Minnesota Employee Handbook

When your company hires employees in Minnesota, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your Minnesota Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in Minnesota must consider.

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Minnesota Employee Handbook Policies

There are 22 state and local employee handbook policies in Minnesota.

Wage and Hour

Minnesota Meal Break Policy

You are entitled to a meal break of at least 20 minutes when working eight or more consecutive hours. Breaks are unpaid if they are 20 minutes or longer and you are fully relieved of duties, typically scheduled midway through your shift but not in the first or last two hours. If work prevents a duty-free break, you will be paid at your regular rate while eating.

Saint Paul Minimum Wage Policy

You are entitled to a minimum wage of $15.97 per hour if Employer has 101 or more employees, $15.00 per hour if they have 6-100 employees, and $13.25 per hour if they have 5 or fewer employees. Employees aged 14-17 must be paid 85% of the small business minimum wage, rounded to the nearest nickel, for their first 90 days of employment.

Minnesota Minimum Wage Policy

You are entitled to a minimum wage of $11.13 per hour, effective January 1, 2025

Minnesota Rest Break Policy

You are entitled to a reasonable rest period within every four consecutive hours of work to use the nearest restroom. These breaks are typically paid unless they exceed 20 minutes.

Minneapolis Minimum Wage Policy

You are entitled to a minimum wage of $15.97 per hour if you work at least two hours in any calendar week within the City of Minneapolis, regardless of your employment status, effective January 1, 2025, unless otherwise required by law. Tips and gratuities do not count toward minimum wage obligations, and Employer must pay the full wage regardless of additional income from tips, service charges, or gratuities. Retaliation or discrimination against employees exercising their rights under this policy is strictly prohibited.

Minneapolis Wage Theft Prevention Policy

You are entitled to full, accurate, and timely payment of all wages earned in Minneapolis. Employer cannot falsify wage records, demand refunds, or reduce your earned pay, except to recover overpayments with prior written notice. You will receive a pre-hire notice at the start of employment and sick and safe time balances on your earnings statements. Additionally, the Minneapolis labor poster must be displayed prominently at your worksite where it is easily visible.

Minnesota Lactation Break Policy

You are entitled to reasonable break time to express breast milk as needed, typically aligning with paid breaks. Additional breaks can be coordinated with your supervisor to minimize disruptions.

Employer will provide a private, secure, and sanitary lactation space near your work area, equipped with an electrical outlet and free from intrusion or public view. Bathrooms will not be used as lactation spaces.

Employer prohibits reducing compensation or benefits and strictly forbids retaliation or discrimination against employees exercising their rights under this policy.

Saint Paul Wage Theft Prevention Policy

You are entitled to protection against wage theft in Saint Paul, Minnesota, including unpaid wages covering all compensation such as salaries, gratuities, commissions, and fringe benefits. Complaints must be filed within two years of the violation.

Vacation, Sick, and Safe Leaves

Saint Paul Earned Sick and Safe Time Policy

You are entitled to accrue Earned Sick and Safe Time (ESST) if you work at least 80 hours per year within the City of Saint Paul, including remote work. ESST accrues at a rate of one hour for every 30 hours worked, with a maximum accrual of 48 hours per year and a carryover cap of 80 hours into the following year. You may begin using ESST after working 80 hours for Employer. ESST can be used for personal illness, preventive medical care, or to care for a family member. It is also available for addressing safety needs due to domestic violence, sexual assault, or stalking, as well as during workplace or school closures due to weather or public emergencies.

Bloomington Earned Sick and Safe Time Policy

You are entitled to accrue Earned Sick and Safe Time (ESST) if you work at least 80 hours per year in Bloomington, Minnesota, including working remotely. ESST accrues at a rate of one hour for every 30 hours worked, up to a maximum of 48 hours per year. Unused hours may carry over into the following year, with a cap of 80 hours. Employees are eligible to use ESST after completing their first 90 days of employment for personal illness, medical care, or to care for a family member. ESST may also be used for safe time purposes, including addressing situations related to domestic violence, sexual assault, or stalking.

Minnesota Earned Sick and Safe Time Policy

Employees at Employer accrue one hour of earned sick and safe time for every 30 hours worked, up to a maximum of 48 hours per year. This time may be used as soon as it is accrued for personal medical needs, domestic violence-related absences, care for a family member, or workplace or school closures due to weather or public emergencies.

Minneapolis Paid Sick and Safe Leave Policy

You are entitled to earn one hour of paid sick and safe leave for every 30 hours worked, up to a maximum of 48 hours per year and 80 hours overall. After 90 days of employment, accrued sick and safe leave may be used for personal medical needs, domestic violence-related absences, care for a family member, or workplace or school closures due to weather or public emergencies.

Leaves of Absence

Minnesota School Visitation Leave Policy

Employer provides employees with up to 16 hours of unpaid leave each year to participate in activities at a child’s school or daycare.

Minnesota Voting Leave Policy

You may take as much time as you need to vote if voting falls within your scheduled work time.

Minnesota Organ Donation Leave Policy

You are permitted to take up to 40 hours of paid time-off per organ or partial organ donation.

Minnesota Jury Duty Leave Policy

You are entitled to job-protected leave to serve as a juror. Unless directed otherwise by your manager, you should return to work at the completion of jury duty, even if for a partial day.

Minnesota Domestic Violence Leave Policy

You are permitted to request and take job-protected paid leave from work if you or a family member of yours is the victim of domestic violence, sexual assault, or stalking violence or sexual violence.

Minnesota Bone Marrow Donation Leave Policy

You are entitled to up to 40 hours of paid leave for bone marrow donation procedures, provided you work an average of 20 or more hours per week for Employer. This leave must be used for the medical procedure and associated recovery, with written verification from a healthcare provider. If you are found ineligible as a donor, any paid leave already taken will not be forfeited.

Minnesota Pregnancy Disability Leave Policy

You are entitled to up to 12 weeks of unpaid, job-protected leave under the Minnesota Parental Leave Act (MPLA) for the birth or adoption of a child, regardless of your employer’s size or length of employment. Leave must be taken within 12 months of the birth or adoption date and is protected under both laws, ensuring reinstatement to the same or an equivalent position and continuation of group health insurance. You must formally request leave, with 30 days’ notice required under FMLA for foreseeable leave, while MPLA allows employers to set their own notice policies.

Minnesota Military Family Leave Policy

You are entitled to up to 10 working days of unpaid leave if an immediate family member is injured or killed while serving in active military duty. You may also request unpaid leave to attend a send-off or homecoming ceremony for an immediate family member ordered into active military service in support of a war or national emergency.

Expense

Minnesota Remote Employee Reimbursement Policy

You are entitled to have necessary business expenses reimbursed.

Privacy

Minnesota Electronic Monitoring Policy

Generally, Employer is prohibited from electronically recording conversations without your consent.

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