Minnesota Rest and Meal Break Law Changes Effective January 1

Significant updates to Minnesota rest and meal break laws are set to take effect on January 1, 2026, bringing new compliance requirements for employers across the state. These amendments were approved during the Minnesota Legislature’s 2025 session and are enforced by the Minnesota Department of Labor and Industry (DLI).

The changes are designed to clarify break durations, paid versus unpaid time, and employer responsibilities, with the goal of ensuring employees receive adequate rest and meal periods during their workday.

What Minnesota Rest and Meal Break Law Requires?

Under existing state law, employers are required to allow employees reasonable time to use restrooms and to eat meals. The updated regulations build on this foundation by setting clearer minimum standards and timelines for breaks.

The Department of Labor and Industry emphasizes that short breaks are considered working time and must be compensated, while longer breaks may be unpaid only if employees are fully relieved of work duties.

New Rest Break Requirements

Under the amended rest break statute, employers must now provide a rest break of at least 15 minutes within every four consecutive hours of work. This break can be used to visit the nearest convenient restroom or to take a short rest.

Importantly, rest breaks cannot be postponed until after four consecutive hours have already passed. If reaching the nearest restroom requires more than 15 minutes, employers are required to allow the additional time necessary.

These changes are a key part of the updated Minnesota rest and meal break laws, reinforcing the importance of timely breaks during the workday.

Updated Meal Break Rules

The amended meal break statute lowers the threshold for when a meal break is required. Employers must now provide an unpaid meal break of at least 30 minutes when an employee works six or more consecutive hours.

Previously, a meal break was only required after eight consecutive hours of work. This change expands meal break protections to more employees and reflects the state’s focus on worker wellbeing.

Paid and Unpaid Breaks Explained

The law clearly outlines how break time must be treated for payroll purposes:

• Breaks lasting less than 20 minutes must be counted as paid work time
• Meal breaks and longer breaks may be unpaid only if the employee is completely relieved of all duties
• Time spent training, cleaning, or performing any job-related task counts as hours worked

Employers may require employees to remain on the premises during meal breaks, provided all work duties are suspended.

These clarifications help employers correctly apply the Minnesota rest and meal break laws without confusion.

Employee Choice and Employer Responsibility

Employees are allowed to choose not to take rest or meal breaks. However, employers are still legally required to make those breaks available. Compliance is based on employer action, not whether an employee elects to use the break time.

Failure to allow required breaks may result in violations, even if an employee voluntarily skips them.

Exceptions and Exemptions

Certain workers are exempt from the amended statutes. These include:

• Some agricultural workers
• Individuals employed in bona fide executive, administrative, or professional roles
• Certain seasonal day camp employees

Employers may also be exempt if different break requirements are established under a valid collective bargaining agreement.

Understanding these exemptions is essential for proper application of Minnesota rest and meal break laws in different industries.

Guidance and Resources for Employers

The Minnesota Rest and Meal Break Law Department of Labor and Industry has released additional guidance, including a video explanation, frequently asked questions, and sample workplace scenarios. These resources are intended to help employers understand how to implement the changes correctly.

Employers are encouraged to review their internal policies and training practices ahead of January 1 to ensure full compliance with the updated regulations.
Employees may choose not to take breaks, but employers must still allow them.

For employers looking to stay informed about workplace safety standards and regulatory updates, OSHAssociation.org serves as a valuable resource. The organisation provides guidance, educational materials and industry insights focused on occupational safety and health best practices. By following updates from trusted safety organisations, employers can better align their policies with current regulations and promote safer, more compliant workplaces.