Minnesota
Minnesota Whistleblower Laws: Protections and How to Report
The Minnesota Whistleblower Act (Minn. Stat. 181.932) protects employees in both the private and public sector from employer retaliation when they report violations of law, refuse to carry out illegal orders, or disclose health care quality concerns. Workers who engage in these protected activities cannot be fired, demoted, or disciplined.
What Are Minnesota's Whistleblower Laws?
Minnesota provides strong legal protections for employees who report illegal activity, refuse to participate in unlawful conduct, or raise concerns about public safety. The primary law is the Minnesota Whistleblower Act, codified at Minn. Stat. 181.932, which shields both private and public sector workers from employer retaliation.
Minnesota is an employment-at-will state. This means employers can generally terminate workers for any reason or no reason at all. However, whistleblower protections create important exceptions to this rule. Employees who engage in protected activities cannot be fired, demoted, disciplined, or otherwise punished for doing the right thing.
The state's whistleblower framework includes several overlapping protections. The Whistleblower Act covers the broadest range of reporting activity. Additional statutes protect workers in specific areas such as workplace safety, discrimination, wage violations, and workers' compensation claims.
This guide covers Minnesota's state whistleblower laws. You should also review the Federal Whistleblower Laws that apply to all U.S. workers.
Who Is Protected Under Minnesota's Whistleblower Act?
The Minnesota Whistleblower Act defines "employee" broadly. Under Minn. Stat. 181.931, an employee is any person who performs services for hire in Minnesota for an employer. This includes full-time workers, part-time workers, and temporary employees.
The definition of "employer" is equally broad. It covers any person or entity that has one or more employees in Minnesota. This includes private businesses, nonprofit organizations, the state government, and all political subdivisions such as counties, cities, and school districts.
Independent contractors are not covered by the Act. However, courts look at the actual working relationship rather than a job title to determine whether someone qualifies as an employee.
The protections apply to current employees and, in many situations, former employees who face retaliation after leaving a job.
Protected Activities Under the Whistleblower Act
Under Minn. Stat. 181.932, Subdivision 1, employers cannot discharge, discipline, threaten, penalize, or otherwise discriminate against an employee regarding compensation, terms, conditions, location, or privileges of employment for engaging in any of the following protected activities.
Reporting Violations of Law
An employee who, in good faith, reports a violation, suspected violation, or planned violation of any federal or state law, rule, or regulation to an employer or to any governmental body or law enforcement official is protected from retaliation. The employee does not need to prove that an actual violation occurred. The report only needs to be made in good faith, meaning the employee believed the information was truthful and did not act with reckless disregard for the truth.
Participating in Investigations
Employees who participate in an investigation, hearing, or inquiry at the request of a public body or office are protected. This includes providing testimony, producing documents, or cooperating in any way with an official inquiry.
Refusing Illegal Orders
An employee who refuses to carry out an employer's directive is protected when the employee has an objective basis in fact to believe the directive would result in a violation of law. The employee must inform the employer of the specific reason for refusing the order. This protection applies whether the directive would violate federal or state law, or any rule or regulation adopted under law.
Reporting Health Care Concerns
Employees who, in good faith, report situations where the quality of health care services provided by a facility, organization, or provider violates federal or state standards, or professionally recognized national clinical or ethical standards, and poses a risk to public safety, are protected from retaliation.
Disclosing Scientific or Technical Studies
Public employees who disclose the findings of a scientific or technical study to a government body or law enforcement official are protected, provided the disclosure does not violate data practices laws.
Reporting on Government Programs (2025 Amendment)
In 2025, the Minnesota legislature expanded protections for public employees who report on government programs and services. The amendment broadened protections for employees who communicate information related to state or local government services, financing, or programs to legislators, constitutional officers, the legislative auditor, employers, governmental bodies, or law enforcement officials.
The 2025 amendment also added specific definitions for key terms. "Fraud" means an intentional or deceptive act, or failure to act, to gain an unlawful benefit. "Misuse" means the improper use of authority or position for personal gain or to cause harm to others, including the improper use of public resources or programs contrary to their intended purpose. "Waste" refers to practices resulting in unnecessary costs to government programs.
This expansion was driven in part by high-profile cases of fraud in Minnesota government programs, including the Feeding Our Future scandal, which highlighted the need for stronger protections for state workers who report misconduct.
