New Workplace Protections

On January 1, 2022, there are new workplace protections in place in Minnesota for expectant and new parents. This article provides a brief, but not complete, summary of the significant changes. If your business has a minimum of 15 employees this law now applies to you (under the old law, the minimum number of employees was 21). Furthermore, this law applies immediately on day one of employment.

The new law also prohibits requiring lactating employees to use accrued paid time off, vacation or sick time when they are expressing milk. In addition, based on an eight-hour shift, now the break time spent on expressing milk must be paid (note: this does not require unpaid meal breaks to be converted to paid break time). Furthermore, employers can no longer require that lactating employees stay after their regular shift has ended to make up for time used to express milk. Another major change in the law is the requirement that an employer must provide accommodations for more frequent restroom, food and water breaks, seating and limits on lifting over 20 pounds. The employee does not need medical advice to make the accommodation request. In addition, the employee and the employer are required to engage in an interactive process to determine an employee’s request for a reasonable accommodation under this law.

Spangler and de Stefano, PLLP represents businesses regarding employment 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.