Minnesota - Wage & Hour

Bloomington, Minnesota Repeals Paid Sick and Safe Time Ordinance Due to State Law. Will Remaining Cities Follow Suit? On April 27, 2026, Bloomington, Minnesota repealed its Earned Sick and Safe Time Ordinance. As explained in the corresponding meeting agenda packet , “the primary purpose of Blooming

Takeaways

On January 1, 2026, Minnesota’s Paid Leave law will take effect, providing qualified employees with up to twelve weeks of paid medical leave, twelve weeks of paid family leave, and employees who need both family and medical leave in a single benefit year may qualify for up to twenty weeks.

The January 1, 2026, changes to Minnesota’s meal and rest break laws require employers to provide fifteen-minute breaks and a thirty-minute meal break depending on hours worked. However, the vague amendments left more questions than answers. The questions raised in our July 2025 article were submitt

Takeaways: Minnesota’s Earned Sick and Safe Time law (ESST) saw a few significant amendments during the special legislative session. The main changes

Starting January 1, 2026, Minnesota employers must allow expanded breaks to all employees in Minnesota. Currently, employers are only required to provide “sufficient time to eat a meal” every eight hours of work, and “adequate time from work” to use the nearest restroom every four hours. This will c

The state’s Paid Family and Medical Leave Law survived the legislative session with minimal change and the Department of Employment and Economic Development published its final rules on 06.16.25.

Summer Heat Wave of Paid Leave Amendments Continues in Minnesota On June 14, 2025, Minnesota Governor Tim Walz signed SF 17 , the state’s omnibus jobs and workforce bill. The omnibus bill amends both the state’s paid sick leave law and the forthcoming paid family medical leave program (Minnesota Pai

New Minnesota Meal and Rest Break Requirements On June 14, 2025, Minnesota’s governor signed an omnibus bill, SF 17 , which includes amendments to the state’s meal and rest break requirements found at Minnesota Statute Sections 177.253 and 177.254. tgelbman@littler.com Wed, 06/18/2025 - 10:05

The Minnesota Department of Labor and Industry (MNDOLI) recently issued proposed rules for governing Minnesota’s Earned Sick and Safe Time Law (ESST). The proposed rules are open for public comment through April 2, 2025.

New laws in Minnesota will change how employers need to handle parental leave, tips, and recordkeeping. Most of the changes were part of the state’s omnibus bill for 2024 and are set to take effect on August 1, 2024.

Under Minnesota’s Paid Leave Law (PLL) that goes into effect in January 2026, employers must provide covered employees up to 20 weeks of leave to care for themselves and their family members with paid leave benefits available through the Minnesota Paid Leave Program .

Minnesota’s statewide paid sick and safe leave mandate, the Earned Sick and Safe Time (ESST) law, went into effect Jan. 1, 2024. The Department of Labor and Industry (DLI) has posted answers to Frequently Asked Questions (FAQ Guide) that it revised on Dec. 4, 2023.

On May 24, 2023, Governor Tim Walz signed into law an omnibus jobs and economic development bill that included, among its many workplace-related provisions, the establishment of a statewide paid sick leave program, effective on January 1, 2024.

On June 6, 2022, after a year of public meetings and feedback, the Bloomington City Council unanimously approved an ordinance that will require employers in the city to provide paid sick and safe leave to most workers.

On April 29, 2022, Minnesota Governor Tim Walz signed S.F. No. 2677 (2022) into law. This law authorizes bonus payments to Minnesotans who worked in frontline sectors during the COVID-19 peacetime emergency. This so-called “Hero Pay” law aims to thank eligible frontline workers for their sacrifices

On June 7, 2022, the Minnesota Department of Labor and Industry (MNDOLI) issued its long-awaited approved employer notice regarding requirements under the Frontline Worker Pay Law.

As expected, the Minnesota Department of Labor and Industry recently provided an update regarding the new Frontline Worker Pay Law by distributing a fact sheet and a set of answers to frequently asked questions (FAQs).

The Minnesota Supreme Court recently reaffirmed the Minnesota attorney general’s broad power to investigate Wage Theft Act and alleged pay practice violations.

Minnesota employers will be heading back to the drawing board to revise their handbook disclaimers. The Minnesota Supreme Court now requires specific language in policies that set out the terms and conditions for payment of certain employee benefits such as payouts of vacation and paid time off (PTO