Minnesota's wage theft law, which largely went into effect
on July 1, 2019, created new documentation and recordkeeping
requirements for employers, including a required written notice
that must be distributed to employees and additional earnings
statement requirements. This new law also increased the civil
penalties applicable to employers that commit recordkeeping
violations and created criminal penalties for "wage
theft." The criminal provisions of the law went into effect on
August 1, 2019.
During the month that the wage theft law has been in effect,
many employers have struggled to understand what they must do to
comply with the law. The Minnesota Department of Labor and Industry
(DLI), a key enforcement agency, continues to develop its
interpretation of the notice and earnings statement requirements of
the law, and has published updates to its Frequently Asked
Questions on the its website. The DLI's updates to its
Frequently Asked Questions, combined with
