Minnesota Employment Discrimination

Minnesota workers are protected by some of the strongest anti-discrimination laws in the country. If you’re facing discrimination at work, we can help you understand your rights under the Minnesota Human Rights Act and hold your employer accountable.

Get free case review
Minneapolis skyline viewed from a pedestrian bridge

What is the Minnesota Human Rights Act?

The Minnesota Human Rights Act (MHRA) is the state’s main anti-discrimination law. It prohibits employment discrimination based on race, color, national origin, sex, gender identity, age, disability, religion, marital status, sexual orientation, and more. It protects more characteristics than federal law and applies to nearly every employer in the state, including those with just one employee.

What Minnesota law adds beyond federal law

Attorney holding a pen over documents on a conference table

Broader protected classes

The MHRA protects characteristics federal law doesn’t, including marital status, status with regard to public assistance, and familial status.

Covers nearly every employer

Federal laws like Title VII apply only to employers with 15 or more employees, and the ADEA to those with 20 or more. The MHRA applies to employers with a single employee — so workers at small businesses are protected in Minnesota when they wouldn’t be under federal law alone.

Longer filing window

A charge under the MHRA can generally be filed within one year of the discriminatory act — longer than the 300-day federal deadline that applies in Minnesota.

Strong remedies

The MHRA allows recovery beyond what some federal statutes permit, including compensatory damages, civil penalties paid to the state, and in some cases up to three times actual damages.

Who the MHRA protects

The Minnesota Human Rights Act protects workers from discrimination based on

  • Race, color, national origin

  • Sex, gender identity

  • Pregnancy

  • Age

  • Disability

  • Religion

  • Sexual orientation

  • Marital status

  • Military status

  • Status with regard to public assistance

Filing a discrimination claim
in Minnesota

In Minnesota, you have options. You can file a charge with the Minnesota Department of Human Rights (MDHR) or, for claims also covered by federal law, with the federal Equal Employment Opportunity Commission (EEOC). Because the two agencies have a work-sharing agreement, filing with one can preserve your rights under both.

Key points

  1. 01

    A charge under the MHRA generally must be filed within one year of the discriminatory act.

  2. 02

    You can also bring an MHRA claim directly in court within one year, without first going through the MDHR — a route that isn’t available under federal law, which requires exhausting the EEOC process first.

  3. 03

    After a charge is filed, the agency investigates, and the process can lead to a settlement, a finding, or a right to proceed in court.

Talk to us early so you don’t lose the right to act.

The deadlines are strict and they depend on which law you use.

Get free case review

Under the MHRA, a successful case can recover:

  • Back pay for lost wages and benefits
  • Front pay for future earnings
  • Compensation for emotional distress and mental anguish
  • Up to three times actual damages in certain cases
  • Civil penalties payable to the state
  • Reinstatement or the opportunity you were denied
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

Wanta Thome partners and legal team standing together outdoors
*Prior results do not guarantee a similar outcome.

How we handle
discrimination cases

Every case starts with a free call. We know Minnesota employment law — the MHRA, the Department of Human Rights, the deadlines, and how these cases actually play out here. If you have a case, we’ll tell you what it looks like. If you don’t, we’ll tell you that too, and point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team
Shawn Wanta, Founding Partner at Wanta Thome

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome, Founding Partner at Wanta Thome

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood, Attorney at Wanta Thome

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec, Attorney at Wanta Thome

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Isaiah Kelly standing with attorney Joni Thome

“Joni and her team are who you want to represent you! She kept me informed and in the loop throughout the whole process while working hard. Joni is warm and makes sure her clients are cared for. She helped me heal and close a chapter of my life so I can continue moving forward strong knowing that my voice matters and will be heard! Thank you so much for all of your dedication and care!”

Isaiah Kelly

Gwen Conde

I’m really thankful for Taylor and the team for everything they did for me. This process wasn’t easy, but Taylor was always patient, kind, and made sure I understood what was going on. I never felt rushed or ignored, and that honestly meant a lot to me. I truly appreciate the care and effort that went into my case. I would definitely recommend them every time.

