Minnesota Return to Office Mandate 2026
⚠️Informational only — not legal or tax advice.
Last Updated: January 2026
Applicable Period: 2026 and current employment regulations
Key Characteristic: State employee telework policy requiring 50% in-office work and private sector at-will employment framework in Minnesota
Table of Contents
Introduction
Minnesota’s return to office mandate refers to the telework policy implemented by Governor Tim Walz, effective June 1, 2025, requiring state employees to work in-person at their permanent or principal work location at least 50% of scheduled workdays each month. The policy applies to executive branch agencies and includes exceptions for employees living more than 50 miles from their primary work location.
This guide compiles official information published by Minnesota Management and Budget, the Minnesota Department of Labor and Industry, the Minnesota Department of Human Rights, and other government agencies regarding Minnesota’s state employee telework requirements, private sector employment rights, and accommodation processes under state and federal law.
Sources: Minnesota Management and Budget (MMB), Minnesota Department of Labor and Industry (DLI), Minnesota Department of Human Rights (MDHR), U.S. Equal Employment Opportunity Commission (EEOC)
Applicable Legal Framework -Minnesota
1.1 At-Will Employment Doctrine
Minnesota follows the at-will employment doctrine for private sector employment. Under Minnesota common law, employment relationships are presumed to be at-will unless modified by contract, collective bargaining agreement, or specific statutory protections.
According to Minnesota case law and statutory framework, at-will employment means either the employer or employee may terminate the employment relationship at any time, for any lawful reason, or no reason at all, with or without notice.
Source: Minnesota common law employment doctrine Reference: Minnesota courts have consistently recognized at-will employment as the default employment relationship Available at: Minnesota judicial decisions and employment law framework
The Minnesota Department of Labor and Industry provides information about employment rights and obligations:
“Minnesota is an at-will employment state. This means that an employer can terminate an employee at any time, for any reason that is not illegal.”
Source: Minnesota Department of Labor and Industry Available at: https://www.dli.mn.gov/ General Information: 651-284-5005 or 800-342-5354
Important Exceptions to At-Will Employment:
- Employment contracts specifying terms and duration
- Collective bargaining agreements (union contracts)
- Protections against discrimination based on protected classes
- Protections against retaliation for exercising statutory rights
- Public policy exceptions recognized by Minnesota courts
- Statutory protections under Minnesota and federal employment laws
1.2 State-Specific Telework Policy for State Employees
CRITICAL DISTINCTION: Minnesota has a telework policy that applies specifically to state government employees in the executive branch. This policy does NOT apply to private sector employers or employees.
Document: HR/LR Policy #1422 Telework
Issued by: Minnesota Management and Budget (MMB), Enterprise Employee Resources
Date: Policy revised March 26, 2025; Effective June 1, 2025
Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Key Provisions:
“State agency employees have the option to telework up to 50% of their scheduled workdays each month at the discretion of the appointing authority if their performance is at least satisfactory and if it meets agency business needs.”
Source: HR/LR Policy #1422 Telework, Minnesota Management and Budget Effective Date: June 1, 2025 Full Policy: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Who It Applies To:
“This policy applies to all employees of agencies in the executive branch, as defined in Minnesota Statutes, section 43A.02, subdivisions 2 and 22, and employees of the Minnesota State Retirement System, the Public Employees Retirement Association, and the Teachers Retirement Association.”
Source: HR/LR Policy #1422 Telework, Section II: Policy Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Distance-Based Exception:
“Employees that live more than 50 miles from their permanent/principal work location may be eligible to telework more than 50% of their scheduled workdays based on business need and with appointing authority approval.”
Source: HR/LR Policy #1422 Telework, Section II: Policy Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Measurement Period:
According to the Telework FAQ published by Minnesota Management and Budget:
“The policy applies over a monthly period. The expectation is that no more than 50% of the days typically worked in a month, whether full time or part time, are worked from a telework location.”
Source: Telework Frequently Asked Questions, HR/LR Memo # 2025-1 Date Issued: March 26, 2025 Date Revised: April 28, 2025 Available at: https://mn.gov/mmb-stat/policies/1422-telework-memo.pdf
Reasonable Accommodation Requests:
“ADA reasonable accommodation requests related to the telework location will be reviewed on a case-by-case basis and are excluded from this policy.”
Source: HR/LR Policy #1422 Telework, Section III: Requirements Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
IMPORTANT FOR PRIVATE SECTOR EMPLOYEES: This telework policy applies ONLY to Minnesota state government employees in the executive branch. Private sector employers in Minnesota are NOT required to follow this policy. Private sector employment is governed by at-will employment principles, individual employment contracts, collective bargaining agreements, and applicable state and federal anti-discrimination and accommodation laws.
1.3 No State Mandate for Private Sector Employers
As of January 5, 2026, the Minnesota Legislature has not enacted specific statutes or executive orders governing return to office mandates for private sector employers.
Search Conducted: Minnesota Legislature website Date: January 5, 2026 Available at: https://www.revisor.mn.gov/statutes/
Result: No Minnesota statutes identified that require private sector employers to implement return to office policies, permit remote work, or regulate telework arrangements.
Private sector employers in Minnesota operate under:
- At-will employment framework (unless modified by contract)
- Minnesota Human Rights Act (Minnesota Statutes Chapter 363A)
- Americans with Disabilities Act (42 U.S.C. § 12101 et seq.)
- Other applicable federal and state employment laws
- Collective bargaining agreements (where applicable)
- Individual employment contracts (where applicable)
Competent Government Agencies
2.1 Minnesota Management and Budget (MMB)
Minnesota Management and Budget is the state agency responsible for human resources policy for executive branch employees, including the telework policy.
Official Website: https://mn.gov/mmb/
Address: Minnesota Management and Budget 400 Centennial Office Building 658 Cedar Street St. Paul, MN 55155
General Inquiries: 651-201-8000
Enterprise Employee Resources Contact: For questions about HR/LR policies including telework Telephone: Contact through agency main line Website: https://mn.gov/mmb/employee-relations/
Function: MMB develops and implements statewide human resources and labor relations policies for executive branch agencies, including the telework policy that affects state employees. MMB does not regulate private sector employment.
Publications on Return to Office:
- HR/LR Policy #1422 Telework (Effective June 1, 2025)
- HR/LR Memo #2025-1 Telework Frequently Asked Questions
- Telework Schedule and Acknowledgment Form
- Supervisor Telework Considerations
All available at: https://mn.gov/mmb-stat/policies/
2.2 Minnesota Department of Labor and Industry (DLI)
The Minnesota Department of Labor and Industry protects workers by enforcing state laws about labor and employment relations, minimum wage, overtime, child labor, workplace safety, and workers’ compensation.
