(650) 332-8623Minnesota Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Access crucial information on Minnesota labor laws in this detailed 2025 guide, highlighting wages, breaks, overtime, and worker protections.
Minnesota Meals and Breaks
30 MinutesFor Meal Breaks
- Employers are required to provide employees with adequate mealtime breaks.
- Breaks of less than 20 minutes must be considered hours worked.
- Employers may determine preferable times for breaks.
Rest BreaksRestroom Breaks
- Employers must provide adequate restroom breaks.
- If a break lasts less than 20 minutes, it is considered compensable work time.
Minnesota Leave and Paid Time Off (PTO)
Starting in 2026, Minnesota will provide up to 20 weeks of paid family and medical leave. This leave allows employees to take time off for personal or family medical emergencies, including childbirth, serious health conditions, or caring for a sick family member.
Minnesota’s Paid Family and Medical Leave Law is designed to offer financial support during such absences.
Sick leave is available to employees who work at least 80 hours in a year for the same employer under Minnesota’s Earned Sick and Safe Time (ESST) law. Although specific regulations regarding accrual or payment are not outlined, employers must offer sick leave to eligible employees.
While Minnesota law does not require employers to provide vacation days, many offer it as a perk. Employers can implement accrual or roll-over systems, allowing employees to earn vacation days based on payroll frequency or carry over unused vacation days.
However, some employers may adopt a use-it-or-lose-it policy, where unused vacation days must be used by a certain date.
Minnesota law does not mandate bereavement leave. Employers are not required to provide time off for mourning, though some may offer it as part of their benefits package.
Minnesota law does not require employers to provide holiday leave. Employers are not obligated to offer paid or unpaid leave for holidays unless specified in employment contracts or company policies.
Employers in Minnesota are required to excuse employees from work for jury duty. Employees cannot be penalized for attending jury service, and they are entitled to take the necessary time off to fulfill this civic duty.
Employees in Minnesota have the right to be absent from work to vote. Employers must allow time off for voting during elections, ensuring that employees can participate without penalty.
Minnesota’s Earned Sick and Safe Time (ESST) law mandates that employers provide paid leave to employees for various reasons including addressing issues related to domestic abuse, sexual assault, or stalking.
Minnesota law does not require employers to provide emergency response leave, such as for firefighters or first responders.
However, state employees who are certified Red Cross volunteers are entitled to 15 days of paid leave to participate in specialized disaster relief services.
Minnesota grants paid leave for organ and bone marrow donation, allowing employees to take up to 40 hours of paid leave for each organ donation and a similar amount for bone marrow donation, with the combined length of leave determined by the employee, subject to employer agreement
Minnesota grants paid school leave, allowing employees to take up to 16 hours of leave within a 12-month period to attend school conferences or related activities for their child, provided these events cannot be scheduled during non-work hours.
Minnesota offers up to 15 days of paid leave for employees who are members of the National Guard or other military reserves, allowing them to take time off without loss of pay or benefits while engaged in training or active service.
Minnesota Wages and Overtime
$11.13 /hourMinimum Wage
As of January 1, 2025, the minimum wage in Minnesota will rise to $11.13 per hour for all employers.
This increase reflects a move from the previous rates of $10.85 for large employers and $8.85 for small employers, aimed at keeping pace with inflation and ensuring that all employees earn a standard minimum wage, regardless of employer size or age.
$11.13 /hourTipped Minimum Wage
The minimum wage increase applies to all employees, irrespective of their type of employment or pay frequency.
Employers are prohibited from using tips to satisfy the minimum wage requirement, ensuring that tipped employees receive at least $11.13 per hour in wages, not including tips.
Certain exemptions apply, such as lower wages for disabled employees and minors under specific conditions.
Once MonthlyPay Frequency
Employers in Minnesota are required to pay employees at least once every 31 days.
Wages must be disbursed promptly, and employees have the right to receive payment upon request.
If an employee is terminated or quits, their final paycheck must be provided by the next scheduled payday.
1.5x hourlyOvertime Rate
Minnesota law mandates overtime pay at 1.5 times the regular hourly wage for any work exceeding 48 hours in a single workweek.
Employees who work beyond this threshold must be compensated with overtime pay.
Minnesota’s minimum wage is $10.85 per hour as of January 1, 2024, increasing to $11.13 on January 1, 2025.
Workers with disabilities can be paid less than the minimum wage if they hold a permit issued by the Minnesota Department of Labor and Industry. The wage rate is determined based on their ability to perform work compared to non-disabled workers in similar roles.
- Disabled employees with a state-issued permit.
- Minors under 14 years old, who are generally prohibited from employment except in certain fields like acting and newspaper delivery.
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MN Prevailing Wages
$10.85Traffic Control Person (Temporary Signage)
The lowest statewide prevailing wage applies to several positions in commercial construction- and highway-related projects. These include a traffic control person for temporary signages in Brown County.
