Minnesota Hiring laws & HR compliance analysis

Minnesota Hiring: What you need to know

The Minnesota Human Rights Act prohibits hiring practices that discriminate based on race, color, creed, religion, national origin, sex (including pregnancy, childbirth, and related disabilities), marital status, receipt of public assistance, familial status, membership or activity in a local commission, disability, age (18 years or older), or sexual orientation (includes gender identity). The Act covers all employers regardless of size (MN Stat. Sec. 363A.08 et seq.).
“Familial status” is defined as the condition of one or more minors being domiciled with (1) their parent or parents or the minors’ legal guardian or (2) the designee of the parent or parents or guardian with the written permission of the parent or parents or guardian.
Association protected. Employers are also prohibited from discriminating against a prospective employee because of the applicant's association with a person or group of persons with disabilities or who are of a different race, color, creed, religion, sexual orientation, or national origin (MN Stat. Sec. 363A.15).
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Genetic information. Employers are prohibited from directly or indirectly administering, requesting, or requiring a prospective employee or an employee to take a genetic test as a condition of employment (MN Stat. Sec. 181.974). It is also unlawful for an employer to collect information about an applicant's personal genetic information, including genetic test information about an applicant's blood relative, as a condition of employment. The law applies to all employers, regardless of size.
State law places specific limitations on an employer's right to require physical and medical examinations for job applicants and employees (MN ...

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