What Minnesota law adds on top of federal law for nurses and EMS, and who to call.
Every rule here was read on the statute, regulation or agency page it cites. Checked November 10, 2026.
General information, not legal advice. Laws change and your facts decide how they apply. Before you act, confirm with the agency listed here or with an employment lawyer or your union representative.
Who to call in Minnesota
Minnesota Department of Labor and Industry, Labor Standards DivisionUnpaid wages and state labor complaints. Start a complaint · 651-284-5075
U.S. Department of Labor, Wage and Hour DivisionUnpaid wages and overtime, PUMP Act, FMLA. Contact · 1-866-487-9243
OSHAPrivate-employer safety complaints, and retaliation for raising safety (30 days under the OSH Act). Public employees: see Unions and public employers. Contact
In Minnesota, a hospital or other MDH-licensed health care facility can't discipline, penalize, threaten, report you to the Board of Nursing, or otherwise act against you for turning down extra consecutive hours beyond your normal work period (12 hours or less) when, in your judgment, working them could jeopardize patient safety.
Who it covers: Nurses (as defined in the Nurse Practice Act) at hospitals and other facilities licensed by the commissioner of health, plus state-employed nurses in patient or resident care.
Limits and exceptions to know (the law may have others; read the source):
In an emergency (replacement staff can't report or patient need spikes because of something unusual or unforeseen, like a disease outbreak, severe weather or a natural disaster), you can be required to stay past one normal work period.
Doesn't apply to nursing facilities, ICF/DDs, boarding care facilities, or housing with services establishments (except state-employed nurses).
"if the nurse declines to work additional hours because doing so may, in the nurse's judgment, jeopardize patient safety."
Minn. Stat. § 181.275 · Last amended 2023 c 53 art 11 s 24 · Checked November 10, 2026
Staffing ratios, plans and committees
Minnesota doesn't set ratios. Each hospital's chief nursing executive must build a core staffing plan for every inpatient care unit, listing the FTEs for each 24-hour period, after consulting with managerial and nonmanagerial care staff, and the plans and actual direct care hours per patient are published through the Minnesota Hospital Association.
Who it covers: RNs, LPNs and other nonmanagerial care staff at Minnesota hospitals.
Limits and exceptions to know (the law may have others; read the source):
Covers inpatient units only; hospital-based clinics, long-term care and outpatient departments are left out. (Minn. Stat. § 144.7055, subd. 1(d))
"Core staffing plans shall specify the full-time equivalent for each patient care unit for each 24-hour period."
Fired: ask for your pay in writing. It's due right away, and if it isn't paid within 24 hours of your written demand, the employer owes a penalty of a day's pay for each day late, up to 15 days.
Who it covers: Employees of Minnesota employers.
Limits and exceptions to know (the law may have others; read the source):
Your demand has to be in writing; it doesn't need the exact amount. (Minn. Stat. § 181.13(a))
The penalty starts only if you aren't paid within 24 hours after that demand. (Minn. Stat. § 181.13(a))
At a public employer whose board must approve the payment, the 24 hours start only at the board's next meeting after you are let go. (Minn. Stat. § 181.13(a))
If you handled the employer's money or property, it gets 10 calendar days to audit your accounts before paying. (Minn. Stat. § 181.14, subd. 4)
"When any employer employing labor within this state discharges an employee, the wages or commissions actually earned and unpaid at the time of the discharge are immediately due and payable upon demand of the employee."
Quit: your earned wages are due by the first regularly scheduled payday after your last day, unless a union contract says otherwise. If that payday is less than 5 days after your last day, the employer can wait until the second payday, but no more than 20 calendar days after your last day. If it's late, demand it in writing; penalties start 24 hours after the demand.
Who it covers: Employees of Minnesota employers.
Limits and exceptions to know (the law may have others; read the source):
Second-payday rule: when the first payday falls less than 5 calendar days after your last day, payment can wait until the second payday, up to 20 calendar days total. (Minn. Stat. § 181.14, subd. 1(a))
Late pay becomes due on your written demand; the daily penalty (up to 15 days) starts if it isn't paid within 24 hours. (Minn. Stat. § 181.14, subd. 2)
If you handled the employer's money or property, it gets 10 calendar days to audit your accounts before paying. (Minn. Stat. § 181.14, subd. 4)
"When any such employee quits or resigns employment, the wages or commissions earned and unpaid at the time the employee quits or resigns shall be paid in full not later than the first regularly scheduled payday following the employee's final day of employment"
Doesn't cover people a city, county or other political subdivision employs to provide police or fire protection. (Minn. Stat. § 177.23, subd. 7(9))
"An employer must allow each employee a rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer, within each four consecutive hours of work."