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Wage and hour law in Minnesota refers to the rules and regulations that determine how employees must be paid for their work, along with the hours that they are expected to work. These laws are designed to ensure that employees are compensated fairly and to prevent exploitation related to pay and working conditions. Minnesota has its own set of wage and hour laws, which often work alongside or provide greater protections than federal laws. Understanding your rights as an employee or responsibilities as an employer under these laws is essential for a fair and lawful workplace.
Many individuals and businesses encounter wage and hour issues that can require the help of an experienced attorney. Employees may need legal assistance if they believe they are being paid less than minimum wage, are not being paid for overtime work, or are being forced to work off the clock. Similarly, employers may need guidance to ensure they are complying with state and federal wage and hour laws or to defend against complaints or lawsuits. Legal professionals can help resolve disputes, file claims, negotiate settlements, or represent clients in court or before government agencies.
Minnesota’s wage and hour laws are administered primarily by the Minnesota Department of Labor and Industry. Some key features of local laws include:
The minimum wage in Minnesota as of 2024 is $10.85 per hour for large employers and $8.85 per hour for small employers. Cities such as Minneapolis and St. Paul may have higher minimum wages.
Most non-exempt employees must be paid overtime for hours worked over 48 in a workweek. Some roles, such as certain salaried or executive positions, may be exempt based on their job duties and salary.
Generally, no. Employers must pay at least the state minimum wage except in specific cases, such as certain training periods for youth, employees with disabilities (under special permits), or other limited exceptions established by law.
If you are fired or laid off, your employer must pay all outstanding wages within 24 hours. If you quit, you must be paid by the next scheduled payday at the latest.
You should first bring the issue to your employer’s attention. If it is not resolved, you can file a claim with the Minnesota Department of Labor and Industry or seek help from an attorney.
Yes. Minnesota law requires employers to provide sufficient unpaid time for bathroom breaks and unpaid meal breaks for shifts lasting eight hours or more. These breaks cannot be entirely eliminated to speed up work.
No. All hours worked must be recorded and compensated according to Minnesota law.
Employers must maintain accurate records, including hours worked each day, pay rates, wage deductions, and proof of wage payments, and retain these for at least three years.
Employees who work for commission or tips are also covered, but the rules can be more complex. Employers must ensure that the hourly wage, after including tips, meets or exceeds the state minimum. Some types of commission-only jobs may be exempt.
You can file a complaint with the Minnesota Department of Labor and Industry, which investigates claims of unpaid wages, minimum wage violations, and similar issues.
There are several helpful resources for those seeking information or assistance with Minnesota wage and hour issues:
If you need legal assistance regarding wage and hour matters in Minnesota, consider the following steps:
Seeking timely legal advice can make a significant difference in resolving wage and hour conflicts quickly and effectively. Do not hesitate to get help if you believe your rights under Minnesota’s wage and hour laws have been violated.
