What Minnesota's New Pay Transparency Law Means for Your Business

Starting January 1, 2025, Minnesota employers will be required to include salary ranges in all job postings. This is a big shift for small businesses—and a great opportunity to build trust and stay compliant. If your business has 30 or more employees, this law applies to you.

🧾 What the Law Requires

Under the new Minnesota pay transparency law:

• Employers with 30+ employees must disclose:

  • Salary range or hourly wage in job postings

  • A general description of benefits and other compensation (e.g., bonuses, commissions)

• Applies to:

  • All job postings hiring into or within Minnesota

  • Internal and external postings (even recruiter listings)

• The range must be in good faith—based on what the employer honestly expects to pay

🔍 Why It Matters

This law is designed to:

• Promote pay equity

• Reduce wage gaps

• Give job seekers more information to make confident decisions

But for employers, it’s also about staying compliant, competitive, and credible.

⚠️ What Happens If You Don’t Comply?

• The Minnesota Department of Labor and Industry may issue warnings or fines

• It may also damage your reputation with job seekers, especially in a competitive hiring market

✅ What You Should Do Now

1. Review All Job DescriptionsMake sure every posting includes a salary range that reflects your actual compensation plan.

2. Define Your Pay BandsIf you don’t already have structured pay ranges, now’s the time to create them.

3. Train Hiring ManagersEnsure your team understands the importance of consistent, accurate pay transparency.

4. Update Templates and RecruitersInclude standard language about benefits and pay in your job posting templates—and ensure recruiters do the same.

🛠 People Solutions Hub Can Help

We work with small and mid-sized businesses across Minnesota to:

• Build and document fair, market-aligned pay structures

• Update job descriptions and posting templates

• Create compliant hiring workflows

• Coach managers on transparent compensation conversations

Be Proactive—Not Reactive

The new law is in effect as of January 1, 2025, by taking action now you are not only compliant but it means fewer disruptions—and more confidence in your hiring process.

📧 Email: psolutionshub@gmail.com