Minnesota Passes Statewide Earned Sick and Safe Leave Law, Effective January 1, 2024

What Changed

Minnesota enacted Senate File 3035 (SF 3035), establishing a statewide Earned Sick and Safe Time (ESST) requirement. Signed by Governor Walz on May 24, 2023, the law requires all employers in Minnesota to provide eligible employees with up to 48 hours of earned sick and safe time per year, accrued at a rate of one hour for every 30 hours worked.

The law applies to any employer with one or more employees and covers employees who work at least 80 hours per year in Minnesota. Temporary and part-time employees are eligible; independent contractors are not.

Permitted uses include:

• Employee's own illness, injury, or medical care

• Care for a sick family member

• Absence due to domestic violence, sexual assault, or stalking

• Closure of the employee's workplace or child's school/care facility due to weather or public emergency

Who Is Affected

• All Minnesota employers with one or more employees

• All employees who work at least 80 hours per year in Minnesota, including part-time and temporary workers

• Independent contractors are excluded

• There is no employer size exemption — every employer must comply

Where It Applies

Minnesota statewide. This law supersedes local ordinances only where the state law provides greater benefits. Local ordinances in Minneapolis, St. Paul, Bloomington, and Duluth that offer greater protections remain in effect.

When It Takes Effect

January 1, 2024. Employees begin accruing leave on this date.

Why It Matters

Minnesota joins a growing number of states with mandatory paid sick leave laws. For employers who operate in cities with existing local ordinances (Minneapolis, St. Paul, Bloomington), the statewide law creates a baseline — but local laws that are more generous still apply. Employers operating across multiple Minnesota jurisdictions should compare the statewide requirements with applicable local ordinances to ensure they meet the highest applicable standard.

SF 3035 also includes provisions beyond sick leave, including a ban on non-compete agreements (effective July 1, 2023) and expanded pregnancy and nursing mother accommodations.

The Humareso Take

This is the one we have been waiting for in Minnesota. The patchwork of local sick leave ordinances across Minneapolis, St. Paul, and Bloomington has been a headache for employers with employees in multiple cities. Now there is a statewide floor, which simplifies compliance — though you still need to check whether any local ordinance offers more than the state minimum. We strongly recommend using the lead time before January 1, 2024 to get your accrual tracking, handbook language, and manager training locked in.

Recommended Action Steps

1. Set up or update your leave accrual tracking system to track ESST at one hour per 30 hours worked, capped at 48 hours per year.

2. Update your employee handbook with a Minnesota ESST policy covering all eligible employees.

3. Compare the statewide law with any applicable local ordinances (Minneapolis, St. Paul, Bloomington, Duluth) to ensure you meet the highest standard.

4. Train managers on the new leave requirements, including permitted uses, anti-retaliation protections, and documentation requirements.

5. Notify all Minnesota employees of the new leave benefit before January 1, 2024.

6. Contact your Humareso representative for a compliant Minnesota ESST policy template and implementation guidance.