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Minnesota’s obligations sit in two statutes with different coverage rules, and confusing them is a common error. The Minnesota Human Rights Act (Minn. Stat. ch. 363A) prohibits disability discrimination by employers of every size, but its express reasonable-accommodation duty in § 363A.08, subd. 6 applies to employers with 15 or more employees.
The pregnancy accommodation statute, Minn. Stat. § 181.939, applies to employers with one or more employees with no tenure or hours requirement.
Amendments effective August 1, 2024 (HF 4109) expanded the MHRA’s definition of disability to expressly cover impairments that are episodic or in remission, broadened “familial status” to include caring for an adult family member, and increased available damages.
Covered employers must provide reasonable accommodations to qualified employees and applicants with disabilities unless doing so would impose an undue hardship. Examples include modified schedules, assistive technology, job restructuring, accessible facilities, and leave.
For pregnancy and childbirth-related conditions, every Minnesota employer must provide reasonable accommodations on request unless it demonstrates undue hardship. Three accommodations are mandatory regardless of hardship and require no medical documentation:
Other listed accommodations include temporary transfer to a less strenuous or hazardous position, temporary leave, modified schedules or assignments, and limits on heavy lifting. An employer is not required to create a new position, discharge or transfer another employee with greater seniority, or promote anyone. Employers of every size must also provide reasonable break time and a private non-bathroom space for expressing milk, and may not reduce pay for that time.
Minnesota requires employers to give employees written notice of their rights under § 181.939 at hire and to include those rights in any handbook; the Department of Labor and Industry publishes the required employee notice. For pregnancy accommodations beyond the three mandatory ones, an employer may ask that the request come with the advice of a licensed health care provider or certified doula. For the three mandatory accommodations, no note may be requested.
The pregnancy statute expressly requires an interactive process. Under the MHRA, employers may request documentation limited to confirming the disability and the need, and must keep it confidential. Minnesota’s Earned Sick and Safe Time law (since January 1, 2024) and Paid Leave program (benefits since January 1, 2026) run alongside, not instead of, accommodation duties.
MHRA charges are filed with the Minnesota Department of Human Rights within one year; a civil action is also available. Since August 1, 2024, compensatory damages may be up to three times actual damages and include mental anguish, and punitive damages and attorney fees are available. Claims under § 181.939 are enforced by the Department of Labor and Industry and through a private civil action.
Managing accommodation requests under the Minnesota Human Rights Act can be tedious—multiple forms, interactive‑process deadlines, and cross‑department coordination all add complexity.
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This guide is provided for general informational purposes only and does not constitute legal advice. Employment laws change frequently and vary by jurisdiction. Consult qualified employment counsel before acting on any information here. Last reviewed: September 2026.