- Base wage – $10.85
- Fringe rate – $4.50
- Total rate – $15.35
$59.95Elevator Constructor
The highest statewide prevailing wage applies to several positions in commercial construction- and highway-related projects. These include commercial power equipment operators, specifically elevator constructors, in Aitkin County.
- Base wage – $59.95
- Fringe rate – $44.53
- Total rate – $104.48
Minnesota’s prevailing wage refers to the minimum hourly wage that employers are required to pay specific workers involved in construction and public works projects funded by state money. This wage also encompasses the employer’s contribution to benefits.
Minnesota Prevailing Wage Resources
MN Child Labor Laws
< 14 Years
Exceptions
The minimum age of employment in Minnesota is 14 years old, with exceptions for certain roles, such as:
- Newspaper carriers (at least 11 years of age)
- Agricultural work (at least 12 years of age with parental/guardian consent)
- Actors, actresses, or models
- Youth athletic program referees (at least 11 years of age with parental/guardian consent)
14-15 Years
Hour Restrictions
Workers under the age of 16 may not work:
- Before 7 a.m. or after 9 p.m. (exceptions for newspaper carriers)
- More than 40 hours a week or more than eight hours in a 24-hour period (exceptions in agriculture)
- During school hours unless an employment certificate is issued by the school district superintendent.
16-17 Years
Hour Restrictions
By state law, 16- and 17-year-old high school students may not work after 11 p.m. on evenings before school days or before 5 a.m. on school days.
With written permission from a parent or guardian, these hours may be expanded to 11:30 p.m. and 4:30 a.m.
There are no other hour limits for 16- and 17-year-olds. High school graduates who are 17 years old do not have work hour restrictions.
< 18 Years
Laws in MN for children under 18
Nearly all children under 18 must have a “Permit to Employ and Work” from their school or district superintendent to work for wages in Minnesota.
Children aged 15 to 18 working in the entertainment industry (and their employers) must obtain special permits from the MN Department of Labor and Industry.
Other Essential Minnesota Labor Laws
Health and Safety Standards in Minnesota
Minnesota labor laws require all employers to provide a safe and healthy work environment free from known hazards that could cause injury, death, or illness. Employers must comply with all applicable Minnesota Occupational Safety and Health Administration (MNOSHA) standards.
In Minnesota, employers must…
- Post MNOSHA health and safety documents where other employee notices are displayed.
- Report any workplace accidents resulting in eye loss, amputation, or inpatient hospitalization of an employee to MNOSHA within 24 hours.
- Report any accidents leading to an employee’s death to MNOSHA within eight hours..
In Minnesota, employees should…
- Follow safety protocols and use personal protective equipment (PPE) provided by their employer.
- Report any unsafe working conditions or potential hazards to their employer or the appropriate authorities.
- Participate in safety training programs offered by their employer.
Report health and safety violations (unsafe working conditions) in Minnesota to…
Employees:
Employers:
Hiring and/or Firing Employees in Minnesota
Hiring practices in Minnesota are governed by some of the more stringent state labor laws, controlling recruitment, hiring, and onboarding.
Employee termination and resignation in Minnesota is subject to specific legal requirements and notice obligations, including considerations for notice periods, severance pay, and the state’s at-will employment doctrine.
Minnesota is an at-will employment state, meaning employers and employees can terminate the employment relationship at any time, for any reason, as long as it is not discriminatory or in violation of public policy.
However, employees cannot be terminated based on their membership in a protected class, and courts often ensure non-compete agreements balance the employer’s interests with the employee’s right to earn a living.
Minnesota law prohibits discrimination based on union membership or non-membership. Employees cannot be required to join a union as a condition of employment.
Employers may conduct background checks and drug testing in Minnesota, but they must ensure the procedures comply with state and federal laws.
Pre-employment drug testing is allowed if it is part of a written policy, and background checks are common but must be conducted fairly and without discrimination.
Minnesota enforces equal employment opportunity laws, prohibiting discrimination in hiring, firing, or other employment decisions based on race, gender, age, disability, sexual orientation, or other protected classes.
Minnesota labor laws also protect employees from workplace harassment and ensure safe working conditions.
Anti-Discrimination Laws in MN
Employers in Minnesota must follow stringent anti-discrimination guidelines throughout the hiring process. Minnesota labor laws prohibit employers from discriminating against job applicants based on protected characteristics. Job advertisements must not suggest any form of bias, and job descriptions should focus on essential job functions and requirements.
Employers in Minnesota may not discriminate against job applicants based on…
- Criminal history, as governed by the “ban the box” law, which restricts when background checks can be conducted.
- Disabilities, which may only be considered in medical examinations after a job offer has been extended, and only in cases where the disability directly impacts job performance or safety.
