On July 1, 2017, the Minneapolis Sick and Safe Time Ordinance along with the St. Paul Earned Sick and Safe Time Ordinance went into effect.
At this time, both ordinances will only be enforced against those employers residing within each city. This is subject to change, however; and employers residing outside of Minneapolis and St. Paul should continue to monitor the scope of both ordinances.
If not done so already, employers residing within Minneapolis and St. Paul should review their current paid time off and sick leave policies, and make adjustments to their employee handbook to ensure compliance.
For Minneapolis Employers
The Minneapolis Sick and Safe Time Ordinance requires employers with six or more employees to provide paid sick and safe time leave to employees who work in the city of Minneapolis. Employers with five or fewer employees will need to provide sick and safe time leave as well, but they may choose to provide it unpaid.
For St. Paul Employers
The St. Paul Earned Sick and Safe Time Ordinance (ESST) requires all St. Paul employers to provide earned sick and safe time to employees working in the city of St. Paul.
If you have questions regarding compliance with either ordinance, please contact your North Risk Partners advisor. Don’t have an advisor? No problem. We’ll help you find one.
This regulatory update is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.