RULE Minnesota | Category Rules | Official Guidelines

[StateGigs]

Welcome to the Minnesota category. This section is designed for listings and discussions related to:

• FOR HIRE – Individuals or businesses offering their services
• HIRING – Employers looking to fill positions
• SERVICES – Professional, trade, or local service offerings
• LOCAL EVENT – Community gatherings, announcements, and public events

All posts, replies, and content shared within this category must strictly comply with:

1. Applicable Minnesota State Laws
2. Minnesota Labor & Employment Regulations
3. Minnesota Business & Commerce Codes
4. Google's Content & User-Contributed Policies

Our Commitment to Compliance​

We take legal and policy compliance seriously. Our platform is committed to operating in full accordance with Minnesota state regulations, Minnesota labor laws, and Google's community standards. Minnesota has a comprehensive legal framework governing employment, business practices, and public postings, and we are dedicated to upholding them.

While we strive to keep our rules and references as accurate and up-to-date as possible, please note that laws and policies can change. The information and links provided here serve as our primary guidance and roadmap, but they may not reflect the absolute latest amendments.

We believe in transparency and accountability – for both our users and our team.

Official References​

To ensure clarity and eliminate excuses like "I didn't know" or "I couldn't find it," we strongly encourage all users to review the official sources directly:

Reference	Official Link
Minnesota Department of Labor and Industry (DLI)	https://www.dli.mn.gov/
Minnesota Minimum Wage Information	https://www.dli.mn.gov/minwage
Minnesota Earned Sick and Safe Time (ESST)	https://www.dli.mn.gov/sick-leave
Minnesota Paid Leave	https://www.mnpaidleave.com/
Minnesota Office of the Revisor of Statutes	https://www.revisor.mn.gov/statutes/
Google User-Contributed Content Policy	https://support.google.com/googleshopping/answer/10012515
Google Terms of Service	https://policies.google.com/terms

These are the foundational documents we use to evaluate content and enforce our rules.

Minnesota Labor & Employment Laws – What You Need to Know​

Minnesota law sets clear standards for employers, workers, and service providers. All hiring and service posts must comply with the following:

• Minimum Wage: Effective January 1, 2026, Minnesota's minimum wage was adjusted for inflation to $11.41 per hour for all employers in the state. This represents a 2.5% increase from the 2025 rate of $11.13 and applies to all hours worked, whether part time or full time. The 90-day training wage for workers under age 20 increased to $9.31 per hour. The state minimum wage is higher than the federal minimum wage, so employees covered by both laws must be paid the higher state rate.
• Tipped Employees: Minnesota does not permit a tip credit against the minimum wage. Tipped employees must receive the full minimum wage of $11.41 per hour before tips. Any tips earned by the employee are added on top of the hourly wage.
• Local Minimum Wages:The cities of Minneapolis and St. Paul have minimum wage ordinances that require significantly higher rates for work performed within those cities.
  • Minneapolis: Effective January 1, 2026, the minimum wage for all employers (large and small) is $16.37 per hour.
  • St. Paul: Effective January 1, 2026, macro and large employers must pay $16.37 per hour. Small employers will reach $16.37 on July 1, 2026. Micro employers are at $13.25 per hour as of July 1, 2025, increasing to $14.25 by July 2026 and $15 by July 2027, then indexed for inflation thereafter.
• Overtime Pay: Minnesota generally follows federal Fair Labor Standards Act (FLSA) requirements for overtime pay, requiring premium pay (one and one-half times the regular rate) after 40 hours in a workweek for most non-exempt employees. Minnesota's minimum salary threshold for exemption is subject to state-specific adjustments. Employers should consult the Minnesota Department of Labor and Industry for the current salary threshold and exemption criteria.
• Earned Sick and Safe Time (ESST):Minnesota's ESST law covers employers with at least one employee anticipated to work at least 80 hours in a year in the state. Employees accrue one hour of paid leave for every 30 hours worked, up to at least 48 hours per year. Accrual begins on the first day of employment with no waiting period. New rules took effect July 6, 2026, providing additional guidance on:
  • Accrual year designation and changes
  • "Good faith" eligibility determinations for the 80-hour threshold
  • Documentation requirements and suspected misuse procedures
  • Incentive programs and attendance-based bonuses
  • Indeterminate-length shift leave calculations
• Paid Leave Program: Minnesota's Paid Leave law took effect January 1, 2026, providing up to 20 weeks of paid leave for qualifying reasons. Employers are required to post a workplace poster and provide individual notice to employees about benefit availability. Employees can take up to 12 weeks of medical leave and up to 12 weeks of family leave within a 12-month period, with a combined maximum of 20 weeks.
• Child Labor Laws:Minnesota's Child Labor Standards Act (Chapter 181A) establishes strict regulations for minors under 18:
  • Under 14: Generally prohibited from employment except for limited exceptions (newspaper carriers, agricultural work with consent, actors/models, youth athletic referees).
  • 14-15 Years: May not work before 7:00 a.m. or after 9:00 p.m. Maximum 40 hours per week and 8 hours per day. Must obtain an employment certificate to work during school hours.
  • 16-17 Years: May not work later than 11:00 p.m. on evenings before school days or before 5:00 a.m. on school days (extended to 11:30 p.m. and 4:30 a.m. with parental consent).
  • Hazardous Occupations: Minors under 18 are prohibited from working in occupations determined by the Commissioner to be particularly hazardous, including construction, logging, mining, operating power-driven machinery, and other dangerous work.
  • Employers must comply with both Minnesota and federal child labor regulations, always following the stricter standard.
• Licensing Requirements: Many professions – including contractors, electricians, plumbers, cosmetologists, real estate agents, and others – require a valid license issued by the appropriate Minnesota licensing board or commission. Anyone posting professional services must verify they hold the appropriate license. All businesses operating in Minnesota must register with the Minnesota Secretary of State's office and comply with local city and county licensing requirements.
• Notice Requirements: Employers must display required labor law postings in a conspicuous location, including the state minimum wage poster, Earned Sick and Safe Time poster, Paid Leave poster, workers' compensation information, and anti-discrimination protections. Required posters are available at no cost from the Minnesota Department of Labor and Industry.

Enforcement & Penalties​

To maintain a safe, lawful, and respectful environment for everyone, we enforce the following:

• All posts and comments must comply with Minnesota state law, Minnesota labor regulations, Minnesota business codes, and Google policies.
• If a post or reply is reportedand found to be in violation, we will:
  1. Investigate promptly – Our team reviews every report in a timely manner.
  2. Take immediate action – Content that violates our rules will be removed, edited, or hidden without prior notice.
  3. Apply penalties– The responsible user will receive:
     • A formal warning or notification
     • Penalty points added to their account
     • Repeat or severe violations may result in temporary suspension or permanent ban from the platform.

We reserve the right to take action against any content we deem inappropriate, even if it is not explicitly listed in this guideline.

Note: While our moderation team strives for consistency, all enforcement actions and interpretations of these rules are at the sole discretion of StateGigs Administration. Our decisions are final.

User Responsibility​

By posting in this Minnesota category, you agree that:

• You have reviewed and understood the referenced laws and policies.
• You are solely responsible for the accuracy and legality of your content.
• You will not use ignorance of the rules as a defense if a violation occurs.
• If you are offering professional services, you hold any required Minnesota licenses and will provide proof upon request.

We are not legal experts, and this guidance is provided in good faith to help our community stay compliant. However, it is ultimately your responsibility to ensure your posts meet all current legal and policy requirements.

Questions or Concerns?​

If you're unsure whether your post complies, or if you need clarification on any rule, feel free to reach out to our moderation team before posting. We're here to help – but we're also here to enforce.

Disclaimer – Governing Law​

This platform and its operations are governed by the laws of the State of Delaware, regardless of the state-specific category in which content is posted. By using this site, you agree that any legal disputes or claims arising from your use of the platform shall be resolved exclusively under Delaware jurisdiction. While we strive to align our category rules with applicable local laws, our governing framework remains rooted in Delaware law, and all enforcement actions are taken accordingly.

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Thank you for being part of our community and for helping us keep this platform lawful, professional, and fair for everyone.

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StateGigs Administration