave include: • Spouses or domestic partners. • Children • Parents • Siblings • Grandchildren • Grandparents or spouse’s grandparents • Sons- or daughters-in-law • Individuals the employees provide care for As of October 2024, this new paid leave law requires employers to submit quarterly wage detail reports to the Paid Leave division under the Department of Employment and Economic Development. These wage reports will be used to calculate premiums and payments.  Updates and further information about this new law are available on the state government’s Paid Leave website.
✔ Pregnancy and Parental Leave	Under Minnesota’s Pregnancy and Parental Leave Act, new parents are entitled to up to 12 weeks of job-protected, unpaid leave for pregnancy or the birth or adoption of a child. This law doesn’t have any of the eligibility requirements of the federal FMLA. It applies to all employers and employees, regardless of how long they’ve worked for an employer. Employees entitled to leave under both federal and state laws can access 12 weeks in total.  An employee must take this leave within 12 months of the birth or adoption of their child. Employers can create other reasonable policies around the use of this leave. If employees have other paid leave, their parental leave may be reduced so their total leave is 12 weeks.
𐄂 Vacation and Personal Leave	Minnesota doesn’t require employers to provide vacation or personal leave, nor does it set out rules around leave accruals or carrying leave over. If employers choose to offer vacation or personal leave, they should comply with any relevant employment contract or leave policy terms.

Military, Jury Duty, and Other Mandatory Leave

Military Leave	Under state law, Minnesota employees can take up to 4 years off (unpaid) to serve as members of the military. Employers must also provide: • 10 days of unpaid leave to employees with direct family members killed or injured while serving in the US armed forces. • 1 day of unpaid leave each year to any employee whose immediate family member is called to active duty in the US armed forces to attend a send-off or homecoming ceremony. • Unpaid leave for employees who are members of the Civil Air Patrol when the state requests their service (this applies to employers with 20 or more employees, and employees must work an average of at least 20 hours a week to access this leave).
Jury Duty Leave	Employers must allow employees to attend jury duty. Employers can’t require employees to work alternative shifts on days they attend jury duty (although employees can voluntarily choose to do this). Time off for jury duty doesn’t have to be paid.
Voting Leave	Employees can be away from work for the necessary time to vote in local, state, and federal elections. Employers can’t penalize or deduct this time from employees’ salaries or wages—i.e., this leave is paid.
School Leave	Employers must allow employees to take up to 16 hours a year off to attend their children’s school conferences or other school-related activities. This leave doesn’t have to be paid.
Witness and Victim of Crime Leave	Employers must give employees called to appear as witnesses in criminal proceedings reasonable time off to attend. Employees who are victims of violent crimes or whose spouses or immediate family members are victims are also entitled to reasonable time off to attend related court proceedings. This leave is unpaid. Employees must give 48 hours’ notice of their intention to take leave unless it’s impossible. Employers can also request supporting documentation.
Bone Marrow Donation Leave	Employers with 20 or more employees must grant employees who work an average of 20 hours or more a week up to 40 hours paid leave to donate bone marrow.

Child Labor Laws

The minimum working age in Minnesota is 14. There are limited exceptions to this—for example, for certain agricultural jobs, newspaper carriers, and actors. 

Employment certificates are needed only for minors ages 14 or 15 who want to work during school hours. However, employers must keep proof-of-age records for all minor employees. These include birth certificates, driver’s licenses, or school-issued age certificates. 

Below are the restrictions on the hours and times minors can work in Minnesota. Remember that child labor laws under the federal FLSA (which are generally stricter) may also apply to employers. 

	14 and 15-year-olds	16 and 17-year-olds
Limits on hours and times they can work	• Can work up to 8 hours a day. • Can work up to 40 hours a week. • Can’t work before 7am or after 9pm. • Can’t work during school hours.	• Can’t work before 5am on school days or 11pm on nights before school days. • With parental permission, may be permitted to work beginning at 4.30am and up until 11.30pm.
Limits on types of work	The commissioner of DOLI prohibits employees under 16 years from working in certain activities, roles, or environments, including: • Agricultural operations declared hazardous under federal law. • Operating machinery. • Operating laundry or dry-cleaning equipment. • Operating meat slicers or bakery machinery. Welding. • In processing plants. • In or near airport landing strips. • Lifting or carrying clients in nursing homes or hospitals. Minnesota’s Department of Labor and Industry offers a complete list of prohibited occupations (and exceptions) for minors under 16 years.	The commissioner of DOLI prohibits employees under 18 years of age from working in certain activities, roles, or environments, including: • Where there are potentially dangerous chemicals or other substances due to excessive temperatures or large quantities. • Where fireworks are stored or made. • On construction or building sites.  • Operating power-driven machinery like forklifts.  • Serving or handling liquors to be consumed on the premises.  • Locations where liquor is served or consumed, except in certain circumstances.  • Driving buses or cabs.  Minnesota’s Department of Labor and Industry has a complete list of prohibited occupations (and exceptions) for minors under 18 years.

Employers that don’t comply with Minnesota’s child labor laws can face fines. The amount of each fine varies depending on the violation. For example:

• Employing a minor without proof of age attracts a $250 fine. 
• Employing a minor under 14 warrants a $500 fine. 
• Employing a minor under 18 in work that is hazardous or detrimental to the minor’s health and well-being attracts a $1,000 fine. 
• Employing a minor under 18 who’s injured in hazardous work warrants a $5,000 fine. 

