Powerful Employment Law Representation That Employers Can Trust
Last updated on January 13, 2026
In a perfect world, employers and employees can exist together without getting into complicated legal disputes. Many employers, despite taking certain measures to build a solid work environment, may find themselves facing legal challenges that require the assistance of an employment lawyer.
The employment law attorneys at Gries Lenhardt Allen, P.L.L.P., are experienced in handling these important cases. Employment laws are often complex and ever-changing. We have a strong grasp of the rules and regulations that employers must follow. We help them comply with these regulations and defend against a wide range of potential lawsuits and legal claims from employees.
Protecting Your Business From Complex Employment Claims
As an employer, you may run into employment-related obstacles that prevent your company from running smoothly, or you may need to address claims involving disgruntled employees. There are many reasons to seek guidance from an employment lawyer.
We have vast experience handling employment issues for employers, including:
- Sexual harassment claims
- Discrimination claims
- Employee complaints
- Wage and hour disputes
- Retaliation claims
- Hiring, firing and layoffs
- Employee classification
- Contracts and employee handbooks
Every employment case is unique. Your situation deserves a thorough examination and insight from a knowledgeable attorney. We can take the reins on your case to determine the best strategy to address complex claims to help protect your business and interests.
Employer Obligations Under Federal and State Laws
Minnesota employers must follow federal and state employment laws to avoid potential legal consequences. Some of the key federal laws include:
- Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on race, color, religion, sex or national origin.
- Americans with Disabilities Act (ADA): Requires reasonable accommodations for qualified employees with disabilities and prohibits disability-based discrimination.
- Family and Medical Leave Act (FMLA): Provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons.
While Minnesota lacks a law identical to California’s Fair Employment and Housing Act (FEHA), it does have the Minnesota Human Rights Act (MHRA). This law expands protections beyond federal laws by including marital status, sexual orientation and receipt of public assistance as protected categories.
Employers must also follow the Minnesota Department of Labor and Industry (DLI) rules regarding wages, safety and employment conditions. Failure to comply can lead to serious consequences such as:
- Lawsuits and financial penalties
- Government investigations
- Reputational damage
- Reduced employee morale and retention
To stay compliant, employers should regularly review handbooks, update policies to align with new laws and consult an attorney when in doubt.
Workplace Harassment and Discrimination Prevention Strategies
Creating a safe, respectful and inclusive workplace is not just about following the law. It is also about fostering a culture where employees feel valued and appreciated. To achieve this, Minnesota employers can implement several best practices to prevent harassment and discrimination:
- Develop clear anti-harassment and anti-discrimination policies
- Provide regular training
- Establish confidential and accessible reporting procedures
- Promptly investigate complaints
Additionally, employers should lead by example. Fostering an inclusive environment involves:
- Celebrating diversity through awareness campaigns
- Offering flexible accommodations for religious or cultural needs
- Supporting employee resource groups
These strategies reduce legal risks and also improve team cohesion and employee satisfaction.
Employee Classification and Wage & Hour Laws
Properly classifying employees and adhering to wage laws is essential for legal compliance and maintaining workplace fairness. Types of workers include:
- Exempt Employees: Generally salaried and not entitled to overtime. Common exemptions include executive, administrative and professional roles under the Fair Labor Standards Act (FLSA).
- Non-Exempt Employees: These are hourly workers who must receive overtime pay for hours worked over 40 per week.
- Independent Contractors: They are not considered employees and are, therefore, not entitled to benefits or wage protections. However, the definition of a contractor is strict.
Minnesota follows guidance from the IRS and the state Department of Labor and Industry (DLI) to determine the correct classification. Minnesota employers must also comply with the FLSA and state-specific requirements, such as:
- Minimum wage: As of 2025, Minnesota’s large employer minimum wage is higher than the federal rate.
- Overtime pay: Non-exempt employees must receive time-and-a-half for hours worked over 40 in a week.
- Meal and Rest breaks: Minnesota law requires a sufficient unpaid meal break (usually 30 minutes) for shifts over eight hours and paid rest breaks every four consecutive hours.
To stay compliant, employers should:
- Maintain accurate records of hours worked
- Regularly audit employee classifications
- Seek legal guidance when hiring or restructuring roles
Our lawyers can help Minnesota employers minimize risks and support a fair, legally compliant workplace.
We’ll Help You Consider All Your Options
Our Minnesota lawyers will take the time to get to know your business and your situation so that we can act strategically based upon your goals. Employment law can be tricky to navigate alone, and we strive to provide insightful and creative solutions to help you achieve success for your business.
Contact our firm today at 763-497-3099 to schedule an appointment. You may also complete our online contact form to send us information about your legal needs; however, the submission of the online contact form does not create an attorney-client relationship.