Official Website: https://www.dli.mn.gov/
Telephone: 651-284-5005 or 800-342-5354
Labor Standards Division: Telephone: 651-284-5005 or 800-342-5354 Email: dli.laborstandards@state.mn.us Recorded Information: 651-284-5070
Physical Address: Minnesota Department of Labor and Industry 443 Lafayette Road North St. Paul, MN 55155
Mailing Address: Minnesota Department of Labor and Industry 443 Lafayette Road N. St. Paul, MN 55155
Function: DLI enforces Minnesota employment laws including minimum wage, overtime, earned sick and safe time, payment of wages, and workplace safety standards. DLI provides information and enforcement for wage and hour issues but does not regulate telework policies for private employers or state employees.
Publications on Employment Rights:
- Employment law information available at https://www.dli.mn.gov/business/employment-practices/
- Worker rights information available at https://www.dli.mn.gov/workers/
Note: DLI has not published specific guidance on return to office mandates for private sector employers.
2.3 Minnesota Department of Human Rights (MDHR)
The Minnesota Department of Human Rights is Minnesota’s civil rights enforcement agency charged with enforcing the Minnesota Human Rights Act.
Official Website: https://mn.gov/mdhr/
Address: Minnesota Department of Human Rights Freeman Building 625 Robert Street North St. Paul, MN 55155
Telephone: 651-539-1100 or 800-657-3704 TTY: 711 (Minnesota Relay) Email: Info.MDHR@state.mn.us
Charge Filing: Available online at https://mn.gov/mdhr/intake/
Function: MDHR investigates charges of discrimination in employment, housing, public accommodations, public services, and education based on protected classes under the Minnesota Human Rights Act. MDHR handles discrimination and retaliation complaints but does not regulate general employment policies such as return to office requirements.
Filing Deadline: Charges must be filed within one year after the occurrence of the alleged discriminatory practice.
Source: Minnesota Statutes § 363A.28, subdivision 3 Available at: https://www.revisor.mn.gov/statutes/cite/363a.28
IMPORTANT UPDATE (Effective October 1, 2025):
“Beginning October 1, 2025, Minnesotans who believe they were discriminated against in the workplace and would like to also preserve any rights they may have under federal law, must separately and independently file with the U.S. Equal Employment Opportunity Commission.”
Source: Minnesota Department of Human Rights website Available at: https://mn.gov/mdhr/ Note: Prior to October 1, 2025, filing with MDHR automatically initiated a dual filing with the EEOC through a worksharing agreement. This has changed.
2.4 U.S. Equal Employment Opportunity Commission (EEOC)
The EEOC enforces federal laws prohibiting employment discrimination, including the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act.
EEOC Office Covering Minnesota: Minneapolis Area Office (District Office) Towle Building 330 South Second Avenue, Suite 430 Minneapolis, MN 55401-2224
Telephone: 1-800-669-4000 TTY: 1-800-669-6820 Website: https://www.eeoc.gov/
Online Charge Filing: https://publicportal.eeoc.gov/
Filing Deadline:
- 180 days from the date of discrimination (federal deadline)
- 300 days in states with a Fair Employment Practice Agency (Minnesota qualifies)
IMPORTANT: As of October 1, 2025, individuals in Minnesota must file separately with both MDHR and EEOC to preserve both state and federal rights. Filing with only one agency does not automatically protect rights under both systems.
Function: The EEOC investigates charges of employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, and genetic information. The EEOC also enforces reasonable accommodation requirements under the ADA.
Publications Available:
- ADA information: https://www.eeoc.gov/disability-discrimination
- Reasonable accommodation guidance: https://www.eeoc.gov/publications
- Federal employment discrimination laws: https://www.eeoc.gov/laws/
2.5 Union Representation for State Employees
Minnesota state employees may be represented by collective bargaining units. State employees covered by union contracts should consult their union representative for information about how the telework policy applies to their specific bargaining agreement, accommodation processes under union contracts, and employee rights related to workplace policy changes.
Note: Union representation applies to state employees covered by collective bargaining agreements. Private sector employees may also be represented by unions depending on their employer. Union contracts may contain specific provisions regarding telework, work location, and accommodation processes that differ from general state policy or at-will employment standards.
Applicable Statutes - Compilation
3.1 Minnesota Human Rights Act
LAW: Minnesota Human Rights Act REFERENCE: Minnesota Statutes Chapter 363A ENACTED: 1967 LAST AMENDED: Multiple amendments through 2024 FULL TEXT: https://www.revisor.mn.gov/statutes/cite/363a ENFORCEMENT AGENCY: Minnesota Department of Human Rights
Purpose and Policy:
Minnesota Statutes § 363A.02, Subdivision 1 provides:
“It is the public policy of this state to secure for persons in this state, freedom from discrimination: (1) in employment because of race, color, creed, religion, national origin, sex, marital status, disability, status with regard to public assistance, sexual orientation, and age”
Source: Minnesota Statutes § 363A.02 Available at: https://www.revisor.mn.gov/statutes/cite/363a.02
Protected Classes in Employment:
- Race
- Color
- Creed
- Religion
- National origin
- Sex (including pregnancy, sexual orientation, gender identity)
- Marital status
- Disability
- Status with regard to public assistance
- Sexual orientation
- Age (over 25 for employment purposes per § 363A.03)
Civil Right Declaration:
“The opportunity to obtain employment, housing, and other real estate, and full and equal utilization of public accommodations, public services, and educational institutions without such discrimination as is prohibited by this chapter is hereby recognized as and declared to be a civil right.”
Source: Minnesota Statutes § 363A.02, Subdivision 2 Available at: https://www.revisor.mn.gov/statutes/cite/363a.02
3.2 Disability Definition Under Minnesota Law
Minnesota Statutes § 363A.03 defines disability:
“‘Disability’ means any condition or characteristic that renders a person a disabled person. A disabled person is any person who (1) has a physical, sensory, or mental impairment which materially limits one or more major life activities; (2) has a record of such an impairment; (3) is regarded as having such an impairment; or (4) has an impairment that is episodic or in remission and would materially limit a major life activity when active.”
Source: Minnesota Statutes § 363A.03, Subdivision 12 Available at: https://www.revisor.mn.gov/statutes/cite/363a.03
Note: Minnesota’s definition of disability may be broader than the federal ADA definition in some circumstances. Both state and federal protections may apply.
