On January 1, 2025, two new employment laws go into effect in Minnesota. Employers should review their policies to make sure that they are following these new laws.

The new pay transparency law requires that any employer with more than 30 employees in Minnesota must disclose a salary range (or fixed pay rate) and a general description of benefits and other compensation in their job postings. Salary ranges may not be open ended. The Minnesota Department of Labor and Industry or the Minnesota Attorney General may enforce violations, but there are no penalties specified in the law. Employers should make sure all job postings as of January 1 contain the required information and should ensure that any third-party recruiters or others involved in their hiring process are aware of the new requirements.

A new provision of the Earned Sick and Safe Time (ESST) law goes into effect on January 1. This provision states that if an employer provides employees with paid time off (PTO) or other paid leave that is more than the amount required under the ESST law, the additional PTO must meet the same requirements as the ESST for notice, documentation, and anti-retaliation. This is a very significant change to the ESST regulations, and we continue to await further guidance from DOLI regarding interpretation of this provision.

These new laws may be difficult or complex to sort through and apply to your employees. If you have questions about these new laws or your company policies, please contact our Labor & Employment attorneys at (651) 439-2878.