Summary of June 2025’s Labor Law Cases in Minneapolis, MN
Welcome to the June 2025 Minnesota labor law roundup from HKM Employment Attorneys. This update is essential reading for Minnesota employees, HR professionals, and compliance leaders. Our Minnesota team has compiled real, verifiable developments in state and federal labor law from June 2025. June 2025 brought several impactful labor and employment law developments in Minnesota—from the state’s first felony wage theft conviction to sweeping legislative changes affecting breaks, ESST, cannabis protections, wage‑theft enforcement, and whistleblower rights. Employers should proactively revise policies and practices and monitor enforcement trends.
For help navigating these updates or ensuring compliance, contact HKM Employment Attorneys at hkm.com.
Sentence in First-Ever Felony Wage Theft Conviction — Court Ruling
Date: June 6, 2025
Summary:
A Hennepin County judge sentenced Frederick Newell, owner of Integrated Painting Solutions, following Minnesota’s first felony conviction for wage theft under the 2019 Wage Theft Prevention Act. Newell was convicted of failing to pay over $37,000 to five employees and theft by swindle. The court imposed 3 years’ supervised probation, 200 hours of community service, prohibition from public contracting, and $42,255.64 in restitution.
Implications:
This groundbreaking conviction signals that Minnesota will enforce strict criminal penalties for intentional wage withholding. Employers should double‑check payroll and restitution compliance to avoid similar prosecution risks.
Omnibus Jobs, Labor & Economic Development Bill (SF 17 / HF 15) — Legislation
Date: Signed June 14, 2025
Summary:
Governor Walz signed SF 17 on June 14, 2025, amending numerous labor laws. Key changes include:
- Rest breaks: Employees receive a paid 15‑minute rest (or restroom) break every 4 hours.
- Meal breaks: Employees working 6+ consecutive hours receive a 30‑minute unpaid meal break.
- ESST amendments: Effective August 1, 2025:
- Employers may require documentation after 2 consecutive days of sick/safe leave use (down from 4), and set reasonable notice rules for unforeseeable absences.
- Penalties: Employers failing to provide breaks owe double the missed break time.
- Meal/rest and ESST compliance effective January 1, 2026.
Implications:
Minnesota employers must update policies and scheduling systems by 2026 to align with break and ESST rules. Immediate attention is required for sick leave documentation practices as changes take effect in August 2025.
Amendments to Medical Cannabis Anti‑Discrimination Law — Legislation
Date: Effective May 24, 2025 (legislative action in May, current enforcement continues)
Summary:
SF 2370 / HF 1615, effective May 24, 2025, extends medical cannabis protections under Minn. Stat. § 342.57. Key updates:
- Coverage extended to Tribal program enrollees.
- Employers must give 14 days’ notice before adverse action tied to federal violations.
- Explicit anti‑retaliation protections added.
- Civil penalties increased from $100 to $1,000; injunctive relief for employees introduced.
Implications:
Employers should ensure nondiscrimination policies reflect expanded cannabis protections and update handbooks accordingly. Disciplinary and drug‑testing protocols may require revision.
Expansion of Whistleblower Law Definitions — Legislation
Date: Enacted May 23, 2025; Effective July 1, 2025
Summary:
SF 3045 / HF 2783 amends Minn. Stat. § 181.931 to define “”fraud,”” “”misuse,”” and “”personal gain”” clearly within whistleblower protections.
Implications:
Employees now have broader protection when reporting internally about misuse or fraudulent conduct. Employers should audit internal reporting procedures and compliance training.
Conclusion: Looking back on Minneapolis, MN Labor Law Updates in June 2025
As Minnesota courts continue to evolve employee protections—addressing wrongful termination, wage-and-hour, discrimination, contract review, whistleblowing, and ethics investigations—you need counsel familiar with local and federal labor law. At HKM Employment Attorneys in Minneapolis, our dedicated team—including Blaine Balow, Amanda Crain, Emma Denny, Evelyn Doran, Drew Kudlinski, and Mary Olszewska—focuses solely on representing employees in contract disputes, wage claims, hostile work environments, disability accommodations, discrimination, and more. We offer thorough contract reviews, EEOC and state filing assistance, and unwavering advocacy under our no‑fee‑unless‑we‑win policy. If the latest legal developments have you reconsidering your rights at work, contact our Minneapolis office to discuss how we can help you pursue meaningful resolution.