3.3 Americans with Disabilities Act (ADA)
LAW: Americans with Disabilities Act of 1990, as amended REFERENCE: 42 U.S.C. § 12101 et seq. ENACTED: 1990 MAJOR AMENDMENT: ADA Amendments Act of 2008 FULL TEXT: https://www.ada.gov/law-and-regs/ada/ ENFORCEMENT AGENCY: U.S. Equal Employment Opportunity Commission (employment provisions)
Coverage: Employers with 15 or more employees
Key Provisions for Employment (Title I):
The ADA prohibits discrimination against qualified individuals with disabilities in all employment practices including:
- Job application procedures
- Hiring and firing
- Compensation
- Advancement
- Job training
- Other terms, conditions, and privileges of employment
Reasonable Accommodation Requirement:
Employers must provide reasonable accommodations to qualified employees with disabilities unless doing so would cause undue hardship to the employer’s business operations.
Source: 42 U.S.C. § 12112(b)(5)(A) Available at: https://www.ada.gov/
Reasonable accommodations may include:
- Modifications to work schedules or policies
- Acquisition or modification of equipment
- Job restructuring
- Reassignment to a vacant position
- Modifications to the work environment
- Telework or remote work arrangements (where feasible)
Interactive Process:
When an employee requests an accommodation, the ADA requires an interactive process between employer and employee to identify effective accommodations.
EEOC Guidance: “When an individual with a disability requests a reasonable accommodation, the ADA requires that the employer and individual engage in an informal process that identifies the individual’s precise limitations and potential reasonable accommodations that could overcome those limitations.”
Source: EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
3.4 Minnesota Employment Laws – Additional Protections
Minimum Wage and Wage Payment:
- Minnesota Statutes §§ 177.21-177.35 (Minimum Wage)
- Minnesota Statutes § 181.79 (Final Pay Requirements)
- Minnesota Statutes §§ 181.13-181.171 (Payment of Wages)
Available at: https://www.revisor.mn.gov/statutes/
Earned Sick and Safe Time:
- Minnesota Statutes §§ 181.9445-181.9448
- Minnesota Administrative Rules Chapter 5200
Available at: https://www.dli.mn.gov/business/employment-practices/earned-sick-and-safe-time
Worker Privacy:
- Minnesota Statutes § 181.950-181.957 (Employee Privacy)
- Minnesota Statutes § 181.960-181.966 (Personnel Records)
Available at: https://www.revisor.mn.gov/statutes/
Whistleblower Protections:
- Minnesota Statutes § 181.932 (Reporting Workers’ Safety Violations)
Note: These statutes do not specifically address return to office requirements or telework arrangements but establish general employment rights and protections in Minnesota.
Reasonable Accommodations - Official Framework
4.1 Minnesota Human Rights Act Accommodation Requirements
The Minnesota Human Rights Act requires employers to provide reasonable accommodation for employees with disabilities unless doing so would create undue hardship.
Minnesota employers with one or more employees are covered by the state Human Rights Act for disability discrimination and accommodation requirements.
Source: Minnesota Statutes Chapter 363A Available at: https://www.revisor.mn.gov/statutes/cite/363a
According to the Minnesota Department of Human Rights:
“Employers are prohibited from discriminating against persons on the basis of, or requiring applicants to provide information about, one’s race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, disability, sexual orientation, local human rights commission activity, or age. Employers of 15 or more are required to provide reasonable accommodation to persons with disabilities.”
Source: Minnesota Department of Human Rights Available at: https://mn.gov/mdhr/
Reasonable Accommodation May Include:
- Modification of work schedules
- Adjustments to workplace policies
- Provision of assistive equipment or technology
- Restructuring of job duties
- Reassignment to a vacant position
- Modifications to the physical work environment
- Telework or remote work arrangements (where job duties permit)
Important: The specific accommodation required depends on the individual’s disability and job requirements. Not all accommodations are feasible for all positions.
4.2 ADA Accommodation Requirements
Under the Americans with Disabilities Act, employers with 15 or more employees must provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship.
Qualified Individual with a Disability:
An individual who satisfies the skill, experience, education, and other job-related requirements of the position and who, with or without reasonable accommodation, can perform the essential functions of the job.
Source: 42 U.S.C. § 12111(8) Available at: https://www.ada.gov/
Interactive Process Steps:
According to EEOC guidance, the interactive process typically involves:
STEP 1: Employee notifies employer of need for accommodation
The employee must inform the employer that an adjustment or change at work is needed for a reason related to a medical condition. The employee does not need to use specific legal terms such as “reasonable accommodation” or “Americans with Disabilities Act.”
STEP 2: Employer and employee engage in informal dialogue
The employer and employee should engage in an informal process to clarify what the individual needs and identify an appropriate reasonable accommodation. This may involve asking the employee questions about their limitations and how those limitations affect their ability to perform the job.
STEP 3: Employer may request medical documentation
If the disability and need for accommodation are not obvious, the employer may request medical documentation to establish that the individual has a disability and needs the requested accommodation.
STEP 4: Employer considers accommodation options
The employer should consider the employee’s requested accommodation and explore alternative accommodations that would effectively meet the employee’s needs without causing undue hardship.
STEP 5: Employer provides accommodation or explains denial
If a reasonable accommodation can be provided without undue hardship, the employer should implement it. If the specific requested accommodation would cause undue hardship, the employer should work with the employee to identify an alternative effective accommodation. If no effective accommodation exists without undue hardship, the employer must explain this determination.
Source: EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
4.3 Telework as a Reasonable Accommodation
According to EEOC guidance, telework or remote work may be a reasonable accommodation for some employees with disabilities, depending on the essential functions of the position and whether the employee can effectively perform those functions remotely.
The EEOC has stated:
“Employers may be required to provide telework as a reasonable accommodation absent undue hardship. However, an employer is not required to adopt an employee’s preferred or requested accommodation and may instead offer alternate reasonable accommodations that are effective.”
Source: EEOC, “Work at Home/Telework as a Reasonable Accommodation” Available at: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation
Factors to Consider:
- Whether essential job functions can be performed remotely
- Whether the employer has successfully allowed other employees to telework
- Whether the employer has the technology and infrastructure to support telework
- Whether in-person interaction is an essential function of the position
- Whether job duties require physical presence for safety or security reasons
Important: Each accommodation request must be evaluated individually based on the specific job requirements and the employee’s particular limitations.