Good Faith Requirement
The Whistleblower Act does not provide blanket protection for all employee speech. Under Minn. Stat. 181.932, Subdivision 3, an employee may not make statements or disclosures that the employee knows to be false or that are made in reckless disregard of the truth.
"Good faith" means the employee honestly believed the information being reported was accurate at the time of the report. Employees do not need to be right about whether a violation actually occurred. They only need to have a reasonable, honest belief that a violation took place or was planned.
Courts evaluate good faith by looking at what the employee knew and believed at the time of the report, not whether the report ultimately proved correct.
Identity Protection for Whistleblowers
Under Minn. Stat. 181.932, Subdivision 2, the identity of any employee who makes a report to a governmental body or law enforcement official is classified as private data under the Minnesota Government Data Practices Act (Minn. Stat. 13.02). This means the government cannot publicly disclose who filed the report, providing an additional layer of protection for whistleblowers who report to public bodies.
Additional Statutory Protections
Beyond the main Whistleblower Act, several other Minnesota statutes protect employees who report violations or exercise their rights in specific areas.
Discrimination and Human Rights
Under Minn. Stat. 363A.15, it is illegal to retaliate against an employee for opposing a practice forbidden by the Minnesota Human Rights Act, filing a charge under the Act, or testifying, assisting, or participating in an investigation, proceeding, or hearing under the Act. The Human Rights Act prohibits discrimination based on race, color, creed, religion, sexual orientation, disability, national origin, sex, marital status, familial status, age, and other protected classes.
Occupational Safety and Health
Under Minn. Stat. 182.669, employers cannot discharge or discriminate against an employee for exercising any right afforded by Minnesota's workplace safety laws. This includes reporting unsafe conditions, filing safety complaints, and cooperating with inspections.
Minimum Wage Violations
Under Minn. Stat. 177.32, it is unlawful for an employer to retaliate against an employee for starting or intending to start a proceeding related to unpaid wages, testifying in such a proceeding, or filing a complaint about unpaid wages with the employer or the Department of Labor and Industry.
Wage Discrimination
Under Minn. Stat. 181.67, employers cannot retaliate against employees who file complaints or participate in proceedings related to sex-based wage discrimination. This statute prohibits paying different wages to employees of different sexes for comparable work.
Workers' Compensation
Under Minn. Stat. 176.82, employers cannot discharge or threaten to discharge an employee for filing a workers' compensation claim. It is also illegal for an employer to obstruct an employee who is seeking workers' compensation benefits.
Labor Relations
Under Minn. Stat. 179.12, employers cannot discharge or discriminate against an employee for signing or filing an affidavit, petition, or complaint, or for giving information under the state's labor relations laws.
Vulnerable Adults
Under Minn. Stat. 626.557, no person or facility may retaliate against anyone who reports suspected maltreatment of a vulnerable adult. A vulnerable adult is someone who, because of a mental or physical disability or dependency on institutional services, is at risk of maltreatment.
Minnesota False Claims Act
Minnesota has its own False Claims Act under Minn. Stat. Chapter 15C, which provides additional whistleblower protections and financial incentives for reporting fraud against the government.
Qui Tam Lawsuits
The Minnesota False Claims Act allows private individuals, known as "relators," to file lawsuits on behalf of the state against persons or entities that submit false or fraudulent claims for government payment. These are called qui tam actions.
Financial Rewards
If the state Attorney General intervenes and takes over the case, the whistleblower receives between 15% and 25% of any recovery. If the state does not intervene and the whistleblower prosecutes the case independently, the whistleblower can receive between 25% and 30% of any amounts recovered.
Penalties for Violators
Under the False Claims Act, violators face treble damages (three times the amount of the government's loss) plus civil penalties for each false claim submitted. Penalties can reach up to $27,018 per false claim.
Filing Deadline
Qui tam complaints must generally be filed within six years of the violation, though the deadline can extend up to ten years in some circumstances.
How to File a Whistleblower Complaint in Minnesota
The process for filing a whistleblower complaint depends on the type of violation being reported.
General Whistleblower Claims (Minn. Stat. 181.932)
For retaliation claims under the main Whistleblower Act, employees file a civil lawsuit in Minnesota district court. There is no requirement to file an administrative complaint first. However, under Minn. Stat. 181.933, a terminated employee may request in writing, within 15 working days of termination, the reason for the termination. The employer must respond in writing with the truthful reason within 10 working days of receiving the request.
