Get compliance tips, key deadlines and labor law updates for the new year.



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Wage and Hour Bulletin

"December 2025"

2025 wrap-up and what's changing in 2026

Happy New Year graphic

As 2025 comes to a close, we want to thank workers, employers and community partners across Minnesota for a great year of teamwork, learning and progress. Together, we made important strides in labor standards and took big steps toward building more compliant and supportive workplaces for the benefit of everyone.



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Checklist
End-of-the-year compliance checklist

Make sure you are ready for Jan. 1, 2026.

For employers:


* Update rest and meal break policies as needed.
* Ensure earned sick and safe time (ESST) policies reflect 2025 updates [ [link removed] ].
* Notify your employees about Paid Leave [ [link removed] ].
* Audit worker classifications [ [link removed] ] (employee versus independent contractor).
* Ensure a wage notice [ [link removed] ] is on file for every employee.

For workers:


* Confirm your 2026 pay rate and payroll schedule.
* Understand your eligibility for ESST [ [link removed] ] and Paid Leave [ [link removed] ].
* Understand your break rights [ [link removed] ] under the law.
* Confirm your classification [ [link removed] ].
* Review deductions and ask questions about anything unclear.


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New reports now available

Two new reports highlight progress and ongoing challenges in Minnesota workplaces.


* Women's Economic Security Act report:  Highlights enforcement trends and outcomes related to workplace protections for new and expecting parents, including pregnancy accommodations, nursing breaks, and pregnancy and parental leave. Read the report [ [link removed] ].
* Recommendations for meat and poultry processing workers report:  Summarizes worker experiences and outlines accomplishments related to the Safe Workplaces Act, including better communication, translated materials and safer working conditions. Read the report [ [link removed] ].

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Reminder:  New laws take effect Jan. 1, 2026

Key updates include the following.


* Break requirements [ [link removed] ].
* Watch the English video [ [link removed] ] | Watch the Spanish video [ [link removed] ]

* Job protections under Minnesota Paid Leave [ [link removed] ].
* Minimum-wage rates increase [ [link removed] ].

* For the city of Minneapolis:  Minimum-wage rates; visit the city's website [ [link removed] ].
* For the city of St. Paul:  Minimum-wage rates; visit the city's website [ [link removed] ].

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New employee
What workers should know before starting a job

When starting a new job in Minnesota, workers are entitled to clear information about their rights and conditions of employment.

New hires should receive:


* A wage notice [ [link removed] ] with accurate information about wage rates, pay frequency and deductions (if any).
* Other required employee notices [ [link removed] ].


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Verify the correct job classification

Being misclassified as an independent contractor can mean missing out on employee protections, such as minimum wage, overtime and ESST. Employers should review classifications carefully and seek legal guidance if needed. Learn more at dli.mn.gov/misclassification [ [link removed] ].

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Sick person
December featured case

An employee was given non-attendance "points" for absences while using ESST, prompting a retaliation complaint to DLI. After the employer failed to remedy the situation, DLI issued a compliance order that resulted in a $5,000 penalty and required policy changes. About 250 employees benefited from the changes in policy. This case is a reminder:  Employers cannot retaliate against workers for using ESST.


* Visit mn.gov/sick-leave [ [link removed] ].
* Watch our ESST video [ [link removed] ].


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Take our 2025 survey

We would love your feedback! Take a moment to complete our short survey [ [link removed] ] and help us improve how we share labor standards information.

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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 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 complete certain federal forms, not being asked to complete them does not make you a properly classified independent contractor [ [link removed] ]. 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.

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"Wage and Hour Bulletin" archive

Access past editions of the "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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