The Minnesota Wage Theft Law, enacted in 2019, protects employees and imposes new requirements on employers to ensure timely and accurate payment of wages. The law also includes criminal penalties for intentional wage theft, reflecting Minnesota's commitment to fair labor practices.

Key Provisions:

• Payment of Wages:

  • Employers must pay all earned wages, including commissions, at least once every three months.

  • Defines "wages" to include salary, earnings, commissions, and gratuities.

• Employee Notice Requirements:

  • Employers must provide a written notice to new employees with details such as:

    • Rate of pay, including overtime rates.

    • Employment status (e.g., exempt or non-exempt from overtime).

    • Allowances for meals and lodging, if applicable.

    • Employer’s legal name, address, and contact information.

  • Employers must keep a signed copy of this notice and provide updates in writing when changes occur.

• Earnings Statement Requirements:

  • Pay stubs must now include:

    • Employee’s rate of pay and basis (hourly, salary, etc.).

    • Allowances claimed (e.g., for meals or lodging).

    • Employer’s physical address and phone number.

• Recordkeeping Requirements:

  • Employers must maintain detailed records for at least three years, including:

    • Hours worked each day and week.

    • Documentation of employee notices and policies provided.

• Enforcement and Penalties:

  • The law grants the Minnesota Department of Labor and Industry (DLI) greater authority to enforce wage laws.

  • Employers found guilty of intentional wage theft over $1,000 may face criminal penalties, including felony charges.

Why It’s Important:

This law ensures employees receive the wages they’ve earned and holds employers accountable for wage violations through stricter penalties and oversight.

🔗 Minnesota Wage Theft Law Summary