4.4 State Employee Accommodation Process
For Minnesota state employees covered by the telework policy, reasonable accommodation requests related to telework are handled separately from the general 50% in-office requirement.
According to HR/LR Policy #1422:
“ADA reasonable accommodation requests related to the telework location will be reviewed on a case-by-case basis and are excluded from this policy.”
Source: HR/LR Policy #1422 Telework, Section III: Requirements Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
According to the Telework FAQ:
“Employees may complete a reasonable accommodation request form and send to any or all of the following: immediate supervisor or manager in the employee’s chain of command, state agency Affirmative Action Officer/designee, state agency ADA Coordinator, state agency HR office.”
Source: Telework Frequently Asked Questions, HR/LR Memo # 2025-1 Available at: https://mn.gov/mmb-stat/policies/1422-telework-memo.pdf
State employees seeking accommodations should follow their agency’s specific accommodation request procedures and may contact their agency’s ADA Coordinator or Human Resources office for guidance.
4.5 Undue Hardship Defense
Both the Minnesota Human Rights Act and the ADA allow employers to deny an accommodation if it would impose an “undue hardship” on the business.
Undue Hardship Factors:
- Nature and cost of the accommodation
- Overall financial resources of the facility and employer
- Number of employees at the facility and in the organization
- Effect of the accommodation on operations
- Impact on the ability of other employees to perform their duties
- Impact on the facility’s ability to conduct business
Source: 42 U.S.C. § 12111(10); Minnesota Statutes Chapter 363A Available at: https://www.ada.gov/ and https://www.revisor.mn.gov/statutes/cite/363a
Important: The employer has the burden of proving undue hardship. Simply preferring one method of work over another generally does not establish undue hardship.
Official Complaint Process
5.1 Minnesota Department of Human Rights (State Agency)
CRITICAL INFORMATION:
Filing Deadline: Charges must be filed within one year after the occurrence of the alleged discriminatory practice.
Source: Minnesota Statutes § 363A.28, subdivision 3 Available at: https://www.revisor.mn.gov/statutes/cite/363a.28
How to File:
1. Online: Complete the charge intake form at https://mn.gov/mdhr/intake/
2. By Phone: Call 651-539-1100 or 800-657-3704 to request information about filing a charge TTY: 711 (Minnesota Relay)
3. By Mail: Send written charge information to: Minnesota Department of Human Rights Freeman Building 625 Robert Street North St. Paul, MN 55155
4. In Person: Visit the MDHR office at the address above during business hours: Monday-Friday, 8:00 AM – 4:30 PM
Required Information for Filing:
- Your name and contact information
- Name and address of the employer or business accused of discrimination
- Description of the discriminatory act
- Date(s) when the discrimination occurred
- Basis of discrimination (protected class involved)
Official Process:
Step 1: Charge Intake and Filing
According to Minnesota Statutes § 363A.28:
“Any person aggrieved by a violation of this chapter may file a verified charge with the commissioner or the commissioner’s designated agent. A charge filed with the commissioner must be in writing by hand, or electronically with an unsworn declaration under penalty of perjury, on a form provided by the commissioner and signed by the charging party.”
Step 2: Investigation
The commissioner investigates the charge to determine whether there is probable cause to believe discrimination occurred. The investigation may include:
- Requesting information from both parties
- Interviewing witnesses
- Reviewing relevant documents
- Conducting site visits (if necessary)
Step 3: Determination
After investigation, the commissioner issues a determination:
- Probable Cause: If probable cause is found, the case proceeds to conciliation or hearing
- No Probable Cause: If no probable cause is found, the case is dismissed
Step 4: Conciliation or Hearing
If probable cause is found, the parties may attempt conciliation. If conciliation fails or is not attempted, the case may proceed to a contested case hearing before an administrative law judge.
Step 5: Final Order
The commissioner may issue orders including:
- Cease and desist directives
- Requiring hiring, reinstatement, or upgrading
- Back pay or other compensation
- Other affirmative relief
Source: Minnesota Statutes §§ 363A.28-363A.33 Available at: https://www.revisor.mn.gov/statutes/cite/363a
Timeline:
Investigation periods vary based on case complexity. According to MDHR, most investigations are completed within 180-365 days, though complex cases may take longer.
Contact Information:
Minnesota Department of Human Rights Freeman Building 625 Robert Street North St. Paul, MN 55155
Phone: 651-539-1100 or 800-657-3704 TTY: 711 (Minnesota Relay) Email: Info.MDHR@state.mn.us Website: https://mn.gov/mdhr/ Hours: Monday-Friday, 8:00 AM – 4:30 PM (Central Time)
IMPORTANT CHANGE (Effective October 1, 2025):
“Beginning October 1, 2025, Minnesotans who believe they were discriminated against in the workplace and would like to also preserve any rights they may have under federal law, must separately and independently file with the U.S. Equal Employment Opportunity Commission.”
Source: Minnesota Department of Human Rights Available at: https://mn.gov/mdhr/
This means filing with MDHR alone does NOT automatically preserve federal rights with the EEOC. Individuals must file with BOTH agencies to preserve both state and federal claims.
5.2 U.S. Equal Employment Opportunity Commission (Federal)
Filing Deadline:
180 days from the date of the alleged discriminatory act (general federal deadline)
OR
300 days in states with a Fair Employment Practice Agency (Minnesota qualifies because of MDHR)
CRITICAL: As of October 1, 2025, filing with MDHR does NOT automatically create a dual filing with the EEOC. Individuals must file separately with EEOC to preserve federal rights.
EEOC Office Serving Minnesota:
Minneapolis Area Office (District Office) Towle Building 330 South Second Avenue, Suite 430 Minneapolis, MN 55401-2224
Phone: 1-800-669-4000 TTY: 1-800-669-6820 ASL Video Phone: 844-234-5122 Website: https://www.eeoc.gov/field-office/minneapolis/location
How to File:
1. Online (Preferred): Submit through the EEOC Public Portal at https://publicportal.eeoc.gov/
2. By Phone: Call 1-800-669-4000 to speak with an EEOC representative TTY: 1-800-669-6820
3. By Mail: Mail inquiry or charge information to the Minneapolis Area Office address above
4. In Person: Visit the Minneapolis Area Office by appointment Schedule through the main phone line
Official Process:
Step 1: Inquiry or Charge Filing
Contact EEOC to file a charge of discrimination. EEOC staff will conduct an intake interview and help complete the charge form.
