Minnesota Employment & Labor Law Update: Overview of 2026 Legislative Session for Employers

Divided government led to very little employment legislation during the recently ended 2026 Minnesota legislative session. The Democratic-Farmer-Labor (DFL) Party held a one-seat majority in the Minnesota Senate, while the Minnesota House was evenly divided, with Republicans and the DFL each holding 67 seats. With the even divide, no major new employment legislation passed both chambers, nor was any major employment legislation repealed.

‘Interactive Process’ Added to MHRA

The Legislature passed, and Governor Tim Walz signed, SF 3210, which adds paragraph (c) to Section 363A.02, subdivision 1, of the Minnesota Human Rights Act (MHRA). This paragraph states:

(c) Failure to engage in the process to determine if a reasonable accommodation exists that would allow people with disabilities as defined in section 363A.03, subdivision 12, to participate fully in employment, housing and real property, public accommodations, public services, and education may be an unfair discriminatory practice under this chapter.

The MHRA applies to Minnesota employers with one or more employees, although the MHRA’s duty to provide reasonable accommodation to disabled applicants and employees applies only if a Minnesota employer has 15 or more employees.

This new legislation codifies in the MHRA what is already required under the Americans with Disabilities Act (ADA). The ADA has long required employers to engage in the interactive process when employees assert a need for a reasonable accommodation due to a disability. For employers covered by the ADA’s duty of reasonable accommodation (15 or more employees), this new state mandate will not require much, if any, change to their current accommodation practices.

No Major Changes to Minnesota’s Earned Sick and Safe Time or Minnesota Paid Family and Medical Leave

The Legislature did not make any major changes to the statewide Earned Sick and Safe Time (ESST) or Minnesota Paid Family and Medical Leave (PFML) laws.

What Employers Should Do To Prepare

The close of the most recent legislative session will not require much, if any, change to employers’ current HR practices. The session’s amendment to the MHRA, requiring employers to engage in the interactive process with employees asserting the need for a reasonable accommodation due to a disability, simply requires most employers to do what they have already been doing. In this case, no news is good news.

For a primer on the interactive process or other employment or labor law related questions, Fredrikson’s Employment & Labor Law attorneys are available to help.

For more information or questions, contact Ingrid Culp or Peder Nestingen.