Let me paint a picture of Minnesota's sick leave landscape that's as expansive as our 10,000 lakes:
Ever woken up in Minneapolis with a cold that makes the Spoonbridge and Cherry look fuzzy, or caught the flu while working in Rochester that not even the best hot dish from your neighbor could cure?
Whether you're developing medical devices in the Medical Alley, mining iron ore on the Iron Range, or coding software in the North Loop, understanding Minnesota's approach to sick leave is as essential as knowing how to layer up for winter.
Here's what makes Minnesota's approach special: As of January 1, 2024, Minnesota enacted a statewide earned sick and safe time law. Like the mighty Mississippi that flows through our state, employees earn one hour of sick time for every 30 hours worked, up to 48 hours per year.
Just as we pride ourselves on being "Minnesota Nice," this law ensures workers can take care of themselves and their loved ones without worrying about lost wages. The law applies to nearly all employers, reflecting our state's commitment to workplace wellbeing - something as reliable as Paul Bunyan's stride.
Minnesota is a leader in ensuring workers have access to paid leave. Starting January 1, 2024, Minnesota's Earned Sick and Safe Time (ESST) law requires employers to provide earned sick leave to employees.
This law applies to most employers across the state, allowing workers to take time off for personal and family health needs or safety-related issues. Here’s a comprehensive guide to understanding Minnesota’s sick leave policies in 2025.
Yes, under the Earned Sick and Safe Time (ESST) law, employers must provide earned sick leave to their employees. Whether the leave is paid or unpaid depends on the size of the employer:
Who Is Covered?
Accrual and Usage
Under the ESST law, earned sick leave can be used for:
Covered family members include:
Employers in Minnesota must:
Employers who fail to comply with the ESST law may face penalties, including fines and restitution to employees.
Minneapolis, St. Paul, and Duluth already had local earned sick leave ordinances before the statewide ESST law took effect. The statewide law will now provide a uniform standard, though local laws may still apply if they offer greater benefits.
While federal COVID-19-specific leave mandates, such as the Families First Coronavirus Response Act (FFCRA), have expired, Minnesota’s ESST law allows employees to use accrued leave for COVID-19-related reasons, including:
Q: Can employers require documentation for sick leave?
A: Employers may request reasonable documentation, such as a doctor’s note, if an employee uses more than three consecutive days of sick leave. However, they cannot require documentation that creates an undue burden.
Q: Are part-time or temporary employees eligible for sick leave?
A: Yes. Part-time, temporary, and seasonal employees accrue sick leave at the same rate as full-time workers.
Q: What happens if my employer doesn’t comply with the law?
A: Employees can file complaints with the Minnesota Department of Labor and Industry, which enforces compliance with the ESST law.
False. The ESST law applies to all employees, including part-time, temporary, and seasonal workers.
False. Employers are not required to pay out unused sick leave upon termination unless stated in their company policy.
False. Employers cannot require employees to disclose specific reasons for taking leave.
The Earned Sick and Safe Time law ensures Minnesota employees have access to paid leave for health or safety-related reasons. For employees, this provides financial security and peace of mind when managing personal or family health issues. For employers, offering earned sick leave fosters a healthier workplace, reduces turnover, and boosts employee morale.
Understanding your sick leave rights in Minnesota can feel like navigating the skyways on your first day downtown - a bit complex at first, but ultimately designed to make life better. Whether you're an employee trying to understand your benefits or an employer looking to create supportive policies, staying informed is crucial.
If you're a business looking to navigate Minnesota's employment landscape while expanding your workforce, consider partnering with an Employer of Record (EOR) service. They can help manage your HR compliance, payroll, and benefits administration while you focus on growing your business. Learn more about EOR services and how they can simplify your employment needs at TCW Global's EOR solutions.
Remember, just as our state motto declares, "L'Étoile du Nord" (The Star of the North), creating supportive time-off policies isn't just good for employees - it's good for business. Like a proper "Minnesota Goodbye" that takes its time, taking care of our workforce is something we don't rush.
Need specific guidance? Consider consulting with your HR department, reviewing your employee handbook, or speaking with an employment law professional who understands Minnesota's unique business environment, where collaboration and community aren't just buzzwords - they're a way of life, you betcha.
Minnesota’s Earned Sick and Safe Time law sets a strong standard for worker protections, ensuring employees can balance their health, safety, and work responsibilities. Both employees and employers should familiarize themselves with the new statewide requirements to ensure compliance and maximize the benefits of this important workplace policy.
For more information, visit the Minnesota Department of Labor and Industry or consult your employer’s handbook. Local laws in Minneapolis, St. Paul, and Duluth may also provide additional benefits, so employees in these cities should review their specific rights.