Salary Laws in Minnesota (2026): Your Complete Pay Guide

Most people assume they know their workplace rights. Then they get their paycheck and realize something’s off. In Minnesota, salary laws are actually pretty clear, but knowing them can save you serious money. Let’s break down exactly what you’re entitled to.

Right now, Minnesota is making major changes to how employees get paid. New minimum wages. New pay transparency rules. Even a brand-new paid leave program. If you work in Minnesota, you need to know these updates.

What Is Minimum Wage in Minnesota?

Minnesota’s minimum wage just increased on January 1, 2026. The new rate is $11.41 per hour for all employers. That’s up from $11.13 in 2025.

Wait, it gets better.

If you’re under 20 years old and just starting a new job, your employer can pay you a training wage of $9.31 per hour. But only for the first 90 days. After that, you jump to the full minimum wage.

Not sure what counts as a violation? Some employers think they can pay less if you’re part-time. Nope. The minimum wage applies to everyone, whether you work 10 hours a week or 40.

Minneapolis and St. Paul have their own higher minimum wages. If you work in Minneapolis, the minimum wage is $16.37 as of January 2026. St. Paul has different rates depending on employer size. Large employers pay $16.37, while micro employers pay $14.25.

Basic Salary and Pay Laws

When You Get Paid

Minnesota law says employers must pay you at least once every 31 days. Your employer has to set a regular payday and stick to it. They can’t just randomly decide when to pay you.

You can get paid by cash, check, direct deposit, or payroll card. Honestly, most places use direct deposit these days. But you can opt out if you want.

Your employer must give you a paystub every pay period. This shows your hours worked, pay rate, and any deductions. Keep these. Seriously. You’ll need them if there’s ever a problem.

Pay Transparency Requirements

Here’s a big one that started in 2025. Any Minnesota employer with 30 or more employees must include salary ranges in job postings. That means when you see a job ad, it has to list the minimum and maximum pay.

They also have to describe the benefits. Health insurance. Retirement plans. Bonuses. All of it.

This applies to any job posting. Online ads. Flyers. Social media posts. Even if a staffing agency posts the job, they need to include this information.

Sound complicated? It’s actually not.

The goal is simple. Employees should know what they might earn before applying. No more surprise lowball offers after three rounds of interviews.

Understanding Overtime Pay

Okay, pause. Read this carefully.

Minnesota has different overtime rules than most states. Federal law requires overtime after 40 hours per week. But Minnesota law only requires it after 48 hours per week.

Which one applies to you? The one that benefits you more.

Most employers in Minnesota fall under federal law. So you’d get overtime after 40 hours. But if federal law doesn’t cover your employer, Minnesota law kicks in at 48 hours.

How Overtime Is Calculated

Overtime pay is 1.5 times your regular hourly rate. Pretty straightforward.

Let’s say you make $15 per hour. Your overtime rate would be $22.50 per hour.

Here’s what counts toward overtime. Actual hours worked. Holiday hours don’t count. Vacation time doesn’t count. Sick leave doesn’t count. Only the hours you physically worked.

Wondering if this applies to you? Some jobs are exempt from overtime. Executive positions. Administrative roles. Professional employees. Outside salespeople. But you have to actually meet the legal definition of these roles.

Your employer can’t just call you a manager to avoid paying overtime. The job duties matter more than the title.

Final Paychecks and Wage Payment

This one’s probably the most important rule. Honestly.

If your employer fires you, they must pay you immediately. Or within 24 hours if you demand payment in writing.

If you quit, the rules are different. You get paid on the next scheduled payday that’s at least 5 days away. But no later than 20 days after your last day.

Most people don’t realize how strict these rules are. Your employer can face serious penalties for being late.

What Happens If You Don’t Get Paid

Send a written demand letter. The Minnesota Department of Labor and Industry has sample letters you can use. Send it certified mail so you have proof.

Your employer has 24 hours to respond. If they don’t pay you, they owe you penalties. One day of average wages for each day they’re late, up to 15 days maximum.

