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Minnesota Wage & Hour Updates

12 Sep

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The Department of Labor and Industry has provided some important reminders

Construction Worker Wage Protection Act now in effect

The Construction Worker Wage Protection Act (CWWPA) is a recent legislation that holds contractors accountable for unpaid wages, fringe benefits, penalties, and liquidated damages owed to construction workers by subcontractors working under them. Under this law, construction workers have the option to pursue their unpaid wages from the contractor directly, alongside or instead of seeking compensation from the subcontractor who failed to pay them in full. Workers can initiate a wage claim through the Department of Labor and Industry (DLI) or take legal action in court to recover the wages they are owed. This legislation aims to ensure that construction workers are fairly compensated for their work by providing them with effective avenues for wage recovery. See the CWWPA FAQs to learn more.

Pay-history ban effective Jan. 1, 2024

Employers in Minnesota may no longer ask a job applicant about their pay history beginning Jan. 1, 2024. This law is being implemented, overseen and enforced by the Minnesota Department of Human Rights

Earned sick and safe time online resources being added

DLI continues to add online resources and information for workers and employers about the earned sick and safe time law that becomes effective Jan. 1, 2024, with much more coming soon. Learn more at dli.mn.gov/sick-leave.

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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