New year, new labor laws
Four new laws that were part of Democrats’ sweeping labor agenda last legislative session took effect this week. As of Jan. 1:
Employers must now provide at least six days of paid sick and safe leave each year for full-time workers. Under the law, employees who work more than 80 hours a year for an employer (and are not independent contractors) accrue one hour of paid leave for every 30 hours worked, up to at least 48 hours per year. Workers may also use the paid time off if their workplace or family member’s school is closed because of inclement weather or another emergency or if they are dealing with an absence related to domestic abuse.
Minnesota employers are barred from asking job applicants about their current or previous pay in order to set compensation. The law aims to eliminate the gender and racial pay gaps and encourage employers to only consider an applicant’s qualifications and market conditions. The law does not, however, prohibit applicants from voluntarily disclosing their pay history to negotiate higher pay. Twenty-two other states have similar laws.
Meat processing plants with 100 or more workers must have a safe worker program to minimize and prevent repetitive stress injuries. Workers must receive at least eight hours of safety training each year, two hours of which must relate to “ergonomic injury prevention.” Employers must also provide written information about employee rights.
Oil refineries must begin ramping up the share of contract workers who are graduates of a registered apprenticeship program. Union workers at Marathon’s refinery in St. Paul Park advocated for the law, citing the risk of inexperienced contract workers. Starting Jan. 1, 30% of a refinery contractor’s workforce must be “skilled and trained,” increasing to 60% in 2026.