Minnesota workers are protected by some of the strongest anti-discrimination laws in the country. If you’re facing discrimination at work, we can help you understand your rights under the Minnesota Human Rights Act and hold your employer accountable.
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The Minnesota Human Rights Act (MHRA) is the state’s main anti-discrimination law. It prohibits employment discrimination based on race, color, national origin, sex, gender identity, age, disability, religion, marital status, sexual orientation, and more. It protects more characteristics than federal law and applies to nearly every employer in the state, including those with just one employee.
The MHRA protects characteristics federal law doesn’t, including marital status, status with regard to public assistance, and familial status.
Federal laws like Title VII apply only to employers with 15 or more employees, and the ADEA to those with 20 or more. The MHRA applies to employers with a single employee — so workers at small businesses are protected in Minnesota when they wouldn’t be under federal law alone.
A charge under the MHRA can generally be filed within one year of the discriminatory act — longer than the 300-day federal deadline that applies in Minnesota.
The MHRA allows recovery beyond what some federal statutes permit, including compensatory damages, civil penalties paid to the state, and in some cases up to three times actual damages.
Who the MHRA protects
Race, color, national origin
Sex, gender identity
Pregnancy
Age
Disability
Religion
Sexual orientation
Marital status
Military status
Status with regard to public assistance
In Minnesota, you have options. You can file a charge with the Minnesota Department of Human Rights (MDHR) or, for claims also covered by federal law, with the federal Equal Employment Opportunity Commission (EEOC). Because the two agencies have a work-sharing agreement, filing with one can preserve your rights under both.
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A charge under the MHRA generally must be filed within one year of the discriminatory act.
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You can also bring an MHRA claim directly in court within one year, without first going through the MDHR — a route that isn’t available under federal law, which requires exhausting the EEOC process first.
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After a charge is filed, the agency investigates, and the process can lead to a settlement, a finding, or a right to proceed in court.
The deadlines are strict and they depend on which law you use.
Get free case reviewUnder the MHRA, a successful case can recover:
Every case starts with a free call. We know Minnesota employment law — the MHRA, the Department of Human Rights, the deadlines, and how these cases actually play out here. If you have a case, we’ll tell you what it looks like. If you don’t, we’ll tell you that too, and point you toward someone who can help.
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The MHRA protects more characteristics (like marital status and public assistance status), covers employers with just one employee, and gives you up to a year to file. It also lets you go straight to court without first exhausting an agency process, unlike federal law.
Generally one year from the discriminatory act for an MHRA claim — longer than the 300-day federal deadline. Because timing can be complicated when multiple laws apply, it’s best to talk to someone as soon as possible.
You can file with either the Minnesota Department of Human Rights or the EEOC. A work-sharing agreement between them often preserves your rights under both. Which is better depends on your specific claims — we help you decide.
Yes. Unlike federal law, which generally requires 15 or more employees, the MHRA applies to employers with a single employee. That means many Minnesota workers at small businesses are protected when they wouldn’t be federally.
The MHRA allows back pay, front pay, emotional distress damages, civil penalties, and in some cases up to three times your actual damages, plus attorney’s fees. What’s available depends on the facts of your case.
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.
Usually what matters is where you worked, not where the company is headquartered. If you worked in Minnesota, Minnesota law often applies even if your employer is based in another state. We help sort out which state’s law governs your situation.
Often, yes. Many situations violate both the Minnesota Human Rights Act and federal law, and you can pursue claims under both. Because each has different deadlines, damages, and procedures, we help you decide which combination gives you the strongest case.
That’s normal, and it’s exactly what a free consultation is for. A lot of discrimination is subtle, and workers often can’t tell on their own whether the line was crossed. Tell us what happened, and we’ll give you an honest read on whether you have a case.
For most cases, nothing upfront. We work on contingency, which means you pay no fees unless we recover money for you. The first call to find out whether you have a case is always free.
At some point in a formal claim, your employer will learn about it — that’s part of the process. But an initial conversation with us is confidential, and we’ll walk you through what to expect and how the process protects you from retaliation before you decide anything.
