Pay transparency law in Minnesota: what employers must put in a job posting (2026)
Yes. Since January 1, 2025, employers with 30 or more employees at one or more Minnesota sites must include the starting salary range plus a general description of benefits and other compensation in every job posting. The range can't be open-ended.
The rule, in plain English
Minnesota's pay-transparency law took effect on January 1, 2025. It applies to employers with 30 or more employees at one or more sites in Minnesota.
- Starting salary range: the minimum-to-maximum salary or hourly compensation you expect to pay, based on a good-faith estimate at the time of posting. It cannot be open-ended (no "$50,000 and up"). If a role pays a fixed rate, list that rate.
- Benefits and other compensation: a general description of what you offer — additional compensation like commissions, bonuses, or stock options, plus health insurance and retirement plans.
Minnesota defines a job posting widely: any recruitment material that includes a job description and qualifications. That sweeps in social-media posts, flyers, and digital or printed ads — and listings placed by a third-party recruiter on your behalf. If it advertises the role, it needs the pay and benefits.
What happens if you don't
The pay-transparency statute doesn't spell out its own penalty. Instead, it's enforced under Chapter 181 of the Minnesota Statutes — an individual can bring a claim through the Department of Labor and Industry, or the Attorney General can act, and a violation can lead to compensatory damages and other relief, including injunctive relief. Confirm the current enforcement posture with MN DLI.
What to actually put in the job description
Minnesota wants the pay range and a benefits description together:
Starting salary range: $67,000–$89,000 per year.
Other compensation: annual bonus eligibility.
Benefits: medical, dental, and vision insurance; 401(k) match; paid time off.
For an hourly role, post the range — e.g., "$24–$30/hour."
Frequently asked questions
Does the Minnesota pay transparency law apply to small businesses?
It applies to employers with 30 or more employees at one or more Minnesota sites. Smaller employers aren't covered, though many post pay anyway.
Do I have to describe benefits too?
Yes. Along with the starting salary range, the posting must include a general description of benefits and other compensation, such as bonuses, commissions, health insurance, and retirement plans.
Can I post an open-ended salary like "$60,000+"?
No. Minnesota requires a good-faith minimum-to-maximum range. Open-ended figures don't comply. A single fixed rate is fine when the pay is fixed.
Does this cover social media posts and recruiter listings?
Yes. Minnesota's broad definition of "posting" includes social posts, flyers, and listings placed by third-party recruiters — all of them need the pay and benefits.
Generate a MN-compliant job description — free
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Write a compliant MN JD →This page is general information, not legal advice, and TranscendByDesign is not a law firm. Pay-transparency rules change and have nuances this summary doesn't cover. Confirm your obligations against the Minnesota Department of Labor and Industry's official guidance — dli.mn.gov — or with employment counsel, before posting.