In recent years, Minnesota has enacted sweeping legislation impacting Minnesota employers at a breakneck pace. As the most recent legislative session came to a close, another set of new and supplemental laws was passed and quickly signed by Gov. Tim Walz.
This year’s legislative package included new pay transparency requirements, changes to Minnesota’s earned sick and safe time and paid family leave laws (created just last year), and a law addressing classification of independent contractors.
In addition, legislators passed laws expanding leave rights for pregnant employees, permitting oral fluid drug testing, prohibiting certain nonsolicitation agreements, expanding rights and remedies under the Minnesota Human Rights Act, expanding the Minnesota Department of Labor and Industry’s enforcement rights, and making minor adjustments to the minimum wage and tip laws.
Employers must remain vigilant in the face of Minnesota’s rapidly changing and expanding employment laws and establish a plan for compliance.
Effective Jan. 1, 2025, employers with 30 or more total employees in Minnesota will be subject to Minnesota’s new pay transparency requirements. Covered employers will be required to include in all job postings a starting salary range, or if no range, a fixed pay rate. The range must include a minimum and a maximum amount based on the employer’s good-faith estimate of the opportunity for each position, and cannot be open-ended. Additionally,...
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