Workplace Harassment Attorney in Minnesota

Over 50 Years Fighting for Employees Across Minnesota

Workplace harassment is illegal under both Minnesota and federal law, and the rules governing how, where, and when to file a claim are more complex than most employees realize. Nichols Kaster PLLP has spent more than 50 years representing individuals harmed by illegal workplace conduct, including harassment, discrimination, and civil rights violations. Our attorneys hold First Tier rankings in Minneapolis for Litigation-Labor and Employment and for Employment Law - Individuals from U.S. News-Best Lawyers Best Law Firms, and we’ve earned recognition from ALM and the National Trial Lawyers for the work we do on behalf of individuals across Minnesota.

We represent people in individual employment law cases throughout Minnesota, appearing before administrative agencies and in both state and federal court when that’s what a case requires.

If you’re dealing with workplace harassment and aren’t sure what your options are, contact our firm today at (877) 344-4628 to schedule a consultation.

What Qualifies as Workplace Harassment in Minnesota

Minnesota’s primary state law covering workplace harassment is the Minnesota Human Rights Act (MHRA). The MHRA prohibits harassment based on a broad range of protected characteristics, including race, color, creed, religion, national origin, sex (which covers pregnancy), sexual orientation, gender identity, marital status, disability, and age, among others. One practical difference between the MHRA and Title VII of the Civil Rights Act is coverage: the MHRA applies to employers with one or more employees in Minnesota, while Title VII generally applies only to employers with 15 or more employees.

Harassment claims generally fall into one of two categories:

• Hostile work environment: Unwelcome conduct based on a protected characteristic that is severe or pervasive enough to interfere with an employee’s ability to do their job
• Quid pro quo harassment: Conditioning a job benefit (a promotion, continued employment, a favorable schedule) on accepting unwelcome conduct, most commonly sexual in nature

The harasser doesn’t have to be a direct supervisor. Harassment can come from a coworker, a client, a vendor, or another third party, and an employer can be held liable when it knew or should have known about the conduct and failed to take corrective action.

Filing Deadlines for Minnesota Harassment Claims

Deadlines in harassment cases are strict, and missing one can eliminate your right to pursue a claim entirely. Under the MHRA, you generally have one year from the last act of harassment to file a charge with the Minnesota Department of Human Rights (MDHR) or bring a civil action directly in state court. Under Title VII, the window is shorter: 300 days from the last act of harassment to file a charge with the Equal Employment Opportunity Commission (EEOC) before a federal lawsuit can proceed.

A critical procedural change took effect October 1, 2025. The MDHR and EEOC no longer automatically cross-file charges with each other, which means filing with one agency doesn’t preserve your claims with the other. To protect both state and federal claims, you must file separately with each agency. After the federal process concludes and you receive a right-to-sue letter, you generally have 90 days to file a lawsuit in federal court. Because these timelines run from the date of the last incident rather than from when you report internally or consult an attorney, speaking with a workplace harassment attorney in Minnesota as early as possible matters.

How Nichols Kaster PLLP Handles Workplace Harassment Cases

Our practice has been built on cases that pit individuals against powerful employers and institutions. We’ve represented individuals before the Equal Employment Opportunity Commission, the Minnesota Department of Human Rights, and in federal and state courts across Minnesota. The right venue for your claim depends on your employer’s size, the nature of the harassment, and the deadlines that apply, so we evaluate what’s available and pursue the approach that may give you a meaningful result.

We bring the same investigative resources and litigation technology to a single-plaintiff harassment matter that larger firms reserve for class actions. Our commitment to diversity, equity, and inclusion and our pro bono work aren’t programs added onto our practice. They reflect why we do this work.

Steps to Take After Experiencing Workplace Harassment

How you respond in the days and weeks after harassment occurs can affect the strength of your legal claim. Three steps are worth taking right away:

• Document each incident: Record the date, time, location, what was said or done, and the names of any witnesses. Do this as close to the event as possible while details are fresh.
• Report through internal channels: Follow your employer’s complaint procedure and report the conduct to HR or a supervisor. This creates a record and may trigger the employer’s obligation to act.
• Consult an attorney promptly: If the harassment continues or isn’t addressed, speak with a workplace harassment lawyer in Minnesota before deadlines pass. State and federal filing periods run from the date of the last incident, not from when you seek legal advice.

When you contact Nichols Kaster PLLP, we investigate the allegations, gather available evidence, and identify the best path forward, whether that means negotiating with your employer, filing an administrative charge, or pursuing litigation.

Schedule a Consultation with Our Minnesota Harassment Attorneys

Whether you’re still employed and trying to understand your options or you’ve already left a job because of harassment, you don’t have to figure out the next step alone. We can evaluate your rights under Minnesota and federal law and help you decide how to proceed.

Contact Nichols Kaster PLLP at (877) 344-4628 to schedule a consultation with a member of our employment law team.