On May 17, 2024, Minnesota passed the 2024 Omnibus Labor and Industry Policy Bill, ushering in significant changes to the state’s employment laws. These changes encompass various aspects, including pay range disclosure, restrictive employment covenants, minimum wage provisions, recordkeeping requirements, child labor standards, oral fluid drug testing, pregnancy and parental leave protections, and modifications to posting requirements. Each provision has its own effective date, adding complexity to compliance. Click here for article.
Pay Range Disclosure: Employers with 30 or more employees must disclose salary ranges and benefits in job postings from Jan. 1, 2025.
Employment Covenant Restrictions: Effective July 1, 2024, certain restrictive covenants are prohibited, and affected employees must be notified.
Minimum Wage Provisions: Starting Jan. 1, 2025, all employers must pay the state’s single standard minimum wage, eliminating tiered rates.
Recordkeeping Requirements: Expanded recordkeeping requirements for earnings statements per pay period commence on Aug. 1, 2024.
Child Labor Standards: Amendments to child labor laws, effective Aug. 1, 2024, enhance enforcement measures and impose penalties for violations.
Oral Fluid Drug Testing: Employers can conduct oral fluid drug testing as an alternative from Aug. 1, 2024, with specific notification and testing procedures.
Parental and Pregnancy Leave Protections: Aug. 1, 2024, brings changes to parental and pregnancy leave laws, ensuring continued insurance coverage for employees on leave.
Poster Requirement: Effective Oct. 1, 2024, employers must display educational posters about employee rights concerning employer-sponsored meetings or communications.
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