Join our May 22 webinar on youth labor laws and compliance.



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Wage and Hour Bulletin

"May 2025"

Hiring teens this summer? Know the rules

fast food restaurant worker at a commercial kitchen

As summer nears and the school year ends, many Minnesota businesses begin hiring teens to fill seasonal roles. The Department of Labor and Industry (DLI) reminds employers about child labor laws that protect young workers, ensure safe workplaces and support their success.

Hiring teens can benefit both employers and youth, providing valuable work experience and extra help during busy months. However, state [ [link removed] ] and federal [ [link removed] ] laws place important limits on when teens can work and the types of jobs they can perform.

Age and hour restrictions

* *Minimum age:  *Generally, 14 years old, with exceptions for newspaper carriers (11 years old), agricultural workers (12 years old with parental consent), and actors, models and youth athletic referees (11 years old with parental consent).
* *Under 16 work limits:  *Cannot work before 7 a.m. or after 9 p.m., limited to 40 hours a week and eight hours a day (except agriculture).
* *Ages 16 and 17:  *Cannot work after 11 p.m. or before 5 a.m. on school nights (can extend to 11:30 p.m. or 4:30 a.m. with parental consent).

Work breaks

* *Restroom breaks:  *Employees must be allowed time to use the nearest restroom at least once every four consecutive hours of work.
* *Meal breaks:*  Employees working eight or more consecutive hours must be provided sufficient time to eat.

Additional information

* *Tips and gratuities:  *Teen workers in food service or hospitality have the right to keep their tips. Visit mn.gov/tips [ [link removed] ].
* *Minimum wage:*  All workers must be paid at least the state's current minimum wage. Visit mn.gov/minwage [ [link removed] ].
* *Paid sick leave:*  Youth workers earn one hour of paid sick leave for every 30 hours worked, up to 48 hours a year.

Join our webinar for a comprehensive overview of Minnesota labor laws that impact youth workers.


* May 22, 1-2 p.m. Register for the webinar [ [link removed] ]"."


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Supporting our agricultural workplace

Tractor in a field

Spring planting season highlights the essential roles of farm workers in Minnesota. These workers deserve safe conditions, fair wages and clear labor protections. This month, we are reminding agricultural employers of their legal responsibilities to:


* provide an employment statement for recruited migrant agricultural workers and a minimum of 70 hours pay for work in any two successive weeks;
* follow wage laws, including minimum wage and overtime, when applicable; and
* ensure compliance with child labor laws (teens working in agriculture still have protections).

For more information, visit dli.mn.gov/agriculture [ [link removed] ].



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Test your knowledge:  Women's Economic Security Act

Test your knowledge of the Minnesota Women's Economic Security Act (WESA) with our interactive quiz. WESA strengthens workplace protections, promotes economic opportunity and supports working families. Take the quiz to learn more about your rights and how this law impacts Minnesota workers [ [link removed] ].

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Celebrating Small Business Month

May is National Small Business Month, a time to honor the entrepreneurs who keep Minnesota's communities vibrant and growing. Small businesses play a vital role in job creation and economic development. We thank you for your commitment to fair labor practices and supporting local workers.

Understanding labor standards helps ensure fair workplaces. Laws employers must comply with include minimum wage, ESST, break requirements and child labor protections. Small businesses must also follow state and federal regulations, balancing compliance with employee rights.

Join us for a webinar designed for new and small-business employers in Minnesota to learn about wage and hour and other labor law requirements.


* May 21, 10-11 a.m. Register for the webinar [ [link removed] ].


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Featured case:  ESST compliance and employer corrections

Each month, we highlight a recent compliance case to illustrate how Minnesota's labor laws are enforced and how employers can address violations. This month's featured case highlights an employer's compliance review under Minnesota's earned sick and safe time (ESST) law.

On Aug. 14, 2024, the Department of Labor and Industry received a complaint alleging multiple ESST violations, including:


* failure to provide ESST to employees;
* failure to issue required ESST notices and workplace postings;
* failure to maintain proper ESST records; and
* failure to offer benefits, such as paid time off, that could be used as ESST.

DLI investigated the employer's practices covering the period from Jan. 1 through Aug. 20, 2024. The audit confirmed all violations. In response, the employer took corrective measures and issued $15,580.30 in unpaid ESST accruals to 79 affected employees.

Because the employer remedied the violations and committed to future compliance, DLI opted not to pursue liquidated damages or penalties.

To learn more about ESST requirements, visit sickleave.mn.gov [ [link removed] ].

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Question of the month

*What accommodations must an employer provide to an employee who is pregnant?*

Pregnant employees are entitled to the following accommodations without having to provide a note from a doctor or any other proof that the accommodation is necessary:


* more frequent or longer restroom breaks or food and water breaks;
* seating; and
* a limit of lifting more than 20 pounds.

In addition to providing the accommodations listed above, an employer must actively engage with an employee to find other ways to reasonably accommodate the employee during pregnancy, provided the accommodation does not pose any undue hardship on the employer. Additional reasonable accommodations could include:  time off for prenatal care; temporary leave of absence; or modification in work schedule or job assignments.

The employer cannot require a pregnant employee to accept any of these accommodations if the employee does not want them.

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"Wage and Hour Bulletin" archive

Access past editions of t [ [link removed] ]he "Wage and Hour Bulletin." [ [link removed] ]

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Questions?

Labor Standards serves the people of Minnesota by providing
information about the state's wage, hour and employment laws.

Phone:  651-284-5075 or 800-342-5354
Email:  [email protected]
Website:  dli.mn.gov [ [link removed] ]





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minnesota department of labor and industry [ [link removed] ]

*Minnesota Department of Labor and Industry  |  www.dli.mn.gov [ [link removed] ] *

651-284-5005 or 800-342-5354

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