Step 2: Charge Processing and Investigation
EEOC notifies the employer of the charge and conducts an investigation, which may include:
- Requesting position statements from the employer
- Requesting documents from both parties
- Conducting interviews
- Performing on-site visits
Step 3: Determination
EEOC issues one of the following determinations:
- Cause Finding: EEOC finds reasonable cause to believe discrimination occurred
- No Cause Finding: EEOC finds no reasonable cause
- Dismissal and Notice of Rights: Case is administratively closed with right to sue
Step 4: Conciliation (if cause is found)
If cause is found, EEOC attempts to reach voluntary settlement through conciliation.
Step 5: Litigation or Right to Sue
If conciliation fails, EEOC may file a lawsuit on the charging party’s behalf, or issue a “Notice of Right to Sue” allowing the charging party to file a private lawsuit in federal court within 90 days.
Source: EEOC Charge Handling Procedures Available at: https://www.eeoc.gov/federal-sector/overview-federal-sector-eeo-complaint-process
Timeline:
EEOC investigations typically take 180-365 days, though timing varies by case complexity and office workload.
EEOC Contact Information:
Minneapolis Area Office 330 South Second Avenue, Suite 430 Minneapolis, MN 55401-2224 Phone: 1-800-669-4000 (Monday-Friday, 8:00 AM – 8:00 PM ET) Website: https://www.eeoc.gov/
Published Official Documents
6.1 Minnesota State Employee Telework Policy Documents
PRIMARY POLICY DOCUMENT:
Document: HR/LR Policy #1422 Telework Published by: Minnesota Management and Budget, Enterprise Employee Resources Effective Date: June 1, 2025 Date Last Revised: March 26, 2025 Summary: Establishes that state agency employees may telework up to 50% of scheduled workdays each month at discretion of appointing authority, with exceptions for employees living more than 50 miles from principal work location and for reasonable accommodations. Link: https://mn.gov/mmb-stat/policies/1422-telework.pdf Format: PDF Pages: Multiple pages
SUPPLEMENTARY GUIDANCE:
Document: Telework Frequently Asked Questions (HR/LR Memo # 2025-1) Published by: Minnesota Management and Budget, Enterprise Employee Resources Date Issued: March 26, 2025 Date Revised: April 28, 2025 Summary: Provides answers to common questions about telework policy implementation including measurement periods, leave impacts, reasonable accommodations, distance calculations, and schedule flexibility. Link: https://mn.gov/mmb-stat/policies/1422-telework-memo.pdf Format: PDF
REQUIRED FORMS:
Document: Telework Schedule and Acknowledgment Form Published by: Minnesota Management and Budget Date: April 2025 Summary: Form required for all teleworking state employees documenting telework schedule, acknowledgment of responsibilities, equipment needs, and agreement to policy terms. Link: https://mn.gov/mmb-stat/policies/telework-schedule-and-acknowledgement-form.pdf Format: PDF
ADDITIONAL RESOURCES:
Document: Supervisor Telework Considerations Published by: Minnesota Management and Budget Summary: Guidance for supervisors on managing telework arrangements, evaluating business needs, and implementing agency-specific schedules. Link: Available through https://mn.gov/mmb/employee-relations/laws-policies-and-rules/statewide-hr-policies/
All documents available at: https://mn.gov/mmb-stat/policies/
6.2 Governor’s Announcements
PUBLIC ANNOUNCEMENT:
According to multiple news sources, Governor Tim Walz announced the telework policy change on March 25, 2025.
From the Governor’s statement as reported:
“This approach balances the flexibility of telework with the workplace advantages of being in office. Having more state employees in the office means that collaboration can happen more quickly and state agencies can build strong organizational cultures more easily.”
Note: The specific executive order or formal announcement document has not been published as a standalone executive order. The policy was implemented through Minnesota Management and Budget’s HR/LR policy system.
Policy Implementation Timeline:
- March 25, 2025: Governor Walz announced policy change
- March 26, 2025: HR/LR Policy #1422 issued/revised
- April 28, 2025: Telework FAQ revised with additional guidance
- June 1, 2025: Policy effective date
- September 2, 2025: Extended deadline for agencies with space constraints
Policy Adjustments:
The policy was adjusted after initial announcement:
- Original exception: Employees living more than 75 miles from work location
- Revised exception (announced April 2025): Employees living more than 50 miles from work location
Source: Minnesota Public Radio reporting and official policy documents MMB Policy: https://mn.gov/mmb-stat/policies/
6.3 Legislative Research
Legislature Website Search Conducted: January 5, 2026 Website: https://www.revisor.mn.gov/statutes/ Search Terms: “return to office,” “remote work mandate,” “telework requirements,” “work from home”
Result: No Minnesota statutes enacted by the Legislature specifically addressing private sector return to office mandates or remote work requirements.
Minnesota Statutes Relevant to Employment:
- Chapter 181: Employment regulations (wage payment, personnel records, etc.)
- Chapter 363A: Minnesota Human Rights Act
- Chapter 179A: Public Employment Labor Relations Act
- Chapter 43A: State Employment (state employee regulations)
Available at: https://www.revisor.mn.gov/statutes/
Pending Legislation:
As of January 5, 2026, no bills specifically addressing private sector return to office mandates have been identified in the 2026 legislative session.
To Monitor: Minnesota Legislature website at https://www.leg.mn.gov/ Bill Search: https://www.leg.mn.gov/bills
6.4 Minnesota Department of Labor and Industry Publications
The Minnesota Department of Labor and Industry has not published specific guidance documents regarding return to office mandates or telework requirements for private sector employers.
General Employment Law Resources:
Employment Rights Information: Website: https://www.dli.mn.gov/workers/ Topics Covered: Minimum wage, overtime, earned sick and safe time, payment of wages, breaks, workplace safety
Employer Information: Website: https://www.dli.mn.gov/business/employment-practices/ Topics Covered: Employment law compliance, wage and hour requirements, workplace safety, posting requirements
Labor Standards Contact: Phone: 651-284-5005 or 800-342-5354 Email: dli.laborstandards@state.mn.us
Note: DLI provides information about statutory employment requirements but does not regulate general employment policies such as return to office or telework arrangements for private employers.
6.5 Minnesota Department of Human Rights Publications
Fact Sheets and Guides:
The Minnesota Department of Human Rights provides fact sheets about the Minnesota Human Rights Act and protected classes.
