Wage and Hour Bulletin
July 2025
Labor law updates for 2025 and 2026
Minnesota employers should prepare for recent and future labor law changes, including updates to earned sick and safe time (ESST) and break and rest period requirements.
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ESST updates now in effect
July 1, 2025, changes and clarifications include:
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Employers can require reasonable notice for unforeseeable ESST absences.
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Employers can require reasonable documentation when an employee uses ESST for more than two consecutive scheduled workdays.
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Employees can voluntarily trade shifts to cover ESST hours.
Starting Jan. 1, 2026, Minnesota law will clarify and reinforce that employers can advance ESST based on anticipated work hours.
Break and rest period updates
Starting Jan. 1, 2026, employers must allow employees to take:
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A paid rest or restroom break that is at least 15 minutes for every four consecutive hours worked.
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An unpaid meal break that is at least 30 minutes when working six or more consecutive hours.
Employers who fail to comply may be required to pay compensation and liquidated damages.
Webinars: Minnesota labor law updates and support for pregnant and nursing employees
1. Updates to Minnesota labor laws
- Date: July 17, from 2-3 p.m.
- Join us to learn about recent changes to Minnesota labor laws from the past two years. Topics include ESST, break requirements and nursing accommodations under the Women’s Economic Security Act (WESA).
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Register for the webinar.
2. Supporting pregnant and nursing employees in the workplace
- Dates:
- This webinar will focus on WESA and its impact on employees and employers. We will also highlight National Breastfeeding Month and WESA’s protections for nursing employees.
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July featured case
A construction worker contacted DLI after their employer required its employees to sign an agreement about becoming independent contractors. The worker refused to sign the agreement, had their hours reduced, and was later fired. Through an expedited mediation approach, DLI recovered damages for the worker and the employer agreed to come into compliance with Minnesota misclassification law.
Workplace Rights Week is Sept. 21-27, 2025
We are preparing for our second annual Workplace Rights Week to help Minnesota workers and employers better understand their workplace rights and responsibilities.
During Workplace Rights Week in 2024, we visited 1,243 businesses in 29 cities, hosted webinars and joined Lt. Gov. Peggy Flanagan at a worksite event. We are aiming to reach even more workers and employers this year.
Stay tuned for details about events, webinars, resources and ways to get involved. Have questions or want to get involved? Email Diana Salas at [email protected] or visit dli.mn.gov/rights-week.
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Question of the month
When I started my job, I was not asked to fill out an I-9, W-4 or any other tax form. Does that mean I'm an independent contractor?
While it is both standard practice and required under federal law for someone entering an employee-employer relationship to fill out certain federal forms, not being asked to fill them out does not make you a properly classified independent contractor. This practice may indicate the employer is classifying or treating you as an independent contractor; however, it does not necessarily mean that is the correct classification. An employer must consider and apply the applicable independent contractor tests to determine if a worker should be classified as an employee or an independent contractor.
For more information about misclassification, visit dli.mn.gov/misclassification.
Wage and Hour Bulletin archive
Access past editions of the Wage and Hour Bulletin.
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
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