Andrea Warfield

I’m incredibly grateful for the time and care that Taylor Volkman has given me. From the very beginning, he took the time to really listen to my situation and understand the details of what I’ve already tried on my own. He provided me with a clear list of possible paths forward and even gave me the vocabulary I can use when addressing issues with my employer. What stood out most is how patient and thorough he has been — making sure I understood my options, validating the steps I’ve already taken, and helping me feel prepared to advocate for myself. He never rushed me, and it was clear that his priority was making sure I felt supported and informed. Even though he hasn’t charged me for the time he has spent so far, the guidance has been invaluable. I strongly recommend Taylor to anyone who needs thoughtful, practical, and compassionate legal support.

Takara Bryant

I don’t even know where to start. I have nothing but good things to say about Wanta Thome ESPECIALLY about Joni and Thomas! They went to bat for me like no other. They made me feel comfortable and treated me with the respect I deserved. They fought hard for me and helped guide me through each process. I was confident that they had my best interest at heart. After we were done I didn’t want to leave them. They are now my new family members (not sure if they know it or not). All in all, go with Wanta Thome, they’re no suckers! 10’s across the board.

Check all Google reviews

Common questions about discrimination in Minnesota

  • How is the Minnesota Human Rights Act different from federal law?

    The MHRA protects more characteristics (like marital status and public assistance status), covers employers with just one employee, and gives you up to a year to file. It also lets you go straight to court without first exhausting an agency process, unlike federal law.

  • How long do I have to file a discrimination claim in Minnesota?

    Generally one year from the discriminatory act for an MHRA claim — longer than the 300-day federal deadline. Because timing can be complicated when multiple laws apply, it’s best to talk to someone as soon as possible.

  • Do I file with the state or the EEOC?

    You can file with either the Minnesota Department of Human Rights or the EEOC. A work-sharing agreement between them often preserves your rights under both. Which is better depends on your specific claims — we help you decide.

  • Does the MHRA cover small employers?

    Yes. Unlike federal law, which generally requires 15 or more employees, the MHRA applies to employers with a single employee. That means many Minnesota workers at small businesses are protected when they wouldn’t be federally.

  • What damages can I recover under Minnesota law?

    The MHRA allows back pay, front pay, emotional distress damages, civil penalties, and in some cases up to three times your actual damages, plus attorney’s fees. What’s available depends on the facts of your case.

See all discrimination FAQs

Ready to find out where you stand?

Five fields, no story needed yet — that comes on the follow-up call. Most people hear back within five minutes if Nina is enabled, or the same business day if not.

Your submission is confidential. We do not contact your employer.

The fastest way to know if you have a case

Receive a call from our AI voice system, which will call you in the next 5 minutes to confirm details, if you opt for it.

We may occasionally contact you with updates or content we think you'll find useful. You can unsubscribe anytime. To learn more, see our Privacy Policy.

By submitting this form, you consent to receive a brief automated follow-up call to gather additional details. This helps us better understand your situation and deliver the right support. You also agree to Wanta Thome storing and processing your information to provide requested services.

Common questions

Do I need a Minnesota lawyer if I work in Minnesota but my employer is based elsewhere?

Usually what matters is where you worked, not where the company is headquartered. If you worked in Minnesota, Minnesota law often applies even if your employer is based in another state. We help sort out which state’s law governs your situation.

Can I bring both a state and a federal discrimination claim?

Often, yes. Many situations violate both the Minnesota Human Rights Act and federal law, and you can pursue claims under both. Because each has different deadlines, damages, and procedures, we help you decide which combination gives you the strongest case.

What if I’m not sure whether what happened counts as discrimination?

That’s normal, and it’s exactly what a free consultation is for. A lot of discrimination is subtle, and workers often can’t tell on their own whether the line was crossed. Tell us what happened, and we’ll give you an honest read on whether you have a case.

How much does it cost to hire a Minnesota discrimination lawyer?

For most cases, nothing upfront. We work on contingency, which means you pay no fees unless we recover money for you. The first call to find out whether you have a case is always free.

Will filing a complaint get back to my employer?

At some point in a formal claim, your employer will learn about it — that’s part of the process. But an initial conversation with us is confidential, and we’ll walk you through what to expect and how the process protects you from retaliation before you decide anything.