Wanta Thorne was just what I and my family needed. There were patient, knowledgeable and great at explaining things in a easy to understand manor. I appreciate the responsiveness of all involved and I'm very satisfied their services.
Minneapolis employment lawyer
If you were fired, harassed, underpaid, or pushed out at a job in the Minneapolis metro area, we can help. Our Minneapolis office serves employees across Minnesota on state and federal employment law matters.
Get free case review- Rated by and
- No fees unless we win
Our Minnesota office
100 S 5th St, Suite 1200
Minneapolis, MN 55402
(866) 603-3046
Minneapolis, MN 55402
(866) 603-3046
Floor 1 · Fifth Street Towers
Monday–Friday, 8 am–6 pm
Who does Wanta Thome represent in Minneapolis?
Wanta Thome represents employees in Minneapolis and throughout Minnesota on discrimination, harassment, wrongful termination, unpaid wages, retaliation, and class action matters. We’re a plaintiff-side firm — we don’t represent employers. Conversations are free.
What we handle
So I got discriminated because I’m... Mexican
Discrimination
Standing up for workers treated unfairly because of who they are
At work, I have to deal with... being called slurs
Harassment
Holding employers accountable when the workplace becomes hostile or unsafe
I got fired after I... asked for medical leave
Wrongful Termination
When a firing crosses the line from unfair into illegal
My employer... didn’t pay me overtime
Unpaid Wages
Recovering pay that employers owe but haven’t paid
After I spoke up, my employer... fired me
Retaliation
When speaking up costs you your job, your hours, or your standing
I’m not the only one who... worked off the clock
Class Action
When one worker’s problem turns out to be many workers’ problem
Ready to find out where you stand?
Wherever you are in Minnesota, the conversation is free.
Get free case reviewMinnesota employment law
Minnesota employees have protections under both federal and state law. The Minnesota Human Rights Act (MHRA) covers discrimination in the workplace on grounds broader than federal law. The Minnesota Paid Family and Medical Leave law, which took effect in January 2026, gives most workers paid leave for their own serious health conditions or to care for family members. Minnesota also has strong protections for whistleblowers under the Minnesota Whistleblower Act, and its wage and hour laws include provisions that go beyond the federal Fair Labor Standards Act.
Not sure which laws apply to your situation?
That’s what we figure out with you.
The team
Meet the full team
Shawn Wanta
Founding Partner
Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.
Admitted in MN · IL
Joni Thome
Founding Partner
Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.
Admitted in MN
Kate Long
Attorney
Drawing on deep empathy from her time as a registered nurse, a fierce litigator committed to helping dedicated employees reclaim their power and find true justice on the job.
Admitted in MN
Joni and her team are exceptional! I felt heard during the entire process, and that was extremely important to me as I was going through this difficult, and confusing period in my life. The communication is superb, and Joni will do everything possible to fight for you in your case. If you want an empathetic team that will go the extra mile for you in your employment matter, I strongly recommend Wanta Thome!
Luke was so wonderful! He talked me through any question I had or if I ever needed clarity. He was also extremely responsive, whether it was a quick reply to my email, or calling me to ensure I had an understanding. I would absolutely use Wanta Thome again if I ever had an issue, and would definitely recommend this firm to anyone who needs assurance. Thanks again!!
Recent results
- $12K
- Back wages and overtime recovered for a warehouse worker fired after asking about his missing paychecks.
- $45K
- Settlement reached for a housekeeper fired two weeks after telling her supervisor she was pregnant.
- 30 days
- From denial to restored benefits for a security guard fired after reporting unsafe conditions, restoring full benefits.
- $60K
- Settlement reached for a personal care assistant who was sexually harassed by a supervisor and fired after she reported it.
Ready to find out where you stand?
Five fields, no story needed yet — that comes on the follow-up call. Most people hear back within five minutes if Nina is enabled, or the same business day if not.
Your submission is confidential. We do not contact your employer.
Common questions
What is at-will employment in Minnesota?
Minnesota is an at-will state, so your employer can generally fire you without warning or a stated reason, and you can quit the same way. What at-will doesn’t allow is firing you for an illegal reason — discrimination, retaliation, whistleblowing, or refusing to break the law.
Do I have to give two weeks’ notice in Minnesota?
No. Minnesota law doesn’t require notice from either side. It’s a professional courtesy, not a legal obligation, unless your employment contract says otherwise. Your employer can’t withhold your final paycheck because you left without notice.
What is the Minnesota Human Rights Act?
The MHRA is Minnesota’s main anti-discrimination law. It protects more characteristics than federal law — including marital status and sexual orientation — and covers employers with as few as one employee, where federal law generally requires fifteen or more.
Am I covered by Minnesota’s new paid leave law?
Most Minnesota workers are. The state’s paid family and medical leave program covers time off for your own serious health condition or to care for a family member. Coverage is broad, but eligibility depends on your work history — worth checking your specific situation.
How long do I have to file a discrimination claim in Minnesota?
It depends on which law you use. Federal charges through the EEOC can run as short as 300 days, and MHRA claims follow their own timeline. Because the clock starts when the discrimination happened, waiting can cost you options.