Minneapolis paid sick leave laws require employers to let employees accrue up to 48 hours of sick leave annually. Where Minneapolis’ ordinance is silent or where state requirements are more generous, Minnesota statewide requirements apply, creating a comprehensive framework for leave benefits.
The law ensures broad coverage while working in conjunction with state regulations to provide maximum protection for employees. These requirements apply to most employers and employees throughout the city.
Common Questions About Minneapolis Paid Sick Leave
Understanding Minneapolis paid sick leave requirements is essential for maintaining workplace compliance and supporting employee well-being. The law establishes specific guidelines for leave accrual and usage while providing comprehensive worker protections. Here’s what you need to know to stay compliant.
Who can take paid sick leave in Minneapolis?
Any employee who works at least 80 hours in a year in Minneapolis can take this leave, including part-time and temporary employees. Independent contractors are not eligible.
Which employers have to provide this leave?
All employers must provide this leave to Minneapolis employees, except state and federal government employers.
How much leave do employers need to provide?
Employees accrue one hour of sick and safe time for every 30 hours worked, up to 48 hours per year. Accrual begins on the first day of work. Exempt employees are presumed to work 40 hours weekly unless their normal schedule consists of fewer hours. Employers can set any 12-month period as the benefit year.
What can Minneapolis paid sick leave be used for?
Employees can use leave for their own or a family member’s physical or mental health needs, including treatment, care, diagnosis, or preventative care. Leave also covers situations involving domestic violence, sexual assault, or stalking, including medical treatment, victim services, counseling, relocation, or legal proceedings. Additionally, leave can be used when workplaces, schools, or care facilities close due to public health emergencies or unexpected circumstances like weather or utility issues.
How does this relate to other types of leave?
Employers can use a paid time off policy that provides at least as much leave and allows for the same reasons. The law works in conjunction with state requirements, which may provide additional qualifying reasons for leave use.
Can employers limit how many hours of sick leave employees use in a year?
The ordinance does not specify an annual use cap. However, employers can cap total accrual at 80 hours.
Can employers provide all the leave at once instead of letting it accrue?
Employers can frontload leave by providing 48 hours for the first year and 80 hours for subsequent years. Those who frontload don’t have to allow carryover.
Do employers have to carry over unused leave?
Employees can carry over unused leave up to the 80-hour total accrual cap. Employers who frontload leave are not required to allow carryover.
What is the smallest amount of leave an employee can use?
Employers must allow leave use consistent with their payroll practices but cannot require increments larger than 4 hours.
What notice do employers and employees need to provide?
Employers must post notices in English and any language spoken by 5% or more of employees (if city-provided translations exist) and include the policy in employee handbooks. They must also provide earnings statements showing accrued and unused sick leave.
For employees, 7 days’ advance notice is required for foreseeable leave, while unforeseeable leave requires notice as soon as practicable.
What verification can employers ask for?
For absences exceeding three consecutive days, employers can require reasonable documentation but cannot request details about health conditions except as allowed by other laws like FMLA. Information related to domestic abuse, sexual assault, or stalking must remain confidential.
Are employees’ jobs and benefits protected when they take this leave?
Yes, employees’ jobs are protected. While unused leave isn’t paid out at separation, employers must reinstate previously accrued leave if employees are rehired within 90 days. Employers can loan sick leave before accrual and allow employees to donate leave to colleagues.
Simplify Minneapolis Paid Sick Leave with SixFifty
Navigating Minneapolis paid sick leave requirements can be complex, especially when coordinating with state regulations. SixFifty’s solutions streamline the process, ensuring your policies align with both city and state requirements while reducing the administrative burden on your HR team. We’re here to keep you compliant—even as paid sick leave laws evolve.
Want to see how it works? Schedule a free demo today!
