Minnesota Payroll Laws (2024 Guide For Employers)

What do you know about Minnesota payroll laws?

Straight off the bat, here are a few key insights:

Given the intricacies of Minnesota’s payroll and labor laws, it’s imperative for both employers and employees to grasp their subtleties thoroughly.

While these foundational rules entail a substantial amount of information, it’s paramount to not only understand them completely but also to strictly comply with them.

Now, without any delay, let’s delve into the details.

Disclaimer: Despite our best efforts to provide you with accurate information on this topic at the time of writing, we cannot guarantee the accuracy of the content at the time of reading. This blog post is for informational purposes only and should not be considered legal advice. Consult an attorney for specific guidance on Minnesota payroll laws.

Payday & Payment of Wages in Minnesota

According to Minnesota law, employers must pay employees on a regularly scheduled payday at least once every 31 days.

This applies to hourly rate workers, salaried employees, salespeople, and even independent contractors.

The Minnesota Department of Labor and Industry (DLI) provides resources to understand these regulations better.

An employee’s wages must be directly deposited or given to the employee on payday, as specified by state law.

If an employee voluntarily quits or resigns, the employer has until the next payday to pay them.

If the next payday is less than five days after the last day worked, the employer has up to 20 days to make the final payment.

Minnesota Overtime Laws & Fair Labor Standards Act

The Minnesota Fair Labor Standards Act (MFLSA) aligns with the Federal Fair Labor Standards Act, establishing the minimum wage, overtime pay, and child labor standards affecting full-time and part-time workers in both the private sector and in federal, state, and local governments.

Employees are entitled to one-half times their regular rate of pay for any work performed beyond a standard 40-hour workweek.

There are, however, a few exemptions to this rule, including certain types of salespeople and independent contractors.

Minnesota Minimum Wage Laws

The minimum wage in Minnesota is updated annually, and as of 2024, large employers must pay at least $10.85 per hour, while small employers must pay a minimum of $8.85 per hour.

Federal law mandates that when the federal minimum wage rate is higher than the state minimum wage rate, employers must pay their employees the higher wage.

In instances where an employee’s tips combined with the employer’s wage do not equal the minimum hourly wage, the employer must make up the difference.

Ensuring Fair Treatment: The Minnesota Human Rights Act

The Minnesota Human Rights Act prohibits employment discrimination based on race, color, creed, religion, national origin, sex, marital status, disability, public assistance, age, sexual orientation, and local human rights commission activity.

This act ensures that all Minnesotans, regardless of these identifiers, have equal opportunities and are free from harassment in their workplaces.

Time Off, Sick Leave, & Family Medical Leave

Under Minnesota law, employers must provide employees with time off for various reasons, including health conditions, family responsibilities, and other specific situations.

The state law does not require employers to provide paid or unpaid sick leave.

However, if an employer chooses to offer sick leave benefits, it must allow an employee to use the sick leave for absences due to an illness of or injury to the employee’s child, adult child, spouse, sibling, parent, grandparent, or stepparent.

Minnesota does not have a state law specifically addressing the payment of wages to an employee leaving employment.

However, the federal Family and Medical Leave Act (FMLA) and Minnesota statutes apply to employers, providing specific guidelines on paid and unpaid medical leave for employees and their family members.

Child Labor in Minnesota

Minnesota has strict child labor laws to protect the welfare of minors in the workforce.

The state limits the hours of work and types of work a minor can do, with specific rules depending on the minor’s age.

For instance, minors under 14 years are generally prohibited from working, with few exceptions such as newspaper delivery or work in the entertainment industry.

Minors aged 14 or 15 cannot work more than 40 hours a week or more than 8 hours in any 24-hour period.

When You’re Not Getting Paid in Minnesota

If you’re not getting paid for work you’ve done in Minnesota, your first step should be to speak to your employer.

If the problem persists, you can file a wage claim with the DLI.

It’s crucial to keep detailed records of your hours worked, pay rate, and any communication with your employer about the issue.

In the cities of Minneapolis and St. Paul, local ordinances require employers to provide employees with earnings statements, or pay stubs, detailing hours worked, rate of pay, gross pay, and all deductions.

This documentation can be crucial in cases where an employee needs to make a claim for unpaid wages.

Minnesota Payroll Laws (Closing Thoughts)

This article aims to provide a basic understanding of employment and payroll laws in Minnesota.

For effective workplace management and potential problem prevention, it’s crucial for both employers and employees to comprehend these regulations.

Disclaimer: Not Legal Advice

This blog post provides a general overview of Minnesota labor laws but does not constitute legal advice.

Laws and regulations are subject to change, and there may be additional requirements or exemptions that apply to specific situations.

Employers and employees should consult a qualified labor law attorney for advice on their specific circumstances.

If you have any questions about your rights or obligations as an employer or employee in Minnesota, it is essential to consult with a labor law attorney to receive accurate information and guidance tailored to your situation.

By seeking professional legal advice, you can ensure that you are taking the appropriate steps to comply with labor laws and protect your rights.

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