Recently, the Minnesota Court of Appeals, in Peterson v. City of Minneapolis, ruled that a complaint process in an employer’s anti-discrimination policy may toll the statute of limitations under the Minnesota Human Rights Act (MHRA). At issue was a section of the MHRA stating that the Act’s one-year statute of limitations is “suspended during the time period a potential charging party and respondent are voluntarily engaged in a dispute resolution process involving a claim of unlawful discrimination under this chapter.” Minn. Stat. § 363A.28, subd. 3. The court of appeals held that the phrase “voluntarily engaged in a dispute resolution process” may include the process of investigating an employee’s internal complaint of discrimination under an employer’s anti-discrimination policy. This ruling, if not overturned on appeal, significantly expands the scope of what most employers would view as a proper tolling of the statute of limitations.