Minneapolis, MN: Amendments to Antidiscrimination Ordinance

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APPLIES TO

All Employers with Employees in Minneapolis

EFFECTIVE

August 1, 2025

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Quick Look

  • Anti-discrimination protections are expanded on the basis of height and weight, housing status, and justice-impaired status.
  • Race protections are inclusive of traits historically associated or perceived to be associated with race, including protective hairstyles.
  • Disability accommodations are expanded for episodic conditions or conditions in remission, as well as pregnancy-related accommodations.
  • Employers must also accommodate an employee’s sincerely held religious beliefs or practices, unless doing so would create an undue hardship.

Discussion

Effective August 1, 2025, Ordinance No. 2025-022 amends Minneapolis’ Civil Rights Ordinance to add several new protected classes to its antidiscrimination provisions, define existing protected classes, and expand the type of accommodations employers must provide to employees.

Added to the existing protected classes enumerated in the ordinance, are height and weight, housing status, and justice-impacted status. Height and weight can include an impression of a person as tall or short or fat or thin and not just numerical measurements. Housing status refers to having, or not having, a fixed, regular, adequate nighttime residence. Justice-impacted status is the state of having a criminal record or history, including any arrest, charge, conviction, period of incarceration, or past or current probationary status. The existing protected class of familial status includes individuals who reside with and care for one or more individuals who lack the ability to meet essential requirements for physical health, safety, or self-care because the individual or individuals are unable to receive and evaluate information or make or communicate decisions.

Race is now defined as inclusive of traits historically associated or perceived to be associated with race, including, but not limited to, skin color, certain physical features, hair texture, and protective hairstyles. For purposes of this definition, “protective hairstyles” includes, but is not limited to, such hairstyles as afros, braids, locks, and twists. Employers must also accommodate an employee’s sincerely held religious beliefs or practices, unless doing so would create an undue hardship.

For disability accommodations, the definition of a disability now includes an impairment that is episodic or in remission and would materially limit a major life activity when active. Reasonable accommodations also must now be provided for the known pregnancy-related limitations of a qualified employee unless they would impose an undue hardship. It is a violation of the Ordinance to require an employee with pregnancy-related limitations to take leave if another reasonable accommodation can be provided. With the effective date quickly approaching, employers should be ready to update their harassment, discrimination, and accommodations policies as well as training their appropriate personnel on the requirements.

Action Items

  1. Have policies updated for compliance..
  2. Have appropriate personnel trained on the new 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