Pay equity is more than a talking point; it’s a right protected under both Minnesota and federal law. Yet many employees still face pay gaps based on gender and other factors. Here’s what you need to know about your rights, Minnesota law, and how to protect yourself if you suspect unfair pay practices.
Pay Disparities
Despite these protections, pay gaps persist. “Full-time female workers in Minnesota earn less than their male counterparts in all 20 industries that were examined,” according to an article published by the Minnesota Department of Employment and Economic Development.
In a 2024 Report on the Status of Women and Girls in Minnesota released by the Center on Women, Gender, and Public Policy (CWGPP) at the Humphry School of Public Affairs and the Women’s Foundation of Minnesota, it was reported: “On average, Minnesota women who work full-time all year make $0.81 for every dollar that men make.”
The disparities for women of color are even greater, with Latina women making on average 57 cents for every dollar and Black women making on average 62 cents for every dollar that white men make. Id.
Equal Pay Is the Law
In Minnesota, it is unlawful for an employer to pay employees differently based on whether they are male or female. Both the Minnesota Human Rights Act and federal laws, including the Equal Pay Act, require employers to provide equal pay for equal work. This legal framework supports equal pay for working mothers, meaning that if you and a coworker are performing substantially the same job, your pay should not be lower just because of your gender.
Pay discrimination can take many forms. Sometimes it appears as lower base pay, but it can also be reflected in bonuses, benefits, or opportunities for advancement. If you believe you are being paid less than a coworker because of your gender, you have the right to challenge it.
Additional Minnesota Laws
Minnesota has recently taken big steps to promote fairness and transparency in the workplace:
- Salary Ranges in Job Postings: Starting January 1, 2025, Minnesota employers with 30 or more employees must include salary ranges and benefit information in job postings. This ensures applicants know upfront what a position pays, helping level the playing field.
- Ban on Pay History Inquiries: Minnesota employers can no longer ask job candidates about their past pay. This prevents employers from basing compensation on outdated or discriminatory pay histories, which could lock employees into lower wages.
- Right to Discuss Wages: Employees have the legal right to talk about their pay with coworkers or others. Employers cannot prohibit these conversations or retaliate against employees for engaging in them. Open discussion is one of the strongest tools employees have to uncover and correct unfair pay practices.
Protecting Yourself: Practical Steps
If you’re concerned about pay equity in your workplace, here are a few proactive steps to consider:
- Know Your Worth: Research what others in your industry and role are earning. Online salary databases, professional associations, and trusted colleagues can be valuable resources.
- Document Your Value: Keep track of your accomplishments, additional duties, and the results you deliver for your employer.
- Ask Questions: During hiring or performance reviews, ask about pay ranges, raises, and promotion criteria. Employers are required to provide truthful information.
- Speak Up: If you suspect that you’re being paid unfairly, raise your concerns with HR, management, or an employment lawyer. Retaliation for asserting your rights is illegal.
Understand Your Pay Rights and Take Action
In Minnesota, transparency and fairness are no longer just ideals; they’re legal requirements. Every employee deserves to know their worth and be compensated fairly for the work they do.
Our experienced employment attorneys offer strategic legal insight to protect your rights in the workplace. If you believe you’ve been subjected to unfair pay practices, contact MSB Employment Justice today for trusted guidance.
