Minnesota HR Compliance for Startups

By TalentForge360 LLC | 100% US-Based

Quick answer: What startups need to know about Minnesota employment law. Final pay, minimum wage, workers comp, and more for Minnesota employers.

At-Will Employment

Minnesota is an at-will employment state. Employers may terminate employees for any lawful reason. Minnesota recognizes public policy and implied contract exceptions.

Final Pay

Minnesota requires final pay immediately for involuntary terminations. For voluntary resignations, final pay is due by the next regular payday. All accrued vacation must be paid if the employer's policy provides for it.

Minimum Wage

Minnesota's minimum wage is higher than the federal rate and increases annually based on inflation. Large employers (annual gross revenue $500K+) pay a higher rate than small employers. Minneapolis and St. Paul have even higher local minimums.

Paid Sick Leave

Minnesota requires employers to provide paid sick leave. Leave accrues at 1 hour per 30 hours worked, up to 48 hours per year. This applies to employers of all sizes.

Earned Sick and Safe Time

Minneapolis and St. Paul have local earned sick and safe time ordinances that may provide more generous leave than the state law. Employers with employees in these cities must comply with both state and local requirements.

Workers Compensation

Minnesota requires all employers with 1 or more employees to carry workers compensation. This is mandatory from the first employee. Agricultural and domestic workers are exempt.