New Rules Clarify Minnesota Earned Sick and Safe Time Statute

Short summary

Minnesota's Department of Labor and Industry adopted permanent rules effective July 6, 2026, clarifying the state's Earned Sick and Safe Time (ESST) statute across eligibility, accrual, usage, documentation, and misuse. Key provisions include the 80-hour annual work threshold for eligibility, default calendar-year accrual, restrictions on switching between accrual and frontloading methods, and detailed guidance on documentation requirements for suspected misuse. Employers with Minnesota workers should review their ESST policies and consult employment counsel to ensure full compliance.

• •New permanent ESST rules effective July 6, 2026 clarify eligibility (80 hrs/year), accrual defaults, frontloading, and usage procedures
• •Employers can deny goal-based incentives tied to ESST use only if employees on other leave types are treated identically
• •Documentation requirements for suspected misuse are now detailed, including specific patterns that trigger them

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