Pay Transparency Laws in Minnesota
Minnesota has pay transparency requirements
Minnesota requires all employers with 30 or more employees to include a starting salary range and a general description of benefits in job postings. Employers cannot ask about salary history. The law applies to positions that will be performed in Minnesota.
Key details
| Pay transparency law? | Yes |
|---|---|
| Salary range in job postings? | Yes |
| Salary range on request? | Yes |
| Salary history ban? | Yes |
| Employer size threshold | 30+ employees — 30+ employees for posting requirement. |
| Effective date | January 1, 2025 |
| Penalties | Enforcement through the Minnesota Department of Human Rights. Civil penalties and remedies available. |
| Statute | Minn. Stat. SS 181.173 (HF 3); Minn. Stat. SS 363A.08 |
Pay Transparency Laws in Minnesota: what you need to know
Minnesota has enacted a pay transparency law that affects how employers handle salary information. Minnesota requires all employers with 30 or more employees to include a starting salary range and a general description of benefits in job postings. Employers cannot ask about salary history. The law applies to positions that will be performed in Minnesota. Pay transparency laws are one of the fastest-growing areas of employment regulation in the country, and Minnesota is among the states leading this trend.
Minnesota requires employers to include salary ranges in job postings. 30+ employees for posting requirement. This means that when you apply for a job in Minnesota, you should be able to see the pay range before you invest time in the application process. This requirement applies to employers with 30 or more employees.
In Minnesota, employers must provide salary range information upon request,. This means you can ask a prospective employer for the salary range at any point during the hiring process.
Minnesota also prohibits employers from asking about your salary history during the hiring process. This is an important protection because relying on salary history can perpetuate wage gaps, particularly for women and people of color who may have been underpaid in previous positions. Employers in Minnesota must base compensation on the value of the role and your qualifications, not on what you earned before.
Enforcement of Minnesota's pay transparency law includes penalties for non-compliance. Enforcement through the Minnesota Department of Human Rights. Civil penalties and remedies available. These penalties give the law teeth and create an incentive for employers to comply proactively rather than waiting for a complaint.
For Minnesota workers, understanding pay transparency laws (or the lack thereof) is important for salary negotiations. Knowing the salary range for a position gives you concrete information to negotiate from. Knowledge of the market rate for your role and experience level is one of the most powerful tools you have in any salary conversation.
More Minnesota workplace laws
Check other workplace law topics for Minnesota:
Frequently asked questions about pay transparency laws in Minnesota
Yes. Minnesota requires employers with 30 or more employees to include salary ranges in job postings.
No. Minnesota has a salary history ban that prohibits employers from asking about your previous compensation during the hiring process.
Yes. Minnesota requires employers to provide salary range information upon request.
Enforcement through the Minnesota Department of Human Rights. Civil penalties and remedies available.
This depends on the specific provisions of Minnesota law. Some states require transparency for any job that can be performed in the state, while others apply only to positions physically located there. Check the specific statutory language or consult an attorney.