Workplace Safety Complaints
File complaints with the Minnesota Department of Labor and Industry (DLI) within 30 days of the retaliatory action. Contact the DLI at 800-342-5354.
Discrimination Complaints
File complaints with the Minnesota Department of Human Rights within one year of the retaliatory action. Contact the department at 1-833-454-0148. If the department dismisses the claim, the whistleblower has 45 days from the dismissal notice to file a lawsuit in court.
Workers' Compensation Retaliation
File a lawsuit in Minnesota district court. The statute of limitations for workers' compensation retaliation claims is six years.
False Claims Act (Qui Tam)
File under seal in Minnesota district court and serve a copy on the state Attorney General. The complaint remains under seal for at least 60 days while the Attorney General investigates and decides whether to intervene.
Statutes of Limitations
Filing deadlines vary depending on the type of whistleblower claim.
| Type of Claim | Filing Deadline | Where to File |
|---|---|---|
| Whistleblower Act (Minn. Stat. 181.932) | 6 years | Minnesota district court |
| Occupational Safety and Health | 30 days | MN Dept. of Labor and Industry |
| Discrimination (Human Rights Act) | 1 year | MN Dept. of Human Rights |
| Workers' Compensation Retaliation | 6 years | Minnesota district court |
| False Claims Act (Qui Tam) | 6 years (up to 10 years) | Minnesota district court |
| Minimum Wage Retaliation | 6 years | Minnesota district court |
The general six-year statute of limitations comes from Minn. Stat. 541.05, which applies to employment-related statutory claims that do not contain their own express limitations period.
Remedies and Penalties for Retaliation
Whistleblower Act Remedies
Under Minn. Stat. 181.935, if a court finds that an employer violated the Whistleblower Act, the court may order any appropriate relief, including:
- Reinstatement to the previous job position
- Back pay for lost wages
- Restoration of lost service credit
- Compensatory damages for emotional distress and other harm
- Expungement of any adverse employment records related to the retaliation
- Reasonable attorney's fees and litigation costs
- Punitive damages in cases involving clear and convincing evidence of deliberate disregard for employee rights
Right to Know Reason for Termination
Under Minn. Stat. 181.933, employers who fail to provide the reason for termination when properly requested face a civil penalty ranging from $25 per day per injured employee up to a maximum of $750 per injured employee.
Minimum Wage Retaliation Penalties
Employers who retaliate against employees for reporting wage violations face fines ranging from $700 to $3,000 under Minn. Stat. 177.32.
Wage Discrimination Penalties
Employers who violate the wage discrimination statute may be found guilty of a misdemeanor under Minn. Stat. 181.67.
Workers' Compensation Retaliation Penalties
Under Minn. Stat. 176.82, employers who retaliate against workers' compensation claimants may be liable for:
- Compensatory damages, including any reduction in workers' compensation benefits caused by the violation
- Litigation costs and reasonable attorney's fees
- Punitive damages up to three times the amount of the employee's compensation benefits
Damages awarded in a retaliation lawsuit do not replace the employee's underlying workers' compensation benefits.
Federal Whistleblower Protections for Minnesota Workers
Minnesota employees also benefit from federal whistleblower protections that apply nationwide. Key federal laws include:
- Federal False Claims Act (31 U.S.C. 3729-3733): Protects employees who report fraud against the federal government. Whistleblowers can receive 15% to 30% of recovered funds.
- Sarbanes-Oxley Act: Protects employees of publicly traded companies who report securities fraud or financial misconduct.
- Occupational Safety and Health Act (OSHA): Provides federal workplace safety retaliation protections administered by the U.S. Department of Labor.
- Dodd-Frank Act: Protects employees who report violations of securities laws to the SEC, with potential financial rewards.
These federal protections apply alongside Minnesota's state protections. Employees may have claims under both state and federal law for the same retaliatory conduct.
More Minnesota Laws
Frequently Asked Questions
Does Minnesota's Whistleblower Act protect employees who report violations to their own employer?
Yes. Under Minn. Stat. 181.932, employees are protected when they report a violation, suspected violation, or planned violation of law to their employer or to any governmental body or law enforcement official. You do not need to report to a government agency first.
How long do I have to file a whistleblower retaliation claim in Minnesota?
