Minnesota: Legislative Updates
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APPLIES TO Employers with Employees in MN |
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Quick Look
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Discussion
As part of the recent legislative session, Minnesota’s governor signed an omnibus jobs and workforce bill, SF 17, which includes amendments to the state’s meal and rest break requirements, as well as the state’s paid sick leave program and paid family and medical leave program. Each is discussed below.
New Meal and Rest Break Requirements
Effective January 1, 2026, Minnesota employers must allow employees “a rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer” within every four hours of consecutive work. This is a shift from the current standard which requires an “adequate time to utilize the nearest convenient restroom” each four consecutive work hours.
Additionally, effective January 1, 2026, an employer must “allow” employees working for “six or more consecutive hours a meal break of at least 30 minutes.” The current standard requires employers to “permit” employees working eight or more consecutive hours “sufficient time to eat a meal” and does not specify a length of time employees must be permitted to eat a meal.
The amended law also provides new remedies for employers found to be in violation of these new meal and rest break standards. Specifically, an employer who does not comply with these requirements will be liable to the employee for the meal or rest break time that should have been allowed at the employee’s regular rate of pay, plus an additional amount of liquidated damages. The amendment also calls to action the Minnesota Department of Labor and Industry to develop “related rules,” before the new meal and rest break requirements take effect.
Updates to Paid Sick Leave Program
As of July 1, 2025, employers may now “reasonably require” employees to provide notice for unforeseeable sick leave. Previously, employees were only required to give notice as soon as practicable. Additionally, documentation can be required for absences of three or more consecutive scheduled workdays, instead of four or more. Even though employers cannot require employees to seek or find a replacement worker to cover the hours they are using as earned sick and safe time, they can allow employees to voluntarily trade shifts in lieu of using leave.
Effective January 1, 2026, employers may frontload earned sick and safe time based on anticipated hours for the remainder of the accrual year. If the employee works more than expected, additional time must be granted to make up the difference.
Updates to Paid Family Medical Leave Program (Minnesota Paid Leave)
Under the omnibus bill, when Minnesota Paid Leave takes effect on January 1, 2026, the initial premium rate is set to be 0.88%, split between employers and employees. By July 31, 2026, and July 31 of each subsequent calendar year, the commissioner may adjust the annual premium rates, provided that the total annual premium can be no higher than 1.1% of employees’ wages (compared to the current 1.2% cap).
Action Items
- Update meal and rest break policies for compliance.
- Update payroll and timekeeping processes to comply with meal and rest break requirements.
- Monitor future developments from the Minnesota Department of Labor and Industry.
- Update sick leave policies to reflect new standards in notice, documentation, and shift trading.
- Prepare for frontloading changes in 2026.
- Review payroll readiness for Paid Leave contributions in 2026.
- Have appropriate personnel trained on changes and requirements.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase