Minneapolis Expands Workplace Protections for Civil Rights and Reasonable Accommodation Obligations
The amendments include new protected classes, expand the definition of race, familial status, and disability, and increase protections for pregnant workers and religious observance. With regard to employment, the amendments add new protected classes, expand the definition of race, familial status, and disability, and increase protections for pregnant workers and religious observance.
New Protected Classes in Employment
- Justice-Impacted Status:
One of the most notable amendments is the addition of “justice-impacted status” as a protected class in employment. This is defined as the state of having criminal records or histories, including any arrests, charges, convictions, periods of incarceration or past or present probationary status. Employers must ensure that any adverse decisions made based on justice-impacted status relate to the job requirements. They will also be required to consider factors like the nature of crime, whether or not the individual was convicted of the crime committed, the age Employers will further be precluded from making an adverse employment decision based on a not-currently-pending arrest not resulting in a conviction. The amendments add housing status to the list of protected classes. The amendments define a “housing situation” as a person who has or does not have a “fixed, regular, and adequate residence at night.” They also provide that it is illegal for an employer not to hire or fire an This category includes, but isn’t limited to, actual numerical measurements (including ratios and other metrics measuring the whole or part of the body) and the perception of a person being tall or short, and/or thin or fat regardless of The protections do not apply to employment actions that are required by federal, state or local law or regulation. The protections also do not apply to an employment action where such action is required by federal, state, or local law or regulation.Race:
The amendments broaden the definition of race under the Ordinance to include traits historically associated with race or perceived to be associated with race, such as skin color, certain physical features, hair texture, and protective hairstyles (such as afros, braids, locks and twists).Familial status:
The amendments also expand the definition of familial status (which is an existing protected category under the Ordinance) to now include not only having legal status or custody over one or more minors as a parent or legal guardian, but residing with and caring for individual(s) who lack the ability to meet essential requirements for physical health, safety, or self-care because of an “inability to receive and evaluate information or make or communicate decisions.”Disability:
The amendments broaden the definition of disability (also an existing protected category under the Ordinance and currently defined as a physical, sensory or mental impairment limiting one or more major life activities, having a record of such an impairment, or being perceived as having such an impairment) to now include impairments that are episodic or in remission and that would materially limit a major life activity of the individual when active. The amendments also codify that employers must initiate an “informal interactive process” with a qualified employee to determine an appropriate reasonable accommodation related to either disability or pregnancy-related limitations (discussed further below).Pregnancy-Related Protections
The amendments will now require employers to engage in an informal interactive process and provide appropriate reasonable accommodations for the “known pregnancy-related conditions” of a qualified employee. The term “known pregnancy-related limitations” is defined by the Ordinance as “any physical or psychological condition that is related to, affected or arising from pregnancy, childbirth or related medical conditions” that an employee or employee’s representatives have communicate Employers are not required to provide accommodation that is an undue burden. Employers shall not be permitted to require a pregnant employee to take leave if another reasonable accommodation can be provided, nor can an employer take adverse action against an employee for requesting or receiving a pregnancy-related accommodation.The amendments will now require employers to accommodate employees’ “known sincerely held religious beliefs or practices” unless doing so imposes an undue hardship.
Key Takeaways These amendments will apply to any complaint or charge filed under the Ordinance on or after August 1, 2025 unless superseded by subsequent amendments. These amendments will apply to any complaint or charge filed under the Ordinance on or after August 1, 2025 unless superseded by subsequent amendments.