For claims under the main Whistleblower Act (Minn. Stat. 181.932), you generally have six years from the date of the retaliatory action, based on the general statute of limitations in Minn. Stat. 541.05. Other types of claims have shorter deadlines. Occupational safety complaints must be filed within 30 days, and discrimination claims within one year.
What damages can I recover in a Minnesota whistleblower lawsuit?
Under Minn. Stat. 181.935, you may recover reinstatement to your job, back pay, compensatory damages, restoration of service credit, expungement of adverse records, attorney's fees, and punitive damages if the employer deliberately disregarded your rights.
Do I need to prove the violation I reported actually occurred?
No. Minnesota law only requires that you made the report in good faith. This means you honestly believed the information was truthful and did not act with reckless disregard for the truth. The report does not need to ultimately prove that a violation occurred.
What protections were added by the 2025 amendment to Minnesota's whistleblower law?
The 2025 amendment expanded protections for public employees who report fraud, waste, or abuse in government programs and services. It broadened the scope of protected communications, added definitions for fraud, misuse, and waste, and removed limitations that previously restricted certain protections to state employees in the classified service.
The Law Behind This Article
This article rests on 13 statutory provisions held in our own legal record, each retrieved from the official source. Tap a section to read the operative text.
Minnesota Statutes, Chapter 13: GOVERNMENT DATA PRACTICES
§ 13.02DEFINITIONSIn force
Subdivision 1. Applicability. As used in this chapter, the terms defined in this section have the meanings given them. Subd. 2. Commissioner. "Commissioner" means the commissioner of the Department of Administration. Subd. 3. Confidential data on individuals. "Confidential data on individuals" are data made not public by statute or federal law applicable to the data and are inaccessible to the individual subject of those data. Subd. 3a. Criminal justice agencies. "Criminal justice agencies" means all state and local prosecution authorities, all state and local law enforcement agencies, the Sentencing Guidelines Commission, the Bureau of Criminal Apprehension, the Department of Corrections, the Minnesota National Guard, and all probation officers who are not part of the judiciary. Subd. 4. Data not on individuals. "Data not on individuals" are all government data that are not data on individuals. Subd. 5. Data on individuals.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 176: WORKERS' COMPENSATION
§ 176.82ACTION FOR CIVIL DAMAGES FOR OBSTRUCTING EMPLOYEE SEEKING BENEFITSIn forcecited in 2 of our articles
Subdivision 1. Retaliatory discharge. Any person discharging or threatening to discharge an employee for seeking workers' compensation benefits or in any manner intentionally obstructing an employee seeking workers' compensation benefits is liable in a civil action for damages incurred by the employee including any diminution in workers' compensation benefits caused by a violation of this section including costs and reasonable attorney fees, and for punitive damages not to exceed three times the amount of any compensation benefit to which the employee is entitled. Damages awarded under this section shall not be offset by any workers' compensation benefits to which the employee is entitled. Subd. 2. Refusal to offer continued employment. An employer who, without reasonable cause, refuses to offer continued employment to its employee when employment is available within the employee's physical limitations shall be liable in a civil action for one year's wages.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Also relied on in: Minnesota At-Will Employment Laws: Exceptions and Your Rights
Minnesota Statutes, Chapter 177: LABOR STANDARDS AND WAGES
§ 177.32PENALTIESIn force
Subdivision 1. Misdemeanors. An employer who does any of the following is guilty of a misdemeanor: (1) hinders or delays the commissioner in the performance of duties required under sections 177.21 to 177.435, 181.01 to 181.723, or 181.79; (2) refuses to admit the commissioner to the place of business or employment of the employer, as required by section 177.27, subdivision 1; (3) repeatedly fails to make, keep, and preserve records as required by section 177.30; (4) falsifies any record; (5) refuses to make any record available, or to furnish a sworn statement of the record or any other information as required by section 177.27; (6) repeatedly fails to post a summary of sections 177.21 to 177.44 or a copy or summary of the applicable rules as required by section 177.31; (7) pays or agrees to pay wages at a rate less than the rate required under sections 177.21 to 177.44; (8) refuses to allow adequate time from work as required by section 177.253; or (9) otherwise violates any provision of sections 177.21 to 177.44. Subd. 2. Fine.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 179: LABOR RELATIONS
§ 179.12EMPLOYER UNFAIR LABOR PRACTICESIn force
(a) It is an unfair labor practice for an employer: (1) to institute a lockout of its employees in violation of a valid collective bargaining agreement between the employer and its employees or labor organization if the employees at the time are in good faith complying with the provisions of the agreement, or to violate the terms and conditions of the bargaining agreement; (2) to institute a lockout of its employees in violation of section 179.06 or 179.07; (3) to encourage or discourage membership in a labor organization by discrimination in regard to hire or tenure of employment or any terms or conditions of employment; provided, that this clause does not apply to the provisions of collective bargaining agreements entered into voluntarily by an employer and its employees or a labor organization representing the employees as a bargaining agent, as provided by section 179.16; (4) to discharge or otherwise to discriminate against an employee because the employee has signed or filed an affidavit, petition, or complaint or given information or testimony under this chapter; (5) to spy directly or through agents or any other persons upon activities of employees or their representatives…
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 181: EMPLOYMENT
§ 181.67WAGE DISCRIMINATION BASED ON SEX; PROTECTION OF EMPLOYEES INVOLVED IN PROCEEDINGIn force
Subdivision 1. General prohibition. No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate the employer pays to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to a seniority system, a merit system, a system which measures earnings by quantity or quality of production, or a differential based on any other factor other than sex. Provided, that an employer who is paying a wage rate differential in violation of sections 181.66 to 181.71 shall not, in order to comply with the provisions of sections 181.66 to 181.71, reduce the wage rate of any employee. Subd. 2. Employees involved in proceeding.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
§ 181.931DEFINITIONSIn force
Subdivision 1. Generally. For the purpose of sections 181.931 to 181.935 the terms defined in this section have the meanings given them. Subd. 2. Employee. "Employee" means a person who performs services for hire in Minnesota for an employer. Employee does not include an independent contractor. Subd. 3. Employer. "Employer" means any person having one or more employees in Minnesota and includes the state and any political subdivision of the state. Subd. 3a. Fraud. "Fraud" means an intentional or deceptive act, or failure to act, to gain an unlawful benefit. Subd. 4. Good faith. "Good faith" means conduct that does not violate section 181.932, subdivision 3. Subd. 4a. Misuse. "Misuse" means the improper use of authority or position for personal gain or to cause harm to others, including the improper use of public resources or programs contrary to their intended purpose. Subd. 5. Penalize. "Penalize" means conduct that might dissuade a reasonable employee from making or supporting a report, including post-termination conduct by an employer or conduct by an employer for the benefit of a third party. Subd. 5a. Personal gain.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
§ 181.932DISCLOSURE OF INFORMATION BY EMPLOYEESIn forcecited in 3 of our articles
Subdivision 1. Prohibited action. An employer shall not discharge, discipline, penalize, interfere with, threaten, restrain, coerce, or otherwise retaliate or discriminate against an employee regarding the employee's compensation, terms, conditions, location, or privileges of employment because: (1) the employee, or a person acting on behalf of an employee, in good faith, reports a violation, suspected violation, or planned violation of any federal or state law or common law or rule adopted pursuant to law to an employer or to any governmental body or law enforcement official; (2) the employee is requested by a public body or office to participate in an investigation, hearing, inquiry; (3) the employee refuses an employer's order to perform an action that the employee has an objective basis in fact to believe violates any state or federal law or rule or regulation adopted pursuant to law, and the employee informs the employer that the order is being refused for that reason; (4) the employee, in good faith, reports a situation in which the quality of health care services provided by a health care facility, organization, or health care provider violates a standard established by…
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Also relied on in: Minnesota Workplace Recording Laws: Employee and Employer Rights
§ 181.933NOTICE OF TERMINATIONIn force
Subdivision 1. Notice required. An employee who has been involuntarily terminated may, within 15 working days following such termination, request in writing that the employer inform the employee of the reason for the termination. Within ten working days following receipt of such request, an employer shall inform the terminated employee in writing of the truthful reason for the termination. Subd. 2. Defamation action prohibited. No communication of the statement furnished by the employer to the employee under subdivision 1 may be made the subject of any action for libel, slander, or defamation by the employee against the employer.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
§ 181.935INDIVIDUAL REMEDIES; PENALTYIn force
