Minneapolis Paid Sick Leave


Starting in July, 2017, Minneapolis employers will be required to provide sick leave to all full-time and part-time regular employees.  Minneapolis employers with more than six employees will need to provide paid sick leave and employers with fewer than six employees will be required to provide unpaid sick leave.


Covered employees will accrue one hour of sick time for every 30 hours worked, up to a maximum of 48 hours per year, and employees may begin using sick time 90 days following the start of their employment.  Employees will be allowed to be carried over 80 hours from year to year – but employers need not pay for accrued but unused sick time upon an employee’s termination of employment.

The ordinance will apply to employees based in Minneapolis, and employees with a regular worksite outside of Minneapolis who regularly work in Minneapolis – such as repair or delivery personnel.  (“Regularly work” hasn’t been defined).

For the period of July 1, 2017, through June 30, 2022, newly-formed businesses (other than chain establishments) have a one-year grace period until they must start providing paid sick leave, but must provide unpaid sick leave during that time.

The ordinance will require employers with an employee handbook to include notice of the ordinance in its handbook.

And similar to many other ordinances like this, employers who already offer paid leave in excess of what is required will not have to offer additional days.


An employee will be permitted to use the accrued sick leave for many types of absences, including:
-        medical appointments for their own illness or injury;
-        to care for sick or injured family members;
-        for absences due to domestic abuse, sexual assault, or stalking of the employee or family member; or
-        for children whose schools or child care centers are closed because of weather, power outages, or other unexpected reasons


Employers will be required to post a notice describing the new law.


There are still many provisions of this law that have yet to be defined (or clarified). Work with your HR company to review your current paid time off policies and verify that all requirements of this new law are in place by the deadline.

Click here to view an additional article from Seaton/Peters/Revnew on this topic.