Minnesota

In Minnesota, various laws and programs are designed to support pregnant workers and new parents as they navigate the balance between work and family responsibilities. Below is an overview of these protections and resources:

Pregnancy and Work

Protection Against Pregnancy Discrimination

Under the federal Pregnancy Discrimination Act (PDA), employers with 15 or more employees are prohibited from discriminating against workers based on pregnancy, childbirth, or related medical conditions. This means that pregnant employees must be treated the same as other employees with similar abilities or limitations. For instance, if an employer provides accommodations like light-duty work for temporarily disabled employees, similar accommodations should be extended to pregnant employees.
Minnesota law also prohibits discrimination based on pregnancy. The Minnesota Human Rights Act (MHRA) protects employees from discrimination due to pregnancy, childbirth, or related conditions. Employers must treat pregnant employees the same as other employees with similar abilities or limitations.

Workplace Accommodations

The Pregnant Workers Fairness Act (PWFA) requires covered employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions unless doing so would impose an undue hardship on the operation of the business. Reasonable accommodations might include modifying work duties, providing ergonomic furniture, or allowing more frequent breaks. Learn more
Minnesota law also requires employers to provide reasonable accommodations to pregnant employees. These accommodations may include more frequent restroom breaks, seating, limits on lifting, and temporary transfer to less strenuous positions. Employers must provide these accommodations unless they can demonstrate that doing so would impose an undue hardship. Learn more

Workplace Safety for Pregnant Workers

Employers are obligated to maintain a safe working environment for all employees, including those who are pregnant. If a pregnant worker believes her job poses a risk to her health or that of her unborn child, she can request a workplace accommodation. Employers are required to provide reasonable accommodations unless it causes undue hardship.

Taking Time Off Work

Family and Medical Leave Act (FMLA)

Under federal law, eligible employees can take up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, including childbirth and caring for a newborn. Eligibility requirements include:
Employment with a covered employer (private-sector employers with 50 or more employees, public agencies, and public or private elementary or secondary schools).
Having worked for the employer for at least 12 months.
Accumulated at least 1,250 hours of service during the 12 months prior to the leave.

Pregnancy and Parental Leave
Minnesota law provides up to 12 weeks of unpaid leave during or following pregnancy. Employees are eligible for this leave regardless of the size of their employer and the amount of time for which they have worked for their employer. Pregnancy and parental leave may be taken for:
Incapacity due to pregnancy or related health conditions, Childbirth or adoption, Bonding time by a birthing or non-birthing parent after the birth or adoption of the child.
Additionally, Minnesota's Paid Leave law, which provides paid time off during or following a pregnancy, goes into effect on Jan. 1, 2026. Learn more

Returning to Work with a Baby

Break Time for Nursing Mothers

The PUMP for Nursing Mothers Act, enacted in 2022, requires employers to provide reasonable break time and a private, non-bathroom space for employees to express breast milk for up to one year after the child's birth. This federal law applies to most employees, including those in Minnesota.
Minnesota law also requires employers to provide reasonable break times each day to an employee who needs to express milk. The break times may run concurrently with any break times already provided to the employee. An employer shall not reduce an employee's compensation for time used for the purpose of expressing milk. Learn more

Parental Rights for Sick or Family Leave

If a child or family member has a serious health condition, eligible employees may qualify for unpaid leave under FMLA to provide care.

Workplace Protections for New Parents

Equal Pay: Minnesota law ensures that employees are entitled to equal pay for equal work, regardless of gender or parental status.

Employment Termination: Employers are prohibited from terminating or retaliating against employees for taking protected leave (e.g., FMLA) or requesting pregnancy-related accommodations.

Job Protection: FMLA guarantees that employees can return to their same or an equivalent position after taking parental leave.

Support for Parents in Minnesota

Childcare Assistance
The Minnesota Child Care Assistance Program (CCAP) helps families pay for child care so parents can work, go to school, or look for a job. It also helps ensure children are well cared for and prepared to enter school ready to learn.

Temporary Assistance for Needy Families (TANF)

The Minnesota Family Investment Program (MFIP) helps families with children meet their basic needs, while helping caregivers move to financial stability through work. Learn more