Disabilities (ADA): Minnesota

This item is part of Disabilities (ADA).

The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.

Authors: John H. Lassetter and Patrick F. Martin, Littler Mendelson, PC

Summary

  • In addition to the federal equal opportunity laws, Minnesota employers must comply with state and local antidiscrimination laws, including the Minnesota Human Rights Act. See Disability Discrimination in Minnesota.
  • Minnesota law prohibits employers from discriminating against employees and job applicants on the basis of a disability except when based on a bona fide occupational qualification. See The Minnesota Human Rights Act.
  • Minnesota employers must provide reasonable accommodations to pregnant employees and must treat pregnant employees the same as other employees who are similar in their ability or inability to work. See Pregnancy Accommodation.
  • Minnesota law prohibits employers from administering, requesting, requiring or collecting genetic information regarding an individual as a condition of employment. The law further prohibits employers from terminating or otherwise affecting the terms and conditions of employment based on genetic information. See Genetic Testing.
  • Minnesota allows the use of medical marijuana for qualifying medical conditions. See Medical Marijuana.
  • The cities of Minneapolis and St. Paul have enacted ordinances prohibiting discrimination in employment similar to the Minnesota Human Rights Act and Title VII. See Local Ordinances.