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Employment Discrimination and the Minnesota Human Rights Act

Under the Minnesota Human Rights Act (MHRA), employment is a protected area, and it is illegal to treat someone differently in employment because of their: 

  • Race, 
  • Color, 
  • Creed, 
  • Religion, 
  • National origin, 
  • Sex, 
  • Marital status, 
  • Disability, 
  • Public assistance status, 
  • Age, 
  • Sexual orientation, 
  • Familial status, or 
  • Local human rights commission activity. 

In addition, sexual harassment is considered sex discrimination under the Act, as is treating an employee adversely because of pregnancy.

Aiding, abetting and obstruction 

Reprisal, aiding/abetting and obstruction are also prohibited practices under the Minnesota Human Rights Act. 

 The Act prohibits a person from aiding in a violation of the Minnesota Human Rights Act, coercing a person to violate the law, obstructing a person's compliance with the Act, or interfering with the Department's performance of its duties.

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Hiring and Interviewing

The Minnesota Human Rights Act provides it is an illegal, discriminatory employment practice for an employer -- before a job applicant is hired -- to require or request the person to furnish information that pertains to the following: race, religion, national origin, public assistance, sex, color, marital status, sexual orientation, familial status, age, creed, or disability.

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Arrest & Criminal Records

Learn more about arrest & criminal records in employment.

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Indirect Inquiry

Preemployment requests for information

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Physical Examinations

Preemployment medical exams in hiring.

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Preemployment Inquiry & Citizenship

Preemployment Inquiry & Citizenship: Inquiring about a person's citizenship during the hiring process.

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Familial Status

Familial Status

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Ban the Box: Overview for Private Employers

The Ban the Box law is designed to provide job candidates with an arrest or conviction with more opportunities to be evaluated on their skills and experience when applying for positions with private employers.

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