Minnesota Meal and Rest Break Laws

February 2nd 2026

Understanding Minnesota labor laws is crucial for both employees and employers to ensure fair treatment, legal compliance, and a healthy work environment. The state’s break laws determine when breaks must be provided, whether they are paid or unpaid, and what protections exist for situations when a law is violated.

This article explains Minnesota break laws, including rules for rest and meal periods, breastfeeding breaks, and breaks for minors in clear, practical terms. It helps employees understand their rights and employers their responsibilities.

Key Takeaways From Minnesota Break Laws

  • Minnesota law requires employers to provide a paid rest break of at least 15 minutes (or adequate restroom time) for every four consecutive hours worked.
  • Employees working six or more consecutive hours in Minnesota are entitled to a 30-minute unpaid meal break, provided they are fully relieved of duties.
  • Minnesota employers and employees may follow different rest and meal break rules only if a valid collective bargaining agreement applies.
  • Employers in Minnesota must provide paid breastfeeding breaks and access to a private, non-bathroom lactation space with an electrical outlet.
  • Minnesota pregnancy accommodation laws require employers to provide additional or longer restroom, food, and water breaks, unless doing so causes an undue hardship.

This Article Covers

Rest Breaks in Minnesota

Employers in Minnesota are required to provide employees a rest break of at least 15 minutes or enough time to use the restroom, whichever is longer, within every four consecutive hours of work, as mandated by Minnesota break laws.

Breaks that last fewer than 20 minutes must be counted as hours worked and paid. 

Employers and employees may agree to different rest break rules through a collective bargaining agreement.

Learn about your rights as a salaried employee in Minnesota.

Meal Breaks in Minnesota

Employees in Minnesota who work six or more consecutive hours must be provided an unpaid meal break of at least 30 minutes, under state break laws. However, employers and employees can agree to a different meal break rule through a collective bargaining agreement.

For this break to be unpaid, the employee must be completely relieved from their work duties.

Breastfeeding Breaks in Minnesota

Employers must provide reasonable break time each day for employees to express breast milk as per Minnesota break laws. These breaks can run at the same time as regular breaks.

Employees must be paid for the break time used to express milk.

Employers must also make reasonable efforts to provide a clean, private, secure space (not a bathroom) near the work area that is shielded from view, free from intrusion, and has access to an electrical outlet.

Employers cannot retaliate or discriminate against employees for requesting or using lactation breaks.

Employers must also provide reasonable accommodations for pregnancy or childbirth-related conditions upon request, unless doing so would cause undue hardship to their business operations. Here, reasonable accommodations include providing employees with more frequent or longer restroom, food, or water breaks.

Breaks for Minor Employees in Minnesota

Minnesota does not have special break laws for minors. However, the state’s child labor laws strictly limit when and how long minor employees under 18 are allowed to work.

Penalties for Violating Break Laws in Minnesota

If an employer in Minnesota fails to provide the required rest breaks and meal breaks as mandated by Minnesota break laws, they must pay the employee the wages for the missed break time at the employee’s regular rate, plus an additional equal amount as liquidated damages.

Employees can report violations to the Minnesota Department of Labor and Industry (DLI) or pursue a private lawsuit to claim these remedies.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.