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July 2022: Bloomington, Minnesota Passes Paid Sick and Safe Leave Ordinance

21 Jul

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Update Applicable to:
All employers who have five or more employees in Bloomington, Minnesota.

What happened?
On June 6, 2022, the Bloomington City Council unanimously approved Ordinance No. 2022-31, the “Bloomington Earn sick and Safe Leave Ordinance,” into law and will require employers in the city to provide paid sick and safe leave to most workers.

What are the details?
Effective July 1, 2023, the ordinance will require employers with five or more employees to provide their Bloomington employees with one hour of paid sick and safe leave for every 30 hours worked, up to a maximum of 48 hours per year. Employees will be allowed to carry over unused sick and safe leave from one calendar year to the next, up to a maximum of 80 hours.

Below are some key points of what the leave will provide and change:

Since the ordinance will take effect on July 1, 2023, the ordinance requires the city to provide sample notices that meet the requirements of the ordinance prior to the effective date.

For more information, please see the links below:

Ordinance No. 2022-31

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and may want to consider reviewing and revising their sick leave and PTO policies and procedures in light of the ordinance’s requirements to comply when it becomes effective in July 2023.

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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