You can also file a wage claim with the state. Call 651-284-5075. An investigator will reach out within three business days.

New Paid Leave Program

Starting January 1, 2026, Minnesota rolled out a major new benefit. Paid family and medical leave.

Employees can take up to 12 weeks of paid medical leave per year. Another 12 weeks of paid family leave. The total cap is 20 weeks in one year.

Medical leave covers your own serious health conditions. Recovery from illness or injury. Pregnancy and childbirth. Mental health conditions.

Family leave covers caring for a sick family member. Bonding with a new baby. Military deployment situations.

Trust me, this works.

Both you and your employer pay into the program through payroll taxes. The rate is 0.88% of your wages, split equally. So you pay 0.44%, and your employer pays 0.44%.

You’re eligible if you’ve earned at least 5.3% of the statewide average annual wage. That’s about $3,600 in recent earnings.

Not sure what counts as a violation? Taking leave doesn’t mean you lose your job. Your employer can’t fire you or retaliate against you for using this benefit.

Meal and Rest Break Laws

Minnesota just updated these rules on January 1, 2026. The old law said employers had to give “adequate time” for breaks. The new law is more specific.

You get a 15-minute rest break for every 4 consecutive hours worked. This is paid time.

You get a 30-minute meal break for every 6 consecutive hours worked. This can be unpaid if you’re completely relieved of duties.

Your employer decides when you take breaks. But they have to give you the breaks. You can’t just skip them to leave early.

Breaks under 20 minutes must be counted as hours worked. So if your employer gives you a 10-minute coffee break, that’s paid time.

Earned Sick and Safe Time

Minnesota requires employers to provide paid sick leave. This started in 2024, but there were updates in 2025 and 2026.

You earn 1 hour of sick time for every 30 hours worked. You can accrue up to 48 hours per year.

Pretty straightforward.

You can use this time for your own illness. Doctor appointments. Caring for a sick family member. Safety reasons like domestic violence situations. Even funeral leave.

Your employer can require documentation if you’re gone for 2 consecutive workdays. That’s new. It used to be 3 days.

Wage Deductions and Restrictions

Here’s where it gets tricky. Your employer generally can’t take money out of your paycheck without your written permission.

There are exceptions. Taxes. Court-ordered garnishments. Things required by law.

But your employer can’t deduct for uniforms without permission. Can’t take money for cash register shortages. Can’t deduct for broken equipment unless you agreed in writing after the incident happened.

Honestly, this is the part most people get wrong.

Any deduction can’t bring your pay below minimum wage. Even if you agreed to it. The law protects you from signing away your minimum wage rights.

Special Rules for Tipped Employees

Minnesota doesn’t allow tip credits. That means your employer must pay you the full minimum wage, even if you earn tips.

If you make $11.41 per hour in base pay, plus $200 in tips that week, you keep it all. Your employer can’t reduce your hourly wage because of your tips.

Tip pooling is allowed. That’s where servers share tips with bussers and bartenders. But management can’t take any of the tip pool.

Recordkeeping Requirements

Your employer must keep payroll records for at least 3 years. These records include your name, address, job title, hours worked, and pay details.

You have the right to see these records. If you think something’s wrong with your pay, ask to review your file.

Makes sense, right?

Employers who don’t keep proper records face penalties. It also makes it harder for them to defend against wage claims.

Cannabis and Employment

This one’s new. As of May 24, 2025, Minnesota employers can’t discriminate against you for being in the state’s cannabis registry program.

They also can’t fire you just for testing positive for cannabis. Unless you’re actually impaired at work or using during work hours.

There are exceptions. If federal law requires drug testing. If the employer would lose federal funding. Those situations are different.

How to File a Wage Complaint

If you believe your employer violated wage laws, you have options. Call the Minnesota Department of Labor and Industry at 651-284-5075.

You can also email them at [email protected]. An investigator will contact you within 3 business days.

Wage claims usually take 21 days to resolve. Sometimes longer if the case is complex.

Now, here’s where things get serious. You can also hire a lawyer and file a lawsuit. If you win, you can recover your unpaid wages plus penalties and attorney fees.

