REST BREAKS AND LEAVE TIME
REST BREAKS AND MEAL PERIODS Minnesota law requires employers to allow employees. Effective January 1, 2026 , amendments to Minn. Stat. §§ 177.253–.254 will require: • A paid rest break of at least 15 minutes (or enough time to use the nearest restroom, whichever is longer) within each four consecutive hours of work. • An unpaid meal break of at least 30 minutes for employees who work six or more consecutive hours, provided they are completely relieved of duty; otherwise, the time must be treated as paid working time. Collective bargaining agreements may provide different or more generous rest and meal arrangements but cannot waive basic statutory protections.
Accommodation for nursing mothers Minn. Stat. § 181.939 requires employers to provide:
• Reasonable break time each day for an employee to express breast milk for her child, unless it would unduly disrupt operations. Breaks should, where possible, run concurrently with existing break periods. • A private space, other than a bathroom, that is shielded from view, free from intrusion, and includes an electrical outlet for expressing milk. Employees are protected from retaliation for asserting their rights under this statute. The Minnesota Department of Labor and Industry enforces these provisions. Minnesota law also clarifies that breastfeeding in public is not indecent exposure.
LEAVE TIME Vacation, holiday, and sick leave policies
Minnesota does not require employers to offer paid vacation, holidays, or traditional sick leave, but many employers do. When an employer provides such benefits, its policies should be clearly communicated in writing (e.g., in a handbook), including: • How leave accrues and whether it carries over. • Whether unused leave is forfeited or paid out at separation. If an employer promises in a policy or contract to pay out unused accrued vacation at termination, failure to do so can support a wage claim and, in some cases, may lead to criminal exposure for nonpayment.
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