Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.
Last updated April, 2026
Minnesota employee handbook overview
Your Minnesota employee handbook must include both state-specific and federal policies. Whether all of your employees are based in Minnesota or just a few, you will need to provide a Minnesota-specific handbook to ensure that they are aware of the policies and rights granted to them by their state.
Please review the required state policies for Minnesota, federally mandated policies, and other optional policies below.
What should be included in a Minnesota employee handbook?
Every handbook should include Federal, State, and (if applicable) City-specific policies. Below are Minnesota-specific policies that should be included in your handbook.
- Minnesota Paid Family and Medical Leave: Effective January 1, 2026, employees can receive paid leave to care for themselves or family members for various reasons, including serious health conditions, the birth or adoption of a child, or to address safety concerns related to domestic or sexual violence.
- Minnesota Earned Sick and Safe Time (ESST): Minnesota employers must provide paid sick leave , which employees can use to care for themselves or their family when sick or for other specific reasons. ESST applies to all employees who work 80 hours a year and are not independent contractors.
- Minnesota Equal Opportunity Employer Policy: Employers are required to comply with all laws regarding employee opportunities in order to make the workplace equal for all employees.
- Minnesota Family Military Leave Policy: Employers are required to provide leave to employees whose immediate family members in the armed forces have been injured or killed in service.
- Minnesota Pregnancy Accommodations Policy: Reasonable accommodations are expected to be provided for employees who are pregnant or recovering from childbirth or a related medical condition.
- Minnesota Pregnancy and Parental Leave Policy: Employees may take up to 12 weeks of unpaid leave during pregnancy, birth, or adoption of a child. In a 2024 update, prenatal leave no longer counts against the 12 weeks of parental leave.
- Minnesota Domestic Abuse or Harassment Leave Policy:Employers are required to provide reasonable unpaid leave for employees who are victims of domestic abuse or harassment to seek a protective order.
- Minnesota Personnel Records Policy: Employers are required to provide rules regarding accessing and copying personnel records.
- Minnesota Wage Disclosure Protection Policy: Employees have the right to disclose their wages to anyone, and the employer cannot retaliate against them.
- Minnesota Lactation Accommodations Policy: Reasonable accommodations are expected to be provided for nursing mothers .
- Minnesota Crime Victims Leave Policy: Employers are required to provide leave to employees who are crime victims or family members of a crime victim.
- Minnesota Bone Marrow Donation Leave Policy: Employers are required to provide employees with paid leave for bone marrow donation . This policy applies to companies with 20 or more employees.
- Minnesota Voting Leave Policy: Employers are required to provide employees with leave to vote.
- Minnesota School Involvement Leave Policy: Employers are required to provide unpaid leave for employees to attend their children’s school activities .
- Minnesota Civil Air Patrol Leave: Companies with 20 or more employees must provide unpaid leave for Civil Air Patrol service unless the company is unduly impacted by the leave.
- Minnesota Jury Duty Leave: Employees are allowed to take leave for time spent responding to a summons for jury duty . Companies may not retaliate against employees for missing time to serve on a jury.
- Minnesota Political Activity Leave Policy: Employees who are committee members for major political parties , or who are delegates or alternates at party conventions may use unpaid leave to attend to those duties when they provide 10 days advance notice.
City-specific policies that should be included in your Minnesota Employee Handbook
Bloomington, MN Specific Policies:
- Bloomington Sick Leave Policy: Employers are required to provide Bloomington-based employees with paid sick leave.
Minneapolis, MN Specific Policies:
- Minneapolis Sick Leave Policy: Employers are required to provide Minneapolis-based employees with paid sick leave.
St. Paul, MN Specific Policies:
- St. Paul Sick Leave Policy: Employers are required to provide St. Paul-based employees with paid sick leave.
Federal Policies
Don’t forget about the federal policies
There are policies that should be included in every handbook to comply with US labor and employment law. Many states require additional provisions. However, this list includes core federal requirements and best practices applicable to most businesses.
Core federal policies
- Equal Employment Opportunity and Anti-Discrimination Policy Show me!
- Anti-Harassment and Complaint Procedure Show me!
- Family Medical Leave Act (FMLA) Policy Show me!
- Americans with Disabilities Act (ADA) & Reasonable Accommodation Policy
- Military Service Leave (USERRA)
- Wage and Hour Compliance Policy (FSLA)
- At-Will Employment Notice Show me!
- Polices if you employ federal contractors (Pay Transparency Policy, Whistleblower Protection, Drug-free Workplace Policy)
Highly recommended policies
- Workplace Violence Prevention Policy
- Code of Conduct Policy
- Nursing Parents Policy
- Conflict of Interest and Business Ethics
- Disciplinary Procedures
- Use of Company Property
- Employee Classification and Pay Practices
- Health and Safety Policy
- Confidential Company Information
- Open Door Policy
- Receipt of Non-Harassment Policy
- Use of Communication and Computer Systems
- Workplace Searches and Inspections
Additional policies to include
- Industry-specific policies
- Sick Leave, Vacation Leave, PTO policy
- Company Vehicles Policy
- Punctuality and Attendance
- Benefits
- Working Schedule
- Employment Records
- Smoking
- Overtime
- Performance Reviews
- Social Media Policy
- Remote Work Policy
- Introductory Period Policy
- References
- Hiring Relatives and Significant Others
- Business Expense Reimbursement
Get all recommended policies from the free handbook builder.
Poster Requirements
Understanding labor law poster requirements can be a bit like trying to decode a complex puzzle. You need to comply with both state and federal requirements.
Why Should I Care About Displaying Posters?
You might be wondering why it's so important to display these posters in the first place. State and Federal laws mandate that employers must have up-to-date labor law posters conspicuously displayed for their employees. Failing to do so not only results in steep fines (up to $35,000 in federal fines and additional state fines) but also exposes you to real liability.
Consider this scenario: if an employee decides to bring a lawsuit against your company, and you don't have the required posters or they are outdated, you could face even more significant problems:
Statute of Limitations: Normally, there's a limited window within which an employee can file a lawsuit against you. However, if you didn't inform your employees of their rights through proper poster display, a court might decide that the statute of limitations doesn't apply.
Operating in Bad Faith: Courts may determine that you were intentionally withholding information from your employees, which could lead to a finding that you were operating in bad faith. This can substantially increase your liability.
What Are the Requirements for Displaying Labor Law Posters?
Labor law posters must be displayed at every physical location where you have employees, and they need to be conspicuously displayed for all to see.
- If you have a hybrid workplace with both in-person and remote employees, you'll need physical posters at your facilities and electronic distribution to your off-site workers.
- For fully remote companies, you can distribute posters electronically by sharing a permanent link to the appropriate posters.
- Some posters also need to be visible to job applicants, such as FMLA, Equal Employment Opportunity, and Employee Polygraph Protection posters, as per the guidance provided by the Department of Labor.
What Labor Law Posters Do I Need to Display?
You'll need both Federal and State labor law posters for each state where you have employees. The good news is that all the posters you need are provided for free by the federal government and state departments of labor. You've probably seen those convenient "all-in-one" laminated posters, but if you prefer, everything you need is also available as a free, printable document from the Minnesota Department of Labor.
Federal Poster Requirements
Determining which federal posters you're required to display can be influenced by various factors, including your industry, the size of your company, benefits you provide and union affiliation.
The good news is that there's a handy tool to help you understand precisely which federal posters your company needs. You can use the Federal Poster Advisor tool to determine your specific federal poster requirements.
Minnesota Labor Law Poster Requirements
You can refer to the Minnesota Department of Labor for free, printable posters.
Download Minnesota labor law posters here
How to create an Minnesota Employee Handbook
An employee handbook isn't just a formality, it's the foundation of a well-run company. But getting it right means more than putting words on paper. Your handbook needs to comply with all applicable federal, state, and local employment laws, and it needs to stay current as those laws change.
When it comes to building a legally sound, state-specific handbook, most companies face the same tough choice: hire an attorney to draft one from scratch, or try to do it yourself. The first option is expensive and time-consuming. The second is risky, especially if you're relying on generic, one-size-fits-all templates found online.
That's where Handbooks.io comes in.
Handbooks.io is an employee handbook builder trusted by many companies to create polished, fully compliant handbooks, without the legal fees or guesswork. Answer a short survey about your company, and a tailored handbook is generated in no time. It's everything you need to create, maintain, and distribute a professional employee handbook, all in one place. Let’s build this thing!
Get started on building your handbook
Creating a new handbook only takes a few minutes. And it’s easy. You can get started by answering a few interactive questions about your company. A few examples:
- How many employees do you have?
- Do you have employees in multiple states?
- Do you have an introductory period for new employees?
- Do you offer paid holidays?
- What is your payroll schedule?