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Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Onboarding Requirements for New Hires
In the state of Minnesota, employers are required to satisfy the requirements of the Wage Theft Law via the presentation of wage notices, templates for which are available for download on the state’s website.
Wage Theft Notice Requirements - Minnesota
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to provide us with some key pieces of information prior to joining our platform. See the link below for more on what information is required, and how to provide that information to Justworks.
Minnesota - State Unemployment Insurance
Pay Requirements
Minnesota rules on overtime and minimum wage can be found at the corresponding links, with additional information found in the FAQs below.
Minnesota Dept. of Labor and Industry: Wages and Overtime FAQs
You can also find guidance for employers in Minnesota on a variety of employment practices topics here.
The localities in Minnesota, listed below, have a higher minimum wage than at the state level. Where both laws apply to an employee based on worksite, the law that favors the employee should be followed. Minimum wages in these localities are always changing, and this list is always growing. The very best way to ensure compliance with all applicable laws is to consult with legal counsel.
Leave
Paid Sick Leave
Minnesota does not presently have a statewide paid sick leave law applicable to private employers, but four cities — Minneapolis, St. Paul, Duluth, and Bloomington — have paid sick and safe leave laws that are currently in effect or will go into effect in the near future for private employers.
Minneapolis Sick and Safe Time
St. Paul Earned Sick and Safe Time Ordinance
Duluth Earned Sick and Safe Time
Bloomington Earned Sick and Safe Leave
Bereavement Leave
There is no statewide law in Minnesota requiring bereavement leave. However, the city of Bloomington’s Earned Sick and Safe Leave Ordinance specifically covers bereavement leave. As of July 1, 2023, employees are permitted to use their sick and safe leave for the death of a family member (as defined by the law).
Pregnancy and Parental Leave Act
Minnesota’s Pregnancy and Parental Leave Act, similar in many ways to the federal Family and Medical Leave Act (FMLA), provides up to 12 weeks of unpaid, job-protected leave to eligible employees working in Minnesota for a covered employer with 21 or more employees. Where FMLA applies, leave taken under the Pregnancy and Parental Leave Act will run concurrently with FMLA leave.
MN Dept. of L and I: Pregnancy and Parental Leave Act
Separation
In Minnesota, the final paycheck for separated employees must be paid on the next regularly scheduled payday unless the employee makes a written demand for payment. If a separated employee makes a written demand for payment, all wages and commissions are due and must be paid within 24 hours of the demand.
Final paycheck for Minnesota employees who resign should be issued on the next scheduled payday. However, if the payday is less than five days after the last day that the employee works, the employer can pay on the next payday or 20 days after the employee's last day of work, whichever is earlier.
MN Dept. of L and I: Employment termination
MN Dept. of Employment and Economic Development: How to file a claim for unemployment insurance benefits
Disclaimer
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.