Summary of August 2025 Labor Law Updates for Minneapolis, Minnesota
August 2025 saw a notable local law change (Minneapolis’ expanded class protections as of August 1) plus a number of state legislative changes that are coming soon (especially January 1, 2026). For employers, HR professionals, and employees, the month marks the point where the expanded civil rights obligations are now real in Minneapolis, and state-wide changes must be anticipated.
Municipal Ordinance: Minneapolis Expands Protected Classes — Local Ordinance / Civil Rights Law
Date Effective: August 1, 2025
Summary:
The City of Minneapolis amended its civil rights ordinance (Ordinance No. 2025-022), expanding employment anti-discrimination protections. The new protected categories, as of August 1, 2025, include:
- Height or weight
- Housing status
- Justice-impacted status (i.e. criminal record/history)
Additionally, the amendments expand definitions of certain existing protected classes (race, familial status, disability), and add protections in certain cases for pregnant workers and religious observance.
Implications:
Employers operating in Minneapolis (or with employees working within the city) must adjust their non-discrimination policies to include the new categories. Job postings, employee training, complaint processes, and accommodation policies will need review to ensure they respect these new protections. Employers may raise defenses under certain circumstances (e.g., if height/weight disqualifications relate to bona fide job requirements) but should tread carefully.
State-Level Employment Law Changes (Effective Starting January 1, 2026) — Legislation / Omnibus Bill
Date Enacted: June 2025; Key Provisions Become Effective: January 1, 2026 Although not effective in August, these are critical for planning:
Summary:
Meal & Rest Break Requirements: Employers must provide an unpaid 30-minute meal break for employees working six or more consecutive hours, and a 15-minute paid rest break (or restroom break) every four consecutive hours. Earned Sick and Safe Time (ESST) updates: Changes include permitting requiring notice “as reasonably required,” allowing documentation after two consecutive work days (instead of after three), allowing voluntary shift trading for ESST, and advancing ESST hours when appropriate, among other amendments. Minnesota Paid Leave Program: Up to 12 weeks of paid family or medical leave, caregiving leave, safety leave, deployment-related leave, etc., coming into effect.
Implications:
Employers need to begin preparing now (by reviewing policies, payroll systems, scheduling, training) to ensure compliance starting 2026. Particularly for smaller employers, or those previously exempt or less formal in policy writing, this offers a significant shift in obligations. HR departments will need to update notice/posting requirements, leave tracking, rest/meal break scheduling, and possibly renegotiate labor contracts or handbook policies.
Conclusion: Looking Back on Minnesota’s Labor Law Updates from August 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, 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.