Workplace Safety and Health

Minnesota has a state Occupational Safety and Health Administration (OSHA) plan. Two sections enforce Minnesota’s OSHA plan:

1. Minnesota OSHA (MNOSHA) Compliance: Conducts workplace inspections, investigates employee complaints and accidents, and provides technical assistance and support to employers. 
2. MNOSHA Workplace Safety Consultation: Provides free workplace consultations that help employers identify and address potential workplace safety issues. 

Employers covered by MNOSHA must follow the rules under federal OSHA standards and Minnesota’s. There are some variations between the 2 sets of rules. 

Employer obligations under Minnesota’s OSHA plan include:

• Providing employees with a workplace without any known hazards. 
• Complying with any MOSHA industry-specific codes.  
• Reporting any work-related deaths within 8 hours and any work-related inpatient hospitalizations, amputations, or eye losses within 24 hours. 

Employees can report any health and safety concerns to their employer and MNOSHA. Employers are prohibited from retaliating against employees who raise complaints. Employees can report any employer retaliation to MNOSHA within 30 days. 

Labor Union Regulations

Minnesota isn’t a right-to-work state. An employer can require an employee to join a union or pay union fees as a condition of employment. 

The Minnesota Labor Relations Act sets out collective bargaining agreement procedures, labor dispute resolution, and unfair labor practices. 

Employers can’t force employees to attend “captive audience meetings” or meetings designed to discourage employees from joining unions. This prohibition is currently subject to a legal challenge in federal court led by the National Federation of Independent Business (NFIB). 

Employment Contracts and Severance

Employment Contract Laws

Employment in Minnesota is “at will.” This means employers or employees can end the employment relationship at any time, for any reason, as long as it’s not unlawful—for example, discrimination. 

The at-will employment relationship can be replaced by an implied or express agreement between the parties. For example, an employment handbook can imply an employment contract. 

Employment contracts can be written or verbal. Employers and employees (and unions) can decide the contents of these agreements. 

If an employer terminates an employee, the employee has 15 working days to make a written request for the employer to provide the reason. An employer must provide an employee with the true reason for their termination within 10 working days of receiving their request. 

Minnesota employers can’t use non-compete clauses in employment contracts. This law came into effect on July 1, 2023. Non-compete agreements that predate this aren’t affected by this law.  

Non-solicitation agreements are generally allowed. However, from July 1, 2024, staffing agencies and service providers are prohibited from using non-solicitation agreements. Service providers are any businesses “acting directly or indirectly as an employer or manager for work contracted or requested by a customer.” These businesses can’t restrain customers from hiring their employees. 

Confidentiality agreements are allowed but must be supported by consideration (i.e., the employer must give the employee something in return for their promise). 

Severance Pay

Severance pay isn’t mandatory in Minnesota for private employees. If employers offer it, they should comply with the relevant terms of the employment agreement. 

Additional Laws That Might Apply to You

Workplace drug and alcohol testing	Workplace drug and alcohol testing is allowed under specific conditions, such as: • Testing must follow the employer’s written drug and alcohol testing policy. • An authorized laboratory must conduct testing. • Testing can’t be arbitrary.  Specific steps must be followed when testing employees for cannabis.
Lactation breaks	Employers must give employees reasonable breaks to express milk without reducing their pay. These breaks can run at the same time as other breaks employees already receive. Employers must also try to provide a private, clean, and secure space other than a bathroom for employees to express.
Ban the Box	Private employers can’t ask candidates about their criminal histories until they’ve selected them for interviews or made them conditional job offers. Candidates who come across job applications that violate this law can submit them to the Department of Human Rights.
Mini-COBRA	The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) ensures health insurance benefits continue for certain employees after they lose their jobs or have their hours reduced. However, the federal COBRA applies only to employers with 20 or more employees.   Minnesota’s mini-COBRA law applies to employers with 2 or more employees. The length of continued coverage depends on the qualifying event (such as termination of employment or the death of an employee) and whether the employee, their spouse, or dependent children receive coverage. Under state law, employers must give employees a notice of the right to elect continuation coverage within 14 days of the qualifying event.
Salary transparency	From January 1, 2025, employers with at least 30 employees must include a good-faith salary range estimate with each job posting. This consists of a general description of benefits and any other compensation.
Freelance Workers Protection Ordinance (Minneapolis only)	Employers must have written contracts when working with freelancers who’ll complete at least $600 worth of work in 12 months or $200 in 1 week. These contracts must include: • The names and addresses of the employer and freelancer. • A list of material services the freelancer will deliver. • Compensation details, including rates, the payment method, and when payment(s) will be made.

COVID-19 Related Laws and Regulations

MNOSHA sets out rules around the voluntary use of N95 masks in the workplace. 

The Department of Human Rights also provides guidance and resources regarding COVID-19 and civil rights, including in the workplace. 

Navigating Legal Issues and Resources

DOLI’s website—including its employment practices FAQ—is a good place for both employers and employees to look for information on labor issues. 

For employers, the Department of Employment and Economic Development provides “An Employer’s Guide to Employment Law Issues in Minnesota”—plus support through its Small Business Assistance Office. 

Employees can seek free employment law information and assistance via LawHelpMN.org. The Minnesota State Law Library also provides a list of services that offer employment law help. 

Disclaimer

The information presented on this website about labor laws in Minnesota is a summary for informational purposes only and is not intended as legal advice. However, laws and regulations regularly change and may vary depending on individual circumstances. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Therefore, we strongly recommend that readers seek guidance from their legal department or a qualified attorney to ensure compliance with applicable laws and regulations. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.