State laws / MN
Minnesota pay transparency law
What Minnesota employers must disclose in job postings, who's covered, and the penalty for non-compliance.
- Statute
- Minnesota Pay Transparency Law (Minn. Stat. § 181.173)
- Requirement type
- In-posting disclosure
- Effective
- January 1, 2025
- Applies to
- Employers with 30+ employees
- Salary range in postings
- Required
- Benefits description
- Required
- Penalty
- Not yet published
- Enforced by
- Minnesota Department of Labor and Industry
- Notes
- Enacted via SF 3852 (2024). Threshold is 30+ employees AT MINNESOTA SITES. Requires a good-faith starting salary range (cannot be open-ended; fixed rate allowed) plus a general description of all benefits and other compensation. Statute specifies no penalty amounts — exposure shown as $0; DLI and the AG enforce.
Minnesota's posting law (Minn. Stat. § 181.173, effective January 1, 2025) counts employees differently than most: the 30-employee threshold is measured at Minnesota sites, not company-wide. A large national employer with a small Minnesota footprint may be outside the law, while a mid-size Minnesota company is squarely in it.
Covered postings need a good-faith starting salary range that cannot be open-ended — '$60,000 and up' fails — plus a general description of all benefits and other compensation, including health and retirement. A fixed rate is allowed instead of a range. The requirement follows the posting, so listings placed by third-party recruiters are covered too. The statute sets no specific penalty amounts; the Department of Labor and Industry and the Attorney General hold enforcement authority.
Frequently asked questions
Does Minnesota require salary ranges in job postings?
Yes. Since January 1, 2025, employers with 30 or more employees at one or more Minnesota sites must include a good-faith starting salary range (or a fixed rate) plus a general description of all benefits and other compensation in job postings.
Can a Minnesota job posting say "$60,000 and up"?
No. Minnesota's statute specifically bars open-ended ranges — a posting must state a minimum and maximum, or a fixed rate. An open-ended figure does not satisfy the requirement.
Does Minnesota's pay transparency law apply to remote roles?
The statute does not expressly address remote work. Given the ambiguity, the safe course for an employer at or near the 30-employee Minnesota threshold is to include a compliant range in any posting open to Minnesota-based candidates.
Related guides
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