Update Applicable to:	Effective Date
All Employers in Minneapolis Regardless of Size	August 1, 2025

What happened?

On May 12, 2025, the City of Minneapolis passed Ordinance 2025-022, significantly expanding its anti-discrimination law. The ordinance applies to all employers operating in Minneapolis or employing individuals who work in the city.

Overview:

Minneapolis Expands Anti-Discrimination Protections: 3 new classes are being added, and some clarifications were made to existing class protection requirements:  

New Protected Classes:

(I) Justice-impacted status (criminal history, including arrests, charges, convictions, incarceration, or probation): Employers may only take adverse action based on criminal history if it directly affects the person’s ability to do the job.

• They must consider:
  
  • Whether there was a conviction
  • Time since the offense
  • Nature and seriousness of the crime
  • Age at the time
  • Rehabilitation efforts
  • Risk to safety or property

• Exceptions apply for roles governed by state or federal law, such as those involving children or law enforcement.

(II) Housing status (whether a person has a stable residence)

(III) Height and weight (both actual measurements and perceived traits)

• Employers may consider an individual’s height or weight in employment decisions if:
  • It is required by federal, state, or local law.
  • The individual’s height or weight prevents them from performing essential job functions, and:
    • No reasonable accommodation can be provided without:
      • Causing undue hardship for the employer.
      • Fundamentally altering the nature of the job or services.
      • Or posing a direct threat to health or safety.

As a result of this new law, the protected classes in the city of Minneapolis, are as follows: race, color, creed, religion, ancestry, national origin, sex, sexual orientation, familial status, gender identity, disability, age, marital status, height and weight, or any combination thereof. 

Clarifications:

• Pregnancy accommodation: Employers cannot deny opportunities or force leave due to pregnancy-related limitations if reasonable accommodation is possible.

• Religious accommodation: Must be provided unless they cause significant difficulty or expense.

• Expanded definitions:
  • Race now includes traits like hair texture and protective hairstyles.
  • Familial status includes caregivers for individuals unable to care for themselves.
  • Disability includes conditions that are episodic or in remission.

Complaint Process: The ordinance updates how complaints are managed by the Minneapolis Department of Civil Rights, including a new appeals process and limits on when cases can be dismissed.

For additional information, please read the amendments to the Ordinance below.

Source References

• Minneapolis City Ordinance 2025-022

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