Minimum Wage

*The rate is based on a percentage increase calculated by the Commissioner of the Minnesota Department of Labor and Industry pursuant to Minn. Stat. § 177.24, subdivision 1(f) and applicable to the State of Minnesota Minimum Wage divided by two (2) and based on the full percentage increase in each subsequent year rounded to the nearest cent. 

Employees who are 14-17 years old must be paid at least 85% of the City Minimum Wage for small employers for 90 days following their hiring date, rounded up to the nearest nickel. After 90 consecutive days (not days of work) from the date of hire, these employees shall be paid the applicable City Minimum Wage based on business size. Employees must be paid the City Minimum Wage starting on their 18th birthday, even if it falls within their first 90 days of employment.

Youth under the age of 20 in a City-approved, youth-focused training or apprenticeship program must earn at least 85% of the minimum wage for small employers, rounded up to the nearest nickel.

What qualifies as a youth training program?

Youth training and apprenticeship programs focus on youth workforce development. They require mentoring and career development components. There are two ways to qualify as a youth training program: 

1. Receiving local, state, or federal grant funding for youth workforce development automatically qualifies your program.
2. If your program does not receive this funding, you must demonstrate that it includes the following components: 
   1. Participants must work a minimum of 15 hours a week for at least six weeks if not attending school, or at least 10 hours a week if attending school. 
   2. Participants must have a minimum of six hours of training in communication skills, teamwork and collaboration, and time management plus two of either job basics, work ethic, or problem solving. 
   3. Participants must have one of the following:
      1. At least one professional development opportunity in the first 90 days.
      2. At least one job shadowing opportunity in the first 90 days.
      3. Opportunity to earn academic credit for their participation. 
   4. Supervisors are required to complete at least two hours of training in cultural competency, youth mentorship, and project-based learning. They must also have weekly check-ins with participants and collaborate on a project-based learning plan. 

Employers must post a notice that includes the following information:

• Employees are entitled to the applicable minimum wage.
• Employees have the right to report a violation. 
• Retaliation for requesting minimum wage or reporting a violation is illegal. 

This notice must be posted somewhere visible and accessible to all employees. If employees are primarily remote, it must be provided in a digital format. This information must also be added to any employee handbook.

If an employer is under investigation for violating the Minimum Wage Ordinance, they must post a notice of the investigation in the same place.

Yes. Employers must pay all employees the applicable minimum wage for work done in Saint Paul, regardless of if they are family members. 

If you're an employer and realize you've failed to comply with all requirements, contact our department at laborstandards@ci.stpaul.mn.us or 651-266-8966. To be sure you comply with the Minimum Wage Ordinance, we have materials including a self-audit and checklist. We're here as a resource to help you ensure you're meeting all requirements.  

Employers must create and keep records documenting the wages paid to each employee for at least three years. The records must include:

• Name of employee
• Occupation or position
• Age of employee, if under 18
• Time of day employee began work and stopped working
• Hours worked each day and hours worked each pay period
• Type of payment (hourly rate, including standard and overtime, if applicable)
• Additions and deductions from each employee’s wages for each pay period and an explanation of additions and deductions
• Total wages each pay period
• Date of payment of each pay period

Employers must provide this information to the City upon request.

No. It's illegal for an employer to retaliate against anyone for exercising their rights. This includes employees and third-party complainants. The Labor Standards Division will keep a complainant’s identity confidential, to the extent permitted by the investigation. The division will always ask the complainant if the City can disclose their identity if the investigation requires it. 

No person can interfere with the assertion of any rights in the Minimum Wage Ordinance. These include, but are not limited to, the right to:

• Earn minimum wage:
• Ask about protected rights;
• Inform others about their rights;
• Inform the person’s employer, union, or similar organization, and/or legal counsel or any other person about an alleged violation;
• File an oral or written complaint with the department or bring a civil action for an alleged violation;
• Cooperate with the department in its investigations;
• Testify in a proceeding;
• Refuse to take part in any activity that would result in a violation of city, state, or federal law.