What Protections Does the Minnesota Human Rights Act Provide to Employees?

The Minnesota Human Rights Act (MHRA) provides a number of protections to employees in the state of Minnesota. Not only does the MHRA protect against discrimination, but it also protects  equal pay, reasonable accommodation, and more. The MHRA provides a mechanism for individuals to seek redress for violations of their rights. This includes filing a complaint with the Minnesota Department of Human Rights, and potentially pursuing legal action in court. By holding violators accountable, the MHRA helps to deter discrimination and ensure that justice is served.

Minnesota Human Rights Act 

The Minnesota Human Rights Act (MHRA) provides a number of protections to employees in the state of Minnesota. Here are some of the key protections:

  1. Protection against discrimination: The MHRA prohibits discrimination on the basis of race, color, creed, religion, national origin, sex, marital status, disability, public assistance, age, sexual orientation, gender identity, familial status, and local human rights commission activity in employment.
  2. Reasonable accommodation: Employers are required to provide reasonable accommodations to any employee with any disabilities, unless doing so would cause an undue hardship.
  3. Sexual harassment protection: The MHRA prohibits sexual harassment in the workplace and requires employers to take reasonable steps to prevent it.
  4. Protection against retaliation: Employers are prohibited from retaliating against employees who file complaints or participate in investigations related to discrimination or harassment.
  5. Equal pay protection: Employers are required to provide equal pay for equal work regardless of an employee’s gender.

Overall, the Minnesota Human Rights Act is an important law that helps to promote equal treatment, prevent discrimination and harassment, ensure equal access, protect against retaliation, and hold violators accountable.

Discrimination Protection in Minnesota

Under the MHRA, it is illegal for an employer to discriminate against an employee or job applicant on any of these protected grounds. This includes making decisions about hiring, firing, promotions, job assignments, and compensation based on an individual’s membership in a protected class.

The MHRA also prohibits retaliation against employees who file complaints or participate in investigations related to discrimination or harassment. This means that an employer may not take adverse actions against an employee who has made a complaint or assisted in an investigation.

Overall, the MHRA is an important tool for ensuring that all individuals in Minnesota have equal opportunities and are protected against discrimination in a variety of contexts, including employment.

Protection Against Retaliation in Minnesota 

Retaliation can take many forms, including termination, demotion, reassignment to less favorable duties, reduction in pay, or a hostile work environment. The MHRA prohibits any form of retaliation that would stop a reasonable employee from engaging in protected activity. If an employee believes that they have been retaliated against, the employee should contact an employment lawyer to discuss their rights. 

Protected Rights Under Minnesota Human Rights Act 

Overall, the MHRA provides important protection against retaliation for employees who have engaged in protected activity, and serves as an important tool for ensuring that individuals are able to exercise their rights under the law without fear of reprisal.

If you believe your rights under the Minnesota Human Rights Act have been violated, contact our team today to speak with one of our employment lawyers.

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Amy Boyle

Amy Boyle

Amy is a Founding Partner of MSB Employment Justice. She brings a personalized approach to each of her cases and prides herself on giving her clients a candid assessment of their case. While Amy handles all types of employment matters, she has a particular focus on representing women who have experienced sex discrimination, sexual harassment and assault, and retaliation at work and whistleblower clients who have reported illegal workplace practices or companies engaged in deceitful conduct. See Full Bio

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