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Minnesota ESST Law. What you need to know

Navigating Minnesota’s ESST Law: Your Rights and Responsibilities as an Employer

In recent years, there has been a growing recognition of the importance of work-life balance and employee well-being. One significant step towards achieving this balance is through the implementation of earned sick and safe time (ESST) laws. In this blog post, we will dive into Minnesota’s ESST law, exploring its implications for both employers and employees. By uncovering the details of this legislation, we aim to provide a comprehensive guide that ensures compliance and promotes workplace wellness.

Understanding Minnesota’s ESST Law

Firstly, we need to understand the basics of Minnesota’s ESST law. This legislation requires employers to provide their employees with a specific amount of paid time off for reasons related to illness, injury, domestic violence, or safety concerns. It is vital for both employers and employees to be aware of their rights and obligations under this law to foster a healthy and supportive work environment.

Eligibility and Accrual

In addition, it is important to know who is eligible for ESST benefits and how the accrual process works. Under the law, employees who work within Minnesota for a certain number of hours per year are entitled to earn ESST hours. The exact accrual rates and maximum limits may vary depending on the size of the employer and other factors. Employers must keep accurate records of accrued and used ESST hours for each employee.

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Permissible Uses of ESST

Consequently, employees can use their earned sick and safe time for various purposes. These may include personal or family illness, medical appointments, domestic violence situations, or safety concerns related to the workplace. While the law allows for flexibility in utilizing ESST hours, employers must establish clear policies and procedures for requesting and approving time off.

Employer Obligations and Compliance

In order to comply with Minnesota’s ESST law, employers have certain obligations. Firstly, they must provide notice to employees about their rights under the law, including how to request time off and the documentation required for specific circumstances. Employers must also ensure that employees are not retaliated against for using their ESST benefits. Ensuring compliance with these obligations is vital to sidestep legal ramifications and uphold a peaceful work atmosphere for laid-off tech workers migrating.

Enforcement and Consequences:

However, it is important to note that non-compliance with Minnesota’s ESST law can lead to serious consequences for employers. The Minnesota Department of Labor and Industry (DLI) is responsible for enforcing this legislation and investigating any complaints. Violators may face fines, penalties, and potential legal action. Therefore, it is in the best interest of employers to understand and abide by the ESST law to protect their reputation and maintain a positive relationship with their employees.


In summary, Minnesota’s Earned Sick and Safe Time (ESST) law is an important piece of legislation that aims to support employee well-being. By understanding the eligibility criteria, accrual process, and permissible uses of ESST, employers can create a workplace that values the health and safety of their employees. Compliance with the law is essential to avoid potential legal consequences and maintain a positive work environment.

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