MN pay transparency: 30+ employees, salary range required.
Minnesota's pay transparency law — Minn. Stat. § 181.173 — requires employers with 30 or more employees to include the starting salary range and a general description of benefits in each job posting. Open-ended ranges (e.g., "$50,000+" or "up to $80,000") are not compliant — the range must have both a lower and upper bound. The law also includes a pay-history-ban: employers cannot ask, inquire, or consider an applicant's pay history for purposes of determining wages or benefits. Together, these provisions form the operational footprint of MN pay transparency compliance.
Pay Transparency Compliance Workflow
Validates job postings include salary range with both bounds and benefits description for 30+ employee employers. Enforces pay-history-ban during recruitment. Tracks coverage threshold.
What those rules do at posting and recruiting.
The hero card configuration: Block on missing range, Flag on pay-history-ban.
When a job posting is created or updated for a covered employer (30+ employees), the salary range (lower + upper bound) and a general benefits description must be included. Open-ended ranges (e.g., $50K+) are blocked.
Employers cannot ask, inquire, or consider an applicant's pay history for the purposes of determining wages or benefits. Recruitment workflows that surface pay-history fields trigger Flag.
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30+ employees, bounded ranges, benefits described, pay history off-limits.
Minnesota's pay transparency law was enacted as part of the broader 2024 omnibus pay equity legislation. The 30-employee threshold balances coverage breadth with administrative impact on smaller employers.
Coverage threshold
Coverage applies to employers with 30 or more employees in Minnesota. Smaller employers (under 30) are not subject to the salary disclosure requirements. The 30-employee threshold counts MN-based employees only — different from MN PFML's broader coverage. Out-of-state employers with MN workers count those workers toward the threshold.
Required posting content
All job postings for openings must include: (1) the starting salary range (or starting hourly wage range) — with both a lower and upper bound; (2) a general description of all benefits offered to the hired applicant, including health and retirement benefits; and (3) other compensation. Open-ended ranges are not compliant. The range must reflect what the employer actually plans to offer; a range of $30,000-$300,000 for an entry-level role would not satisfy the good-faith standard.
Teambridge gates job postings on bounded ranges and tracks pay-history-ban compliance.
The 30-employee threshold and the bounded-range requirement together create the pay transparency compliance footprint.
MN headcount validated.
When a job posting is created, the employer's MN headcount is checked against the 30-employee threshold. Below threshold: no posting requirements. Above: full compliance required.
Salary range + benefits required.
When a job posting is created, salary range (lower + upper bound) and benefits description fields are required. Open-ended ranges (e.g., $50K+) trigger Block.
Recruitment workflows audited.
Recruitment workflows that include or request pay-history information are flagged. Application forms, interview templates, salary discussion prompts are reviewed.
Same standards applied.
Internal promotion postings are validated against the same standards as external postings: bounded range, benefits description, pay-history-ban.
Still evaluating? Get a free Minnesota compliance audit.
Send us your existing Minnesota scheduling and pay configuration. Our compliance team returns a written audit within 5 business days — every Minnesota-specific exposure ranked by risk and back-pay liability.