(a) In addition to any remedies otherwise provided by law, an employee injured by a violation of section 181.932 may bring a civil action to recover any and all damages recoverable at law, together with costs and disbursements, including reasonable attorney's fees, and may receive such injunctive and other equitable relief as determined by the court. (b) An employer who failed to notify, as required under section 181.933 or 181.934, an employee injured by a violation of section 181.932 is subject to a civil penalty of $25 per day per injured employee not to exceed $750 per injured employee. (c) If the district court determines that a violation of section 181.932 occurred, the court may order any appropriate relief, including but not limited to reinstatement, back pay, restoration of lost service credit, if appropriate, compensatory damages, and the expungement of any adverse records of an employee who was the subject of the alleged acts of misconduct.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 182: OCCUPATIONAL SAFETY AND HEALTH
§ 182.669DISCRIMINATIONIn force
Subdivision 1. Complaints alleging discriminatory acts; private actions. Any employee believed to have been discharged or otherwise discriminated against by any person because the employee has exercised any right authorized under the provisions of sections 182.65 to 182.674, may, within 30 days after the alleged discrimination occurs, file a complaint with the commissioner alleging the discriminatory act. Upon receipt of the complaint, the commissioner shall cause an investigation to be made as the commissioner deems appropriate. If upon such investigation the commissioner determines that a discriminatory act was committed against an employee, the commissioner shall refer the matter to the Office of Administrative Hearings for a hearing before an administrative law judge pursuant to the provisions of chapter 14. Communications between discrimination complainants and attorneys representing the commissioner are privileged as would be communications between an attorney and a client. For purposes of this section, the commissioner shall file with the administrative law judge and serve upon the respondent, by registered or certified mail, a complaint and written notice of hearing.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 363A: HUMAN RIGHTS
§ 363A.15REPRISALSIn force
It is an unfair discriminatory practice for any individual who participated in the alleged discrimination as a perpetrator, employer, labor organization, employment agency, public accommodation, public service, educational institution, or owner, lessor, lessee, sublessee, assignee or managing agent of any real property, or any real estate broker, real estate salesperson, or employee or agent thereof to intentionally engage in any reprisal against any person because that person:(1) opposed a practice forbidden under this chapter or has filed a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this chapter; or(2) associated with a person or group of persons who are disabled or who are of different race, color, creed, religion, gender identity, sexual orientation, or national origin.A reprisal includes, but is not limited to, any form of intimidation, retaliation, or harassment.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Minnesota Statutes, Chapter 541: LIMITATION OF TIME, COMMENCING ACTIONS
§ 541.05VARIOUS CASES, SIX YEARSIn forcecited in 7 of our articles
Subdivision 1. Six-year limitation. Except where the Uniform Commercial Code otherwise prescribes, the following actions shall be commenced within six years: (1) upon a contract or other obligation, express or implied, as to which no other limitation is expressly prescribed; (2) upon a liability created by statute, other than those arising upon a penalty or forfeiture or where a shorter period is provided by section 541.07; (3) for a trespass upon real estate; (4) for taking, detaining, or injuring personal property, including actions for the specific recovery thereof; (5) for criminal conversation, or for any other injury to the person or rights of another, not arising on contract, and not hereinafter enumerated; (6) for relief on the ground of fraud, in which case the cause of action shall not be deemed to have accrued until the discovery by the aggrieved party of the facts constituting the fraud; (7) against sureties upon the official bond of any public officer, whether of the state or of any county, town, school district, or a municipality therein; in which case the limitation shall not begin to run until the term of such officer for which the bond was given shall have…
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
Also relied on in: Minnesota Dog Bite Laws: Liability and Victim Rights, Minnesota Car Accident Laws: No-Fault, PIP, and Your Claim, Minnesota Motorcycle Accident Laws (2026): Deadlines
Minnesota Statutes, Chapter 626: PEACE OFFICERS; SEARCHES; PURSUIT; MANDATORY REPORTING
§ 626.557REPORTING OF MALTREATMENT OF VULNERABLE ADULTSIn force
Subdivision 1. Public policy. The legislature declares that the public policy of this state is to protect adults who, because of physical or mental disability or dependency on institutional services, are particularly vulnerable to maltreatment; to assist in providing safe environments for vulnerable adults; and to provide safe institutional or residential services, community-based services, or living environments for vulnerable adults who have been maltreated. In addition, it is the policy of this state to require the reporting of suspected maltreatment of vulnerable adults, to provide for the voluntary reