Pay Transparency Law in Minnesota
Minnesota generally requires a starting salary range and a general description of benefits in job postings for employers with 30 or more employees (effective January 1, 2025).
- ✓Pay range or salary figure
- ✓General description of benefits
- —Application deadline (not required)
This isn't legal advice. Laws change and vary by locality and employer size, and this is a general summary, not exhaustive. Verify current requirements for your specific situation with counsel or Minnesota Department of Labor and Industry before relying on this.
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Frequently asked questions
Does this apply to remote job postings?
Generally, yes — most pay transparency laws, including Minnesota's, apply based on whether the role could be filled by someone located in the state, not where the employer is headquartered. A remote posting open to applicants in Minnesota is typically covered. Verify this against your specific situation with Minnesota Department of Labor and Industry.
Does this apply to my company regardless of size?
Not always — some states only apply these requirements once an employer reaches a minimum number of employees, and that threshold isn't uniform across states. Check the current employer-size threshold, if any, with Minnesota Department of Labor and Industry before assuming your company is or isn't covered.
What happens if a posting doesn't comply?
Penalties vary by state and can range from a warning on a first violation to escalating civil fines for repeat or willful non-compliance. Minnesota Department of Labor and Industry publishes current enforcement details and penalty amounts.
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