- Drug use, as drug testing can only be conducted after a conditional job offer and must adhere to strict procedures.
Employee Resignation or Termination in MN
In Minnesota, labor laws emphasize the importance of maintaining a safe and healthy work environment, necessitating employers to address known hazards that could potentially lead to injury, illness, or death. This responsibility extends to complying with all applicable Minnesota Occupational Safety and Health Administration (MNOSHA) standards. Employers must actively ensure that health and safety protocols are in place, which includes posting relevant MNOSHA health and safety documents where employees can easily access them.
When it comes to employee termination, employers are required to report any serious workplace accidents, such as those resulting in eye loss, amputation, or inpatient hospitalization, to MNOSHA within 24 hours. Furthermore, any accidents leading to an employee’s death must be reported within eight hours. Employees and employers in Minnesota have various avenues for reporting unsafe working conditions, including the Minnesota Department of Labor and Industry (DLI) website and the Occupational Safety and Health Administration (OSHA) website.
Unemployment Benefits in MN
Workers in Minnesota are eligible for unemployment benefits if they meet specific eligibility requirements. To qualify for benefits, you must be a resident of Minnesota and fulfill the following conditions:
- Be unemployed
- Have worked in Minnesota for the past 12 months
- Earned a minimum wage amount determined by the state’s guidelines
- Actively seek work each week you are receiving benefits
To apply for unemployment benefits, you must do so on the first day you become unemployed or have a significant reduction in your work hours. Applications can be made through Minnesota Unemployment Insurance by calling 651-296-3644. For those outside the Twin City area, the number is 1-877-898-9090. A TTY number for the hearing impaired is also available: 1-866-814-1252.
Use this website to start your application for unemployment benefits in Minnesota: Minnesota Unemployment Insurance
COBRA Benefits in MN
Separated employees in Minnesota may extend employer-provided health care coverage through COBRA, which stipulates…
- Continuation of Coverage: Eligible employees and their dependents have the right to continue health insurance coverage after experiencing qualifying events that would otherwise result in the loss of coverage.
- Duration of Coverage: Under federal law, COBRA coverage can last up to 18 months for employees and their dependents. If a qualifying event involves a disability, coverage can extend up to 29 months. Minnesota law may provide longer continuation periods in certain circumstances, particularly for fully insured plans.
- Cost of Coverage: Individuals opting for COBRA must pay the full premium for their health insurance plus a small administrative fee. The cost is based on the group rates in effect at the time of the qualifying event.
- State-Specific Provisions: Minnesota’s laws extend COBRA-like protections to smaller employers (with two or more employees) and include provisions for life insurance benefits. Employees who become totally disabled while employed can remain on their group health plan indefinitely under state law.
- Election Period: Individuals have 60 days from the date notice is received or when coverage would otherwise end to elect continuation coverage. If elected within this period, coverage is retroactive to the date of the qualifying event.
- Loss of Coverage: COBRA coverage will terminate if premiums are not paid on time or if the employer stops offering group health coverage altogether.
These provisions ensure that employees and their families have access to continued health care coverage during transitions in employment or other significant life changes. For more detailed information, individuals should consult their employer’s benefits administrator or relevant state resources.
Final Paychecks in MN
Separated employees in Minnesota must receive their final paychecks in accordance with state law, which outlines specific requirements for timely payment:
-
- Payment Methods: Employers can issue final paychecks via direct deposit (if previously authorized), by check, or through payroll paycards. There are no specific rules on how to send the final paycheck, but it should be done promptly.
- If the Employee Quits: The final paycheck is due on the next scheduled payday that is at least 5 days after the employee’s last day of work, but no more than 20 days after the last day worked.
- If the Employer Terminates the Employee: The final paycheck must be issued within 24 hours of termination if a written demand for payment is made.
- Contents of Final Paycheck: The final paycheck should include all wages from the most recent pay period, along with any commissions, bonuses, and accrued sick or vacation pay. Employers can only withhold amounts owed to them under specific circumstances.
- Payment Methods: Employers can issue final paychecks via direct deposit (if previously authorized), by check, or through payroll paycards. There are no specific rules on how to send the final paycheck, but it should be done promptly.
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MN Recordkeeping Requirements
Employers in Minnesota are required to maintain various employment, payroll, and other records for specific durations.
1 Year
Employers must retain these documents for at least one year:
- Employee benefits data (retain for a minimum of one year after plan termination).
- All employment records (retain for a minimum of one year after terminating an employee).
2 Years
Employers must retain these documents for at least two years:
- Basic employment and earnings records (time cards, wage rate tables, etc.).
- Documentation showing why employees of different genders may receive different wages.
3 Years
Employers must retain these documents for at least three years:
- Payroll records (including copies of each employee’s I-9).
- Certificates, notices, and collective bargaining agreements.
