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February 2023: City of St. Paul Amended Paid Sick Leave Mandate

15 Feb

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Update Applicable to:
All employers in the city of St. Paul, Minnesota

What happened?
On January 19, 2023, Mayor Melvin Carter signed into law amendments to St. Pau’s Earned Sick and Safe Time (ESST) Ordinance.

What are the details?
Effective February 18, 2023, the amendments codify St. Paul’s approach concerning employees who work in St. Paul for employers that do not have brick-and-mortar establishments in the city, expand the reach of the ordinance’s anti-retaliation provisions, and solidify procedures that favor employees who exercise protected rights under the ordinance. Other minor amendments and change the ordinance’s language without changing legal requirements.

Below are some hyperlinks from one of our most trusted sources, Littler, that contain more explanation and breakdown of what these amendments change.

For more information, please see the links below:

Amendments

St. Paul Earn Sick and Safe Time

Article

What do employers need to do?
Employers should review the links provided above and their paid time off or sick time policies to ensure they comply with the law.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Minnesota PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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