This is a preview. To continue reading please Log in or Register to Read This Article

Interviewing and Selecting Job Candidates: Minnesota

Interviewing and Selecting Job Candidates requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Sam Diehl, Gray Plant Mooty


  • The Minnesota Human Rights Act (MHRA) is broader than federal nondiscrimination statutes. It includes certain unique protections including a specific prohibition on certain inquiries when interviewing candidates for open positions. See Prohibited Inquiries.
  • Unlike federal statutes, the MHRA covers all employers in Minnesota, even those with only a single employee. See Prohibited Inquiries.
  • Minnesota also prohibits questions based on individual's use of 'lawful consumable products,' such as food, alcohol and tobacco. See Lawful Activities.
  • Minnesota employers are prohibited from discriminating because of, or inquiring about, National Guard or military reserve status and may not ask about past participation in a labor strike. See Other Prohibited Questions.
  • Private employers in the state may not ask criminal history questions on initial job applications. See Ban the Box Law.