Independent Contractors vs Employees

Your employer can’t just call you an independent contractor to avoid paying minimum wage and overtime. Minnesota has specific tests to determine your status.

Starting March 1, 2025, there’s a new 14-factor test for construction workers. All 14 factors must be met for you to be considered an independent contractor.

For other industries, courts look at several factors. Who controls your work. Whether you can work for competitors. Who provides tools and equipment.

If you’re misclassified, you’re missing out on important protections. Minimum wage. Overtime. Workers’ compensation. Unemployment benefits.

Don’t worry, we’ll break it down step by step. If you think you’re misclassified, contact the Department of Labor and Industry. They investigate these issues.

What Employers Must Display

Your employer must post certain notices where you can see them. The minimum wage poster. The paid leave poster. Other required notices.

These posters need to be in English. Or in any language spoken by 5 or more employees.

Employers must update these posters when laws change. With all the new 2026 changes, that means new posters right now.

If you don’t see these posters at work, that’s a red flag. It might mean your employer isn’t following other laws either.

Workers’ Compensation

Minnesota requires almost all employers to carry workers’ compensation insurance. This covers you if you get injured on the job.

You’re not alone, this confuses a lot of people. Workers’ comp isn’t about fault. Even if the accident was your fault, you’re still covered.

Benefits include medical expenses. Partial wage replacement while you recover. Disability benefits if needed.

Your employer can’t fire you for filing a workers’ compensation claim. That’s retaliation, and it’s illegal.

Enforcement and Penalties

The Minnesota Department of Labor and Industry enforces most wage laws. They investigate complaints. They can order employers to pay back wages.

Employers who violate wage laws face serious consequences. Back pay. Penalties. Interest on unpaid wages.

For final paycheck violations, employers pay one day of wages for each day they’re late. Up to 15 days maximum.

Criminal penalties exist for serious violations. Wage theft can be prosecuted as a crime in Minnesota.

Frequently Asked Questions

Can my employer pay me less than minimum wage if I’m a student or intern? No, with very limited exceptions. Unpaid internships are only legal if they meet strict federal criteria. Student workers generally must be paid minimum wage. The only exception is the 90-day training wage for workers under 20.

What if I work for multiple employers? Each employer must pay you minimum wage. Overtime is calculated separately for each employer unless they’re considered joint employers. If both jobs are controlled by the same company, all hours count toward overtime.

Can my employer force me to work overtime? Yes. Minnesota doesn’t limit the number of hours you can be required to work. But they must pay you overtime rates for hours over 40 per week (federal law) or 48 per week (state law).

What happens if my employer retaliates against me for complaining about wages? Retaliation is illegal. You can file a complaint with the Department of Labor and Industry. You may also have the right to sue your employer. Retaliation includes firing, demotion, reduced hours, or other negative actions.

Do I get paid for time spent putting on uniforms or safety equipment? Usually yes. If your employer requires you to be on-site to change, that time counts as hours worked. If you can put on your uniform at home, it probably doesn’t count.

Final Thoughts

Minnesota’s salary laws protect workers in real ways. Know your rights. Keep records of your hours and pay. Don’t be afraid to speak up if something seems wrong.

The 2026 changes make things better for employees. Higher minimum wage. Pay transparency. Paid family leave. Better break rules.

If you’re not getting paid properly, take action. File a wage claim. Talk to a lawyer. The law is on your side.

References

1. Minnesota Department of Labor and Industry – Minimum Wage Information: https://www.dli.mn.gov/minwage
2. Minnesota Department of Labor and Industry – Overtime Laws: https://www.dli.mn.gov/overtime
3. Minnesota Statutes 177.24 – Minimum Wages: https://www.revisor.mn.gov/statutes/cite/177.24
4. Minnesota Statutes 181.13 – Final Paychecks: https://www.revisor.mn.gov/statutes/cite/181.13
5. Minnesota Department of Employment and Economic Development – Paid Leave Program: https://www.uimn.org/employers/paid-leave/index.jsp