Available Topics:
- Employment discrimination
- Disability accommodation
- Filing a charge of discrimination
- Minnesota Human Rights Act overview
Available at: https://mn.gov/mdhr/yourrights/ Note: Multiple language translations available
Filing Information: Charge Filing Guide: https://mn.gov/mdhr/intake/
MDHR Educational Resources: Website: https://mn.gov/mdhr/education-outreach/
The MDHR has not published specific guidance on return to office policies, but provides general information about disability accommodation requirements that may apply to telework requests.
Resources & Contacts
8.1 Government Agency Directory
Minnesota Management and Budget (MMB)
Official Website: https://mn.gov/mmb/
Telephone: 651-201-8000
Address: 400 Centennial Office Building, 658 Cedar Street, St. Paul, MN 55155
Function: Develops HR/LR policies for state employees including telework policy; does not regulate private sector employment
Minnesota Department of Labor and Industry (DLI)
Official Website: https://www.dli.mn.gov/
Telephone: 651-284-5005 or 800-342-5354
Labor Standards: dli.laborstandards@state.mn.us
Address: 443 Lafayette Road North, St. Paul, MN 55155
Function: Enforces Minnesota wage and hour laws, workplace safety, earned sick and safe time, and other employment standards
Minnesota Department of Human Rights (MDHR)
Official Website: https://mn.gov/mdhr/
Telephone: 651-539-1100 or 800-657-3704
TTY: 711 (Minnesota Relay)
Email: Info.MDHR@state.mn.us
Address: Freeman Building, 625 Robert Street North, St. Paul, MN 55155
Function: Investigates charges of discrimination under Minnesota Human Rights Act; enforces civil rights laws
U.S. Equal Employment Opportunity Commission (EEOC)
Official Website: https://www.eeoc.gov/
Telephone: 1-800-669-4000
TTY: 1-800-669-6820
Minneapolis Area Office: 330 South Second Avenue, Suite 430, Minneapolis, MN 55401-2224
Function: Investigates federal employment discrimination charges; enforces ADA, Title VII, and other federal employment laws
Union Representation (State Employees)
Minnesota state employees may be represented by collective bargaining units. State employees with union representation should consult their union representative for information about telework policy implementation and employee rights under collective bargaining agreements.
8.2 Key Publications and Legal References
Minnesota Statutes and Laws:
Minnesota Statutes: https://www.revisor.mn.gov/statutes/
Minnesota Human Rights Act (Chapter 363A): https://www.revisor.mn.gov/statutes/cite/363a
Minnesota Labor and Industry Laws (Chapter 181): https://www.revisor.mn.gov/statutes/cite/181
Bill Tracking: https://www.leg.mn.gov/bills
Federal Laws and Guidance:
Americans with Disabilities Act: https://www.ada.gov/
EEOC Laws and Regulations: https://www.eeoc.gov/laws/
EEOC Guidance on Reasonable Accommodation: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
Title VII of the Civil Rights Act: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
State Employee Policy Documents:
HR/LR Policy #1422 Telework: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Telework FAQ: https://mn.gov/mmb-stat/policies/1422-telework-memo.pdf
All MMB HR/LR Policies: https://mn.gov/mmb/employee-relations/laws-policies-and-rules/statewide-hr-policies/
Telework Schedule Form: https://mn.gov/mmb-stat/policies/telework-schedule-and-acknowledgement-form.pdf
Minnesota Department of Labor and Industry Resources:
Employment Law Information: https://www.dli.mn.gov/business/employment-practices/
Worker Rights: https://www.dli.mn.gov/workers/
Earned Sick and Safe Time: https://www.dli.mn.gov/business/employment-practices/earned-sick-and-safe-time
Minnesota Department of Human Rights Resources:
Your Civil Rights: https://mn.gov/mdhr/yourrights/
Filing a Charge: https://mn.gov/mdhr/intake/
Fact Sheets: Available at https://mn.gov/mdhr/ (multiple languages)
8.3 Additional Information Resources
Legal Referral Services:
The Minnesota State Bar Association operates a lawyer referral service. Contact information is available through online search or directory assistance.
Minnesota Courts:
Website: https://www.mncourts.gov/
Function: Court information, legal forms, self-help resources
U.S. Department of Labor:
Website: https://www.dol.gov/
Information: Federal employment laws, wage and hour standards, FMLA
Additional Accommodation Resources:
Information about the Americans with Disabilities Act and workplace accommodations is available through the U.S. Equal Employment Opportunity Commission at https://www.eeoc.gov/ and the ADA.gov website at https://www.ada.gov/.
Frequently Asked Questions - RTO mandate Minnesota
What is Minnesota’s return to office mandate?
Minnesota’s return to office mandate refers to the telework policy implemented by Governor Tim Walz effective June 1, 2025, requiring Minnesota state government employees in the executive branch to work in-person at their permanent or principal work location at least 50% of their scheduled workdays each month. The policy was issued through HR/LR Policy #1422 by Minnesota Management and Budget.
Key details of the mandate include a 50% in-office requirement measured monthly, an exception for employees living more than 50 miles from their work location, separate consideration of reasonable accommodation requests, and application to executive branch agencies including Minnesota State Retirement System, Public Employees Retirement Association, and Teachers Retirement Association.
Source: HR/LR Policy #1422 Telework, Minnesota Management and Budget Effective: June 1, 2025 Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Does Minnesota’s return to office mandate apply to private employers?
No. Minnesota’s return to office mandate applies ONLY to Minnesota state government employees in the executive branch. It does NOT apply to private sector employers or their employees.
Private sector employers in Minnesota are not required by state law to implement any specific return to office policy, permit telework, or restrict telework. Private sector employment in Minnesota generally follows the at-will employment doctrine unless modified by employment contracts, collective bargaining agreements, or specific statutory protections against discrimination and retaliation.
Private employers may implement their own workplace policies including return to office requirements, subject to applicable employment laws including anti-discrimination statutes and reasonable accommodation requirements under the Minnesota Human Rights Act and Americans with Disabilities Act.
Source: HR/LR Policy #1422 Telework scope; Minnesota at-will employment framework Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Can my employer force me back to the office in Minnesota?
For private sector employees, Minnesota follows the at-will employment doctrine. This means employers generally have the right to change workplace policies, including requiring employees to work in-office, unless limited by employment contracts, collective bargaining agreements, or specific legal protections.
However, employers must comply with anti-discrimination laws and reasonable accommodation requirements. If you have a disability that limits your ability to work in the office, you may be entitled to a reasonable accommodation such as continued telework, if it does not create undue hardship for the employer.
Exceptions where employers cannot unilaterally change work location requirements include employees with written employment contracts specifying remote work, union employees protected by collective bargaining agreements containing telework provisions, employees entitled to reasonable accommodation under disability laws, and employees whose work location change would violate anti-discrimination or anti-retaliation laws.
