As a reminder for all Minnesota employers, the statewide minimum wage will increase from $11.13 to $11.41 per hour on January 1, 2026, reflecting a 2.5% inflation adjustment. The 90-day training wage for employees under age 20 will also increase, from $9.08 to $9.31 per hour.
Please note:
- Minneapolis and St. Paul have local ordinances requiring higher minimum wages. For example, large employers in both cities currently pay $15.97 per hour, and these rates will also be adjusted for inflation, but have not yet been announced.
- Employers must update workplace posters with the new rates. The updated poster will be available for download this fall from the state website.
- Employers are required to provide written notice to employees of any change in pay before it takes effect, in compliance with Minnesota’s wage notice law (see Employee Wage Notice below).
For additional information:
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Minnesota PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