- Employment contracts.
- Records related to earned sick and safe time usage.
4 Years
Employers must retain these documents for at least four years:
- Personnel files.
5 Years
Employers must retain these documents for at least five years:
- Workers’ compensation and/or injury records.
6+ Years
Employers must retain these documents for six years or more:
- Employee benefits data.
- Records of employee exposure to toxic substances (30 years).
In addition to these requirements, employers must ensure that records are kept in a manner that allows compliance with inspection demands from the Minnesota Department of Labor and Industry within 72 hours.
Penalties for Labor Law Noncompliance in MN Wages
Up to $100,000Wage Violations
Under Minnesota law, wage theft can encompass failing to pay employees all wages, salary, gratuities, earnings, or commissions.
Penalties for wage theft can result in severe consequences, including fines up to $100,000 (for wage theft in excess of $35,000) and potential jail time of up to 20 years.
$1,000-$5,000Record-Keeping Violations
Employers can be fined up to $1,000 for each failure to maintain required records as specified under Minnesota Statute §177.30.
For repeated failures to maintain records as required, employers can face fines up to $5,000 for each violation.
MisdemeanorFalsifying Records
Employers who falsify any record or refuse to make records available may face misdemeanor charges under Minn. Stat. §177.32.
Up to $3,000Retaliation
Employers who retaliate against employees asserting rights under the Minnesota Fair Labor Standards Act can incur civil penalties ranging from $700 to $3,000 per violation.
In Minnesota, labor law violations are investigated and addressed by…
The DLI is responsible for enforcing labor laws related to wage and hour regulations, workplace safety, and employee rights. Employees can report violations directly to the DLI, which conducts investigations into complaints of wage theft, including issues such as unpaid wages, overtime violations, and unauthorized deductions from paychecks. The DLI has the authority to review payroll records and ensure compliance with prevailing wage laws for state-funded projects.
Further Details on Other Minnesota Labor Laws
Pay Transparency Requirement
- Salary Disclosure: Effective Jan. 1, 2025, employers, employers with 30 or more employees must include a starting salary range and a general description of benefits in job postings. This law aims to promote pay transparency and prevent discriminatory practices in hiring. The salary range must be a good-faith estimate and cannot be open-ended.
Drug Testing Regulations
- Oral Fluid Testing: New provisions allow employers to use oral fluid (saliva) testing for drug, cannabis, and alcohol screening of employees or job applicants.
Minimum Wage Hike
- New Minimum Wage: The minimum wage will rise to $11.13 per hour for all employers, up from $10.85 for large employers and $8.85 for small employers. This adjustment is aimed at keeping pace with inflation and ensuring that all employees earn a standard minimum wage, regardless of employer size or age.
Sick and Family Leaves
- Earned Sick and Safe Time: Amendments have been made to clarify how sick leave is calculated, ensuring that employees receive base pay rather than premium rates for sick time taken on higher-paying shifts. Additionally, funeral leave is now included under the Earned Sick and Safe Time (ESST) law.
- Paid Family Leave: Minnesota’s Paid Family and Medical Leave Law, enacted in 2023, will require employers to provide up to 12 weeks of paid family leave starting January 1, 2026. Adjustments to this law are anticipated as the implementation date approaches.
These updates reflect Minnesota’s commitment to improving worker rights and adapting labor laws to contemporary needs. Employers are encouraged to review their policies in light of these changes to ensure compliance by the effective date.
Looking for other state-specific labor and overtime laws? Check out these guides:
As of January 1, 2025, the minimum wage in Minnesota will be $11.13 per hour for all employers, which is an increase from the previous rates of $10.85 for large employers and $8.85 for small employers.
This increase is intended to align with inflation and ensure that all employees receive a fair minimum wage.
Minnesota law requires employers to provide employees with adequate meal breaks.
Employees must receive a 30-minute meal break, and any breaks lasting less than 20 minutes are considered compensable work time.
Employers may determine the timing of breaks, but they must also provide sufficient restroom breaks during working hours.
Beginning in 2026, Minnesota will offer up to 20 weeks of paid family and medical leave. This leave will allow employees to take time off for personal or family medical emergencies, such as childbirth or caring for a sick family member.
This initiative aims to provide financial support to employees during such absences.
Minnesota law mandates that employees receive overtime pay at a rate of 1.5 times their regular hourly wage for any work exceeding 48 hours in a single workweek.
This ensures that employees are fairly compensated for additional hours worked beyond the standard workweek.
In Minnesota, separated employees must receive their final paychecks in a timely manner. If an employee quits, the final paycheck is due on the next scheduled payday that is at least 5 days after their last day of work, but no later than 20 days.
If the employer terminates the employee, the final paycheck must be provided within 24 hours if a written demand is made. The final paycheck should include all wages, bonuses, and any accrued paid time off.
