Employment Law Attorney in Minnesota
Protecting Employees’ Rights Against Workplace Abuses & Violations
When your job is on the line or your paycheck isn’t what it should be, it can be difficult to tell whether your employer’s conduct is unfair or unlawful. Workers in Minnesota may face wage theft, discrimination, harassment, or retaliation without knowing where to turn.
At Nichols Kaster PLLP, we represent people facing these situations. For more than 50 years, we have stood up for individuals wronged by powerful employers and institutions. We work to hold companies accountable while helping workers understand and protect their rights.
If you’re questioning what happened at work or worrying about what comes next, you don’t have to sort it out alone. Our attorneys listen, explain your options, and provide guidance grounded in employment and labor law.
Concerned about your workplace rights? Speak with our employment attorneys to understand your options. Contact us through our form or call (877) 344-4628.
Why Workers Turn to Our Firm
Choosing a lawyer for a workplace dispute means finding a legal team firmly on your side when you face an employer, large corporation, or government institution. At Nichols Kaster PLLP, we represent individuals, not companies accused of misusing their power.
We take on cases that often resemble a David versus Goliath battle. Our attorneys litigate employment, civil rights, and consumer cases against large corporations and institutional defendants. We use substantial resources and modern technology to investigate claims, challenge unlawful conduct, and help level the playing field for workers across the state.
Our firm is nationally recognized for this work. We have received “First Tier” rankings from U.S. News & World Report and honors from organizations such as ALM and the National Trial Lawyers. These recognitions reflect our work for people facing serious workplace harm.
Our commitment to diversity, equity, inclusion, and pro bono service is part of our day-to-day work. When you contact us, you can expect a team that takes your concerns seriously and views your case as part of a broader effort to promote fairness and accountability.
Common Minnesota Workplace Rights Violations
Workers often contact us because something feels wrong, but they’re unsure how to describe it. The legal question is whether the employer’s conduct violates a workplace protection or enforceable agreement under Minnesota or federal law.
Wage Theft & Pay Violations
Wage theft and other pay-related violations can take several forms:
- Not paying overtime when you regularly work more than forty hours in a week
- Requiring you to work off the clock
- Misclassifying you as exempt from overtime
- Failing to pay earned wages, commissions, or tips
These practices may result from direct instructions from management, subtle pressure, or incomplete information about your rights.
Discrimination & Harassment
Employees also contact an employment lawyer in Minnesota when they’re treated worse because of a protected characteristic, including:
- Race or sex
- Age
- Disability
- Religion
- Other traits protected by law
Examples include offensive comments that create a hostile environment, unwanted sexual advances, or patterns of unequal pay or promotions. Harassment can come from supervisors, coworkers, or customers, and the law may protect you if your employer fails to take reasonable steps to address it.
Retaliation & Wrongful Termination
Retaliation and Wrongful Termination are closely connected to these concerns. Retaliation may occur when an employer punishes you for reporting discrimination, unsafe conditions, wage concerns, or other unlawful conduct. It may take the form of a demotion, reduced hours, or termination after you speak up. A termination may violate the law if it’s tied to a protected complaint or discriminatory motive.
Our work also includes:
- Improper background checks
- Defamation
- Breach of contract
- Severance agreements
- Railroad workers’ rights
- Restrictive covenants
- Family and medical leave
- Whistleblower and qui tam claims
Different laws, agencies, and deadlines apply to different concerns. An employee rights lawyer in Minnesota can review the facts and identify the protections that fit your situation.
What to Do If Your Rights Are Violated
When something serious happens at work, you may feel pressure to react quickly or accept whatever your employer offers. A few careful steps can protect your rights and help you avoid decisions that are difficult to reverse.
If you can safely do so, write down what happened soon after the incident. Record dates, times, the people involved, and what was said or done. Save relevant emails, text messages, performance reviews, pay stubs, schedules, and written policies. These records can be important when you speak with an employee rights attorney in Minnesota about your options.
Be cautious about signing documents presented by your employer during a dispute, especially if you’re being asked to resign or accept severance. Agreements may include waivers of significant rights and can be difficult to undo after signing. A lawyer can review the documents and explain what you might be giving up.
Confidentiality is an understandable concern. When you contact our firm, your inquiry is private, and reaching out doesn’t automatically notify your employer. We can discuss whether and when your employer might learn about the matter and address your concerns about retaliation.
Deadlines for employment and labor claims can be short and may differ depending on the governing law, court, or administrative agency. Speaking with an attorney promptly gives you more options. Our goal is to help you understand possible next steps so you can make informed decisions about how to move forward.
Minnesota Discrimination Claims & Filing Deadlines
The Minnesota Human Rights Act prohibits covered forms of workplace discrimination. As a general rule, a person asserting a claim under the act must file a charge with the Minnesota Department of Human Rights or a local commission, or bring a civil action, within one year after the discriminatory practice.
The Minnesota Department of Human Rights investigates alleged violations before determining whether there’s probable cause to believe a violation occurred. Deadlines for filing a civil action after an administrative charge depend on the stage and outcome of the proceeding, making the date of the conduct and the history of any agency filing important.
Federal discrimination claims follow a separate administrative pathway. A charge generally must be filed within 180 days of the adverse action, although a 300-day period may apply when a state or local agency enforces a law prohibiting the same type of discrimination. These are general deadlines, and the time available depends on the claim, governing law, and prior filings.
FMLA Leave Rights for Minnesota Employees
The Family and Medical Leave Act provides eligible employees of covered employers with up to 12 workweeks of unpaid, job-protected leave during a 12-month period for qualifying family and medical reasons. Group health benefits continue during qualifying leave on the same terms that apply while the employee is working.
Eligibility generally requires at least 12 months of employment, 1,250 hours of service during the previous 12 months, and a worksite where the employer has at least 50 employees within 75 miles. The law generally covers private-sector employers with 50 or more employees during 20 or more workweeks, along with public agencies and schools regardless of size.
Not every medical absence qualifies. We handle FMLA matters involving eligibility, interference with protected leave, and adverse treatment connected to requesting or taking qualifying leave.
Minnesota Non-Compete Agreement Restrictions
Under Minnesota Statutes section 181.988, a covenant not to compete entered into on or after July 1, 2023, is void and unenforceable. The restriction applies regardless of an employee’s income or position, subject to narrow exceptions involving the sale of a business or an anticipated business dissolution.
An agreement signed before July 1, 2023, is evaluated under the Minnesota case law that applied before the statutory ban. Its date is therefore an important starting point when reviewing an employer’s demand or threatened enforcement action.
The law distinguishes these agreements from other restrictive covenants. Nondisclosure agreements, trade-secret or confidential-information agreements, and client-list nonsolicitation agreements remain outside the statutory definition of a covenant not to compete. We review these matters in light of the agreement’s language, effective date, and surrounding circumstances.
Minnesota Whistleblower Protections
The Minnesota Whistleblower Act prohibits retaliation against an employee who, in good faith, reports a violation, suspected violation, or planned violation of federal or state law to an employer, government body, or law enforcement official. It also protects employees whom a public body asks to participate in an investigation, hearing, or inquiry.
A workplace complaint isn’t automatically a whistleblower report. The substance of the disclosure, its recipient, and the employer’s response all affect the analysis. The statute also excludes statements or disclosures an employee knows are false or makes with reckless disregard for the truth.
We handle whistleblower and qui tam claims for individuals who report suspected unlawful conduct. Preserving the report, related communications, and a timeline of later workplace actions can help document what occurred.
These are not just words, but the pillars of our client-focused approach. We understand the courage it takes to stand up for your rights, and our team provides not only formidable legal strength and deep experience but also genuine compassion and unwavering support throughout your journey. Our clients consistently tell us they feel heard, understood, and powerfully represented.
Our team of passionate, talented professionals works every day to advance and protect people's rights in individual cases and class actions. No entity is too big to play fair, so please don't hesitate to reach out to our firm to discuss the details of your situation.
How Our Minnesota Employment Lawyers Help
When you contact Nichols Kaster PLLP, we begin by discussing what has happened at work and what you hope to achieve. We listen to your story, ask targeted questions, and review any key documents you have. We then assess whether your experience may violate Minnesota or federal employment laws.
If we continue working together, our attorneys gather information and evaluate potential claims. This may involve reviewing company policies, communications, pay records, and other materials while determining which legal forums are appropriate. Some matters involve agencies that enforce workplace protections, while others proceed in courts that hear employment disputes affecting Minnesota workers.
We use substantial firm resources and technology to organize complex information and manage large volumes of documents. This is especially important when one worker challenges a large company or institutional employer. As your employment law lawyers in Minnesota, we handle paperwork and deadlines, develop a strategy, negotiate with opposing counsel, and litigate or go to trial when necessary.
Communication is central to how we practice. We explain the legal process in clear language, discuss realistic possibilities without overpromising, and keep you informed about important developments. Our commitment to diversity, equity, and inclusion influences how we interact with clients and approach cases, and our broader mission for social justice underlies the advocacy we bring to each matter.
Potential Paths in an Employment Matter
The available path depends on the claims, evidence, governing law, applicable deadlines, and forum. After reviewing your circumstances and goals, we can develop a legal strategy that accounts for the strengths and limits of the matter without promising a particular result.
An employment dispute may proceed through settlement discussions, an administrative agency, or court litigation. The appropriate approach depends on the facts and the options available under the law.
Talk with Our Team About Your Rights
If something at work doesn’t feel right, you deserve clear information about your options. Speaking with an employment attorney in Minnesota can clarify whether the law protects you and what steps may be available to seek fair treatment.
At Nichols Kaster PLLP, we stand up to powerful entities on behalf of individuals. We’re dedicated to protecting workers in this state and holding employers accountable when they cross the line. When you contact us, we’ll listen to your story, explain your options in plain language, and discuss potential paths forward.
Speak with an experienced employment law attorney today: contact us through our form or call us at (877) 344-4628 to review your workplace rights and options.
-
Practice Areas
We fight for employees and consumers nationwide with extensive experience in employment rights, wage issues, financial services, and civil rights litigation. Our focused approach to complex class actions and individual cases keeps us at the cutting edge of plaintiff-side law.
-
Cases
We've shaped legal precedents at the highest levels, including the Supreme Court. With resources to challenge powerful entities of any size, our experience in landmark litigation equips us to handle both individual cases and complex class actions.
-
Our People
Our nationally acclaimed team of passionate legal strategists works relentlessly to protect rights in the workplace, marketplace, and government institutions. Our attorneys combine deep expertise with genuine compassion to deliver powerful representation.