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Minnesota - Wage and Hour Laws - Employment Law Handbook

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Minimum Wage

Minnesota's current minimum wage is $6.15 for employers whose gross annual sales or business is $625,000 or more. The rate is $5.25 for employers whose gross annual sales or business is less than $625,000.
For more information on Minnesota's minimum wage laws, visit our Minnesota Minimum Wage Laws page, which includes topics such as minimum wage, tip minimum wage, tip sharing and pooling, and subminimum wages.
Related topic covered on other pages include:

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Overtime

Minnesota requires employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 48 hours in a workweek, unless otherwise exempt. MN Overtime Facts. Federal law requires employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 40 hours in a workweek, unless otherwise exempt. See FLSA: Overtime for more information regarding federal overtime requirements.
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Meals and Breaks

Minnesota employers must provide restroom time and sufficient time to eat a meal. The meal time requirement applies to employees who work eight (8) or more consecutive hours. If the break is less than twenty (20) minutes in duration, it must be paid. Time to use the nearest restroom must be provided within each four (4) consecutive hours of work. Minn. Statutes 177.253 and 177.254.
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Vacation Leave

Information about Minnesota vacation leave laws may now be found on our Minnesota Leave Laws page.
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Sick Leave

Information about Minnesota sick leave laws may now be found on our Minnesota Leave Laws page.
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Holiday Leave

Information about Minnesota holiday leave laws may now be found on our Minnesota Leave Laws page.
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Jury Duty Leave

Information about Minnesota jury duty leave laws may now be found on our Minnesota Leave Laws page.
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Voting Leave

Information about Minnesota voting leave laws may now be found on our Minnesota Leave Laws page.
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Severance Pay

Minnesota law does not require employers to provide employees with severance pay. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.
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