Employment Law Changes

There were numerous laws passed in the 2023 legislative session that impact businesses. Employers need to review all of their policies and procedures and update them, along with their employee handbooks to take into account all of the new laws.

Effective July 1, 2023, there are expanded laws regarding pregnancy accommodations, nursing mothers and lactating employees. These laws apply to any employer with at least one employee.

There were numerous changes to the Minnesota Human Rights Act, which is the state law prohibiting discrimination. One change revised the definition of sexual orientation, including separating out gender identity as a separate protected class. Another change was to revise the definition of race (referred to as the CROWN Act) to include protecting Minnesotans against discrimination based on hair texture and hair styles. This law is already in effect and prohibits discrimination on raced-based natural hair textures and styles wherever the Minnesota Human Rights Act applies.

Other changes affecting businesses is the ban on noncompete provisions in employment and independent contractor agreements (effective July 1, 2023 and is not retroactive), a statewide paid sick and safe leave law (effective January 1, 2024), paid family and medical leave (effective January 1, 2026), and allowing the possession and use of recreational marijuana (effective August 1, 2023).

Spangler and de Stefano, PLLP advises business owners on employment and other issues.

The material contained herein is for informational purposes only, and is not intended to create or constitute an attorney-client relationship between Spangler and de Stefano, PLLP and the reader. The information contained herein is not offered as legal advice and should not be construed as legal advice.