Continuing the wave of new rules and regulations related to paid leave in Minnesota, on Jan. 8, 2024, the St. Paul Department of Human Rights and Equal Economic Opportunity (HREEO) issued guidance on its interpretation of St. Paul’s Earned Sick and Safe Time (ESST) Ordinance. St. Paul revised its ESST Ordinance in October 2023 to align with Minnesota’s ESST law, which went into effect Jan. 1, 2024
Minnesota’s statewide paid sick and safe leave mandate, the Earned Sick and Safe Time (ESST) law, went into effect Jan. 1, 2024. The Department of Labor and Industry (DLI) has posted answers to Frequently Asked Questions (FAQ Guide) that it revised on Dec. 4, 2023.
Employers in Minnesota are not the only ones gearing up for Minnesota’s earned sick and safe time (ESST) law to take effect on Jan. 1, 2024. Cities in Minnesota are also making changes to their respective earned sick and safe time ordinances.
When the Minnesota ESST mandate takes effect at the start of 2024, covered employers will be required to provide eligible Minnesota employees with at least one hour of paid ESST for every 30 hours worked, up to a maximum of 48 hours per year and an overall balance of 80 hours.
The City Council for the City of Bloomington, Minnesota, has adopted amendments to its Sick and Safe Time Ordinance (previously called the Sick and Safe Leave Time Ordinance). The amendments, Ordinance No. 2023-24 § 23.05, will go in effect on Jan. 1, 2024.
Minnesota is now the 12th state to adopt a statewide program providing compensation to employees during family and medical leaves. It also joined the over 40 state and local jurisdictions mandating employer paid sick leave.
With the state legislature’s passage of the ESST mandate, Minnesota is poised to join 18 other states, plus Washington, D.C., as jurisdictions that have enacted a statewide paid sick leave or general paid time off mandate.
Responding to increased attention to worker protections promoting public health and safety, both Bloomington’s and St. Paul’s City Councils recently unanimously approved amendments to their Earned Sick and Safe Time (ESST) Ordinances.
The City of Bloomington, Minnesota is the latest city in Minnesota to join the cities of Minneapolis, St. Paul and Duluth in enacting an Earned Sick and Safe Leave ordinance (ORDINANCE NO. 2022-31).
Employers covered by the Duluth, Minnesota Sick and Safe Time ordinance will need to revisit relevant policies in light of amendments that will become effective Aug. 19, 2021.
As part of the Omnibus Jobs and Economic Growth Finance and Policy Bill, Minnesota Governor Tim Walz has approved an amendment relating to pregnancy accommodations and barring reducing compensation for lactation breaks, among other changes.
The Minnesota Supreme Court (5-2) has upheld the Minneapolis Sick and Safe Time Ordinance, ruling state law does not preempt the Ordinance, and it can apply to employers who are located outside of the City.
The vast and complex patchwork of PSL laws expanded in the 2nd quarter of 2019. The most notable development was the addition of two laws with PSL architecture but which allow paid leave to be used for any reason, not merely for sick leave.
The Minneapolis Sick and Safe Time Ordinance can be enforced against businesses not physically located in the city but who have employees who work at least eight (80) hours in a year within the geographic boundaries of the city, according to a state appellate court decision last week.