Amendments to St. Paul’s sick and safe time ordinance clarify that employees accrue leave when working in the city, even if their employer does not have a physical presence there; establish the standard of proof for retaliation claims; expand the statute of limitations from one to two years; and address other administrative issues. Amendments to Bloomington’s sick and safe time ordinance clarify that employers can allow employees to accrue leave on a pro-rata basis rather than in whole-hour units; require leave accrued and used to be on paystubs; institute fines for certain first-time violations; and establish fines for these and other violations.

On January 19, 2023, St. Paul, Minnesota Mayor Melvin Carter signed into law amendments to the Earned Sick and Safe Time (ESST) Ordinance, which will take effect 30 days later, on February 18, 2023. Four days later, on January 23, Bloomington enacted amendments to its forthcoming ESST Ordinance that will, like the law itself, first take effect on July 1, 2023. Below we highlight some of the more notable changes.

Saint Paul

The amendments codify St. Paul’s approach concerning employees who work in St. Paul for employers that do not have brick and mortar establishments in the city, expand the reach of the ordinance’s anti-retaliation provisions, and solidify procedures that favor employees who exercise protected rights under the ordinance. Other amendments are minor and simply change the language in the ordinance without...

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