Source: Minnesota at-will employment doctrine; Minnesota Statutes Chapter 363A; 42 U.S.C. § 12101 et seq. Available at: https://www.revisor.mn.gov/statutes/cite/363a and https://www.ada.gov/
For state employees, the telework policy allows up to 50% telework at agency discretion with exceptions for distance and reasonable accommodations.
What are my accommodation rights under Minnesota law?
Under the Minnesota Human Rights Act, employers with one or more employees must provide reasonable accommodations to employees with disabilities unless doing so would create undue hardship. Under federal law (ADA), employers with 15 or more employees have the same obligation.
Minnesota Statutes § 363A.03 defines disability broadly to include physical, sensory, or mental impairments that materially limit major life activities, having a record of such impairment, being regarded as having such impairment, or having episodic or remission-based impairments.
To request an accommodation, notify your employer that you need an adjustment or change at work for a medical reason. You do not need to use legal terminology. The employer may request medical documentation if the disability and need are not obvious. The employer must engage in an interactive process to identify effective accommodations.
Reasonable accommodations related to return to office requirements may include modified work schedules, continued telework or hybrid arrangements if feasible, modified commute times, parking accommodations, and other adjustments based on individual needs and job requirements.
Source: Minnesota Statutes § 363A.03; 42 U.S.C. § 12111-12117 Available at: https://www.revisor.mn.gov/statutes/cite/363a.03 and https://www.eeoc.gov/
How do I file a discrimination complaint in Minnesota?
To file a discrimination complaint in Minnesota, you have three options.
Option 1 – Minnesota Department of Human Rights (State):
File online at https://mn.gov/mdhr/intake/, by phone at 651-539-1100 or 800-657-3704, by mail to Minnesota Department of Human Rights, 625 Robert Street North, St. Paul, MN 55155, or in person at the same address. Deadline is one year from the discriminatory act.
Option 2 – U.S. Equal Employment Opportunity Commission (Federal):
File online at https://publicportal.eeoc.gov/, by phone at 1-800-669-4000, by mail to Minneapolis Area Office at 330 South Second Avenue, Suite 430, Minneapolis, MN 55401, or in person by appointment. Deadline is 300 days from the discriminatory act (in Minnesota).
Option 3 – Both Agencies (Recommended):
As of October 1, 2025, filing with only one agency does NOT automatically preserve rights with the other. To preserve both state and federal rights, file separately with both MDHR and EEOC.
Source: Minnesota Statutes § 363A.28; EEOC filing procedures Available at: https://mn.gov/mdhr/ and https://www.eeoc.gov/
What to expect: Investigation lasting 180-365 days typically, opportunity for conciliation or settlement, possible hearing if probable cause is found, and potential remedies including back pay, reinstatement, or other relief.
Can I request remote work as a reasonable accommodation?
Yes, you can request remote work or telework as a reasonable accommodation for a disability. However, whether the accommodation must be granted depends on several factors.
The ADA and Minnesota Human Rights Act require employers to provide effective reasonable accommodations unless doing so would cause undue hardship. Telework may be a reasonable accommodation if you can perform the essential functions of your job remotely and if providing telework would not create undue hardship for the employer.
Factors considered include whether essential job functions can be performed remotely, whether the employer has technology and infrastructure to support telework, whether the employer has allowed others to telework, whether in-person presence is essential to the position, and whether telework would impose undue hardship on operations.
The employer is not required to provide your preferred accommodation if an alternative effective accommodation exists. The employer must engage in an interactive process to identify feasible accommodations.
To request: Inform your employer you need an accommodation for a medical reason. Provide medical documentation if requested. Participate in the interactive process. Be open to alternative accommodations if the employer proposes effective alternatives.
Source: EEOC Enforcement Guidance on Reasonable Accommodation; Minnesota Statutes Chapter 363A Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
What is Minnesota’s Human Rights Act?
The Minnesota Human Rights Act (MHRA) is Minnesota’s comprehensive civil rights law, enacted in 1967 and codified in Minnesota Statutes Chapter 363A. It is enforced by the Minnesota Department of Human Rights and is considered one of the strongest civil rights laws in the country.
The Act prohibits discrimination in employment, housing, public accommodations, public services, education, and credit based on protected classes including race, color, creed, religion, national origin, sex (including pregnancy, sexual orientation, gender identity), marital status, disability, status with regard to public assistance, sexual orientation, age, and familial status (in housing).
For employment, the MHRA covers employers with one or more employees for disability discrimination and most other discrimination claims. The Act provides broader protections than federal law in several areas including covering smaller employers, protecting additional classes like public assistance status and marital status, and providing longer filing deadlines (one year versus federal deadlines).
Enforcement involves filing a charge with the Minnesota Department of Human Rights within one year of the discriminatory act, followed by investigation and possible conciliation or hearing.
Source: Minnesota Statutes Chapter 363A Enforced by: Minnesota Department of Human Rights Available at: https://www.revisor.mn.gov/statutes/cite/363a MDHR Website: https://mn.gov/mdhr/
Where do I file an EEOC complaint in Minnesota?
To file an EEOC complaint in Minnesota, contact or visit the Minneapolis Area Office, which is the EEOC district office serving Minnesota.
Minneapolis Area Office: Towle Building, 330 South Second Avenue, Suite 430, Minneapolis, MN 55401-2224
Phone: 1-800-669-4000 (Monday-Friday, 8:00 AM – 8:00 PM Eastern Time)
TTY: 1-800-669-6820
ASL Video Phone: 844-234-5122
Filing Methods:
Online filing (preferred) through EEOC Public Portal at https://publicportal.eeoc.gov/. Phone filing by calling the main number and speaking with intake staff. Mail filing by sending charge information to the Minneapolis office address. In-person filing by scheduling an appointment through the main phone number.
Deadlines: 180 days from discriminatory act (general federal deadline) or 300 days in Minnesota (extended deadline because Minnesota has a fair employment practice agency).
IMPORTANT: As of October 1, 2025, filing with Minnesota Department of Human Rights does NOT automatically create an EEOC filing. File separately with both agencies to preserve all rights.
Source: EEOC field office information Available at: https://www.eeoc.gov/field-office/minneapolis/location
What is at-will employment in Minnesota?
At-will employment is the default employment relationship in Minnesota, meaning either the employer or employee can terminate the employment relationship at any time, for any lawful reason or no reason at all, with or without notice.
Under at-will employment, employers can change terms and conditions of employment including work location, schedule, duties, and compensation, unless limited by contracts or legal protections. Employees can also resign at any time without legal penalty.
However, at-will employment has important limitations. Employers cannot terminate or change employment terms for illegal reasons including discrimination based on protected classes (race, sex, religion, disability, age, etc.), retaliation for exercising legal rights (filing workers’ compensation claims, reporting illegal activity, etc.), violation of public policy, or breach of implied contract or covenant of good faith.
Exceptions to at-will employment: Employment contracts specifying duration or terms, collective bargaining agreements, implied contracts from employer handbooks or policies, statutory protections under Minnesota Human Rights Act and federal employment laws, and public policy protections recognized by Minnesota courts.
Source: Minnesota common law employment doctrine Reference: Minnesota Department of Labor and Industry Available at: https://www.dli.mn.gov/
What is the difference between state employee and private sector return to office requirements in Minnesota?
Minnesota state employees and private sector employees face different return to office requirements.
State Employees (Executive Branch):
Governed by HR/LR Policy #1422 Telework effective June 1, 2025. Must work in-office at least 50% of scheduled workdays each month. Exception for employees living more than 50 miles from work location. Reasonable accommodation requests reviewed separately. Policy applies to executive branch agencies, retirement systems. Implemented through Minnesota Management and Budget, not by legislation.
Private Sector Employees:
Not subject to any state-mandated return to office policy. Employer policies vary by company and are at employer discretion. Governed by at-will employment unless modified by contract or collective bargaining agreement. Must comply with anti-discrimination and accommodation laws. No state requirement to offer telework or limit in-office requirements.
Common Requirements for Both:
Both must comply with Minnesota Human Rights Act and Americans with Disabilities Act. Reasonable accommodation requirements apply equally. Anti-discrimination and anti-retaliation protections apply. Interactive process required for accommodation requests.
Source: HR/LR Policy #1422 Telework; Minnesota at-will employment framework Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
When did Minnesota’s return to office policy take effect?
Minnesota’s return to office policy for state employees took effect on June 1, 2025.
Governor Tim Walz announced the policy on March 25, 2025. Minnesota Management and Budget issued HR/LR Policy #1422 Telework on March 26, 2025. The Telework FAQ was revised on April 28, 2025 with additional guidance. The 50-mile distance exception (revised from 75 miles) was announced in April 2025. The effective date was June 1, 2025 for most agencies, with some agencies with space constraints receiving extensions until September 2, 2025.
Key Dates:
- March 25, 2025: Policy announced
- March 26, 2025: Policy document issued
- April 2025: Distance exception adjusted to 50 miles
- June 1, 2025: Policy effective date
- September 2, 2025: Extended deadline for some agencies
Source: HR/LR Policy #1422 Telework; Multiple news sources Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf
Are there exceptions to Minnesota’s state employee return to office requirement?
Yes, several exceptions exist to the 50% in-office requirement for Minnesota state employees.
Exception 1 – Distance-Based: Employees living more than 50 miles from their permanent or principal work location may be eligible to telework more than 50% based on business need and with appointing authority approval. Distance measured door-to-door by shortest road distance.
Exception 2 – Reasonable Accommodations: ADA reasonable accommodation requests related to telework location are reviewed case-by-case and excluded from the general policy. Employees with disabilities may request continued telework as an accommodation.
Exception 3 – Business Need: Agency discretion to approve or deny telework based on business needs. Some positions may not be eligible for telework based on job requirements.
Exception 4 – Agency-Specific Extensions: Agencies with space constraints received extensions until September 2, 2025 to achieve compliance.
Exception 5 – Travel Status: Time in travel status for work does not count toward in-office requirement but is separate from telework calculation.
How determined: Distance measured using shortest road route from employee’s home to work location. Appointing authority (agency leadership) makes final approval decisions. Reasonable accommodations evaluated through interactive process with agency ADA coordinator.
Source: HR/LR Policy #1422 Telework; Telework FAQ Available at: https://mn.gov/mmb-stat/policies/1422-telework.pdf and https://mn.gov/mmb-stat/policies/1422-telework-memo.pdf
How do I monitor changes to Minnesota employment law?
To stay informed about changes to Minnesota employment law and policies, use these official resources.
Minnesota Legislature: Bill Search: https://www.leg.mn.gov/bills Statutes: https://www.revisor.mn.gov/statutes/ Session Information: https://www.leg.mn.gov/
Monitor proposed legislation during legislative sessions (typically January through May). Review enacted laws after each session. Subscribe to legislative updates if available through the Legislature website.
Minnesota Management and Budget (for state employees): HR/LR Policies: https://mn.gov/mmb-stat/policies/ Check for policy updates: Review the HR/LR policies page periodically for revisions
Minnesota Department of Labor and Industry: Website: https://www.dli.mn.gov/ News and Updates: Check the DLI website for regulatory changes and new guidance
Minnesota Department of Human Rights: Website: https://mn.gov/mdhr/ Subscribe: Sign up for MDHR updates if newsletter is available
U.S. Equal Employment Opportunity Commission: National Website: https://www.eeoc.gov/ Laws and Guidance: https://www.eeoc.gov/laws/guidance Monitor federal changes: Review EEOC technical assistance documents and enforcement guidance
Governor’s Office: Executive Orders: https://mn.gov/governor/ Press Releases: Check governor’s newsroom for policy announcements
For legal analysis and interpretation of how laws apply to specific situations, consult a licensed Minnesota employment attorney.
What if I need legal advice about my employment situation?
The information provided in this guide is factual compilation from official sources and is NOT legal advice. For advice about your specific employment situation, you must consult a licensed attorney.
Finding an Attorney:
The Minnesota State Bar Association operates a lawyer referral service that can provide referrals to employment attorneys. Contact information is available through online search or directory assistance.
Legal aid organizations exist for those who qualify based on income. Information about legal aid services in Minnesota can be found through the Minnesota Judicial Branch website or by contacting local county legal services.
Government Agencies (for information, not legal advice):
Minnesota Department of Labor and Industry: 651-284-5005 or 800-342-5354
Minnesota Department of Human Rights: 651-539-1100 or 800-657-3704
EEOC: 1-800-669-4000
What government agencies provide: Factual information about laws and regulations, complaint filing processes and procedures, investigation of charges, enforcement actions when violations are found.
What government agencies do NOT provide: Legal advice about your specific situation, representation in employment disputes, interpretation of how laws apply to particular facts, legal strategy or recommendations.