Minnesota's prevailing-wage laws ensure workers on public construction projects receive fair wages based on regional standards. Employers and construction contractors must stay informed about the most recent prevailing-wage rates and compliance requirements. For the most recent updates, visit dli.mn.gov/prevailing-wage.

• Attend our next prevailing-wage webinar, April 30, from 9 to 10 a.m. Register for the webinar.

This session will explain prevailing wage, its application to public works and construction projects, how to identify the correct wage rate for workers and how rates are determined. Construction contractors, employees on prevailing-wage projects and anyone involved in state construction or public works projects are encouraged to register to attend.

Minnesota and federal laws require employers to pay overtime (1.5 times the regular pay rate) for hours worked beyond 48 a week under state law and 40 a week under federal law. Some exemptions apply based on job classification.* Employers and employees should stay informed about their rights and obligations. Learn more on our “Overtime laws” page.

For questions related to overtime laws in Minnesota, contact us at dli.laborstandards@state.mn.us or 651-284-5075.

Review the federal Fair Labor Standards Act about overtime; the law requires some employers to pay overtime for all hours worked in excess of 40 a workweek. These employers include:

• employers that produce or handle goods for interstate commerce;

• businesses with gross annual sales of more than $500,000; and

• hospitals and nursing homes, personal care assistant and community first services and supports agencies, private and public schools, federal, state and local government agencies.

*For more information about misclassification, visit our "Misclassification FAQs" page.

Workers have the right to report law violations without fear of retaliation. Employers are prohibited from taking adverse actions against employees who exercise their workplace rights. The Department of Labor and Industry has launched a new webpage with information about retaliation protections and how to file a complaint. For more information, visit dli.mn.gov/retaliation.

Comparison of earned sick and safe time and Paid Leave

Minnesota's earned sick and safe time (ESST) law allows workers to earn paid leave for short-term needs, such as illness, medical appointments or safety concerns, with a maximum required accrual of 48 hours a year. In contrast, starting in 2026, the state's Paid Leave program will provide longer-term wage replacement for significant life events, such as a serious illness, bonding with a new child or caring for a family member, with up to 12 weeks of leave for each qualifying event. While ESST is employer funded and accrues over time, Paid Leave will be a state-managed program funded by employer and employee payroll contributions.

Read the ESST annual report.