Wage Theft Notice: required at hire, signed copy on file.
Minnesota employers must provide every new hire with a written wage theft notice that includes: rate of pay; manner of payment (hourly, salary, commission, etc.); whether the worker is exempt or non-exempt from overtime; allowances if any; payment schedule; and other required details. The employer must keep a signed copy on file. Notice failure is itself a wage theft violation under Minn. Stat. § 181.03 — even if all wages are paid correctly. Minneapolis has additional notice requirements under its city Wage Theft Ordinance.
Wage Theft Notice Distribution + Acknowledgment
Distributes wage theft notice at hire with all required content. Captures worker signature/acknowledgment. Surfaces Minneapolis additional ordinance requirements when applicable.
What those rules do at hire and at notice changes.
The hero card configuration: Block on missing notice, Flag on Minneapolis ordinance.
When a new worker is hired, the wage theft notice must be distributed and acknowledged before the first shift can be saved. The notice covers all required elements: pay rate, manner, exempt status, allowances, schedule.
For workers covered by the Minneapolis Wage Theft Ordinance (work performed in Minneapolis), additional notice content is required. Teambridge surfaces the city-specific requirements when the worker is Minneapolis-covered.
Deploy Minnesota Wage Theft Notice in your Teambridge.
Tell us about your Minnesota workforce. We'll spin up at-hire notice generation with primary-language support, e-signature acknowledgment, change-driven re-issuance, Minneapolis ordinance routing, and 21 other Minnesota policies in a sandbox tenant.
Notice at hire, signed copy on file, content must be accurate.
The wage theft notice serves as the operational record of wage terms — and as the defense against wage claims. Inaccurate or missing notices create exposure independent of actual wage payment.
Required notice content
The wage theft notice must include: (1) rate of pay and basis (hourly, salary, commission, piece rate, etc.); (2) allowances if any (meals, lodging); (3) the regular payday; (4) the legal name of the employer and any operating name; (5) the physical address of the employer's main office or principal place of business; (6) the worker's classification as exempt or non-exempt from overtime; (7) the worker's status as employee or independent contractor; and (8) other items prescribed by DLI. The DLI provides a template employers can use.
Signed copy required
The employer must obtain the worker's signature acknowledging receipt of the notice and keep a signed copy on file. Electronic acknowledgment (worker app sign-off, e-signature) is acceptable. The signed copy must be available for DLI or AG audit.
Teambridge generates and distributes the notice at hire and at any change.
The notice is typically the cheapest compliance investment — and notice failure is treated as wage theft regardless of actual wage payment.
All required content populated.
When a new worker is created, the wage theft notice is generated with all required content from the worker's record. Template-based with worker-specific fields.
E-signature required before first shift.
Worker reviews and acknowledges the notice — either by physical signature or e-signature in the worker app. Acknowledgment is the gate before first shift saves.
English + worker's primary language.
Worker's primary language is captured at hire. Notice is provided in English plus the primary language if not English. DLI templates are available in 9+ languages.
New notice before pay rate change.
Before any change to pay rate, basis, payday, or other notice content, an updated notice is generated and distributed. Worker acknowledges before change takes effect.
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.