Minnesota enacted its pay transparency law through SF 3071, effective January 1, 2025. The Minnesota Pay Transparency Act requires employers with 30 or more employees to include starting salary information and a description of all benefits in job postings. Minnesota is one of the five new states that activated pay transparency requirements in 2025.
Who does SF 3071 apply to?
- Employers with 30 or more employees in Minnesota or for positions that can be performed in Minnesota
- Applies to positions for roles performed in Minnesota, including hybrid and remote roles where a Minnesota resident could apply
- Does not apply to internal job postings that are not publicly accessible
What must job postings include?
- The starting salary range (minimum and maximum) the employer in good faith expects to pay, or a fixed pay rate if the role has a set pay rate
- A description of all benefits offered with the position — this includes health insurance, retirement plans, paid time off, and other material benefits
Unlike some states, Minnesota explicitly permits posting a fixed pay rate rather than a range, if the pay is fixed for the role. However, ranges are common in practice.
Minneapolis — additional city requirements
Minneapolis has had its own Wage Theft Prevention Ordinance since 2020, which includes disclosure requirements around compensation. While focused on wage theft rather than salary transparency, Minneapolis employers should ensure their posting and offer practices comply with both state and city requirements. The state SF 3071 law is the primary pay transparency obligation.
Employer checklist
- ✓ Include starting salary range (min and max) or fixed rate in all public job postings
- ✓ Include a description of all benefits offered for the role
- ✓ Apply to remote roles where a Minnesota resident could apply
- ✓ Do not use vague language like "competitive" or "DOE" — a real range is required
How RoleComply helps
RoleComply added Minnesota SF 3071 to its scanning rule set when the law took effect January 1, 2025. It checks every posting for salary range inclusion and flags postings that have vague compensation language — catching violations before a candidate complaint triggers an investigation.
What Minnesota employers must do
The SF 3071 requires employers to include salary ranges in job postings in Minnesota. The Minnesota DLI is the authoritative source for compliance guidance and enforcement updates. Employers with any hiring activity in Minnesota should treat pay range disclosure as non-negotiable.
Audit every active posting. Review all roles advertised in Minnesota — on your own careers page, LinkedIn, Indeed, Glassdoor, and through any staffing agencies. Every posting needs a salary range. Check that your range is genuine — regulators and candidates alike can identify placeholder-wide ranges that bear no connection to actual pay.
Establish pay bands. A range on a job posting is only defensible if it connects to a documented compensation structure. Build pay bands for each role or level, benchmark against market data, and document the factors that explain variation within each band (experience, skills, location). This documentation protects you in enforcement situations and in employee conversations.
Train your recruiting team. Front-line recruiters need to understand what is required and what is prohibited. "Competitive salary", "DOE", salary history questions, and ranges that do not match the actual hiring budget are the most common violations — and all of them are preventable with basic training and updated posting templates.
Penalties and enforcement
Enforcement of US pay transparency laws has accelerated since 2023. New York City has issued fines ranging from $15,000 to over $250,000 for single violations. California's Civil Rights Department investigates complaints and requires remediation. The pattern is consistent across jurisdictions: initial enforcement targets large employers with visible non-compliance, then expands to mid-market companies as regulators build capacity. See our US state law roundup for current requirements across all states, or read our salary range best practices guide to learn how to write ranges that satisfy multiple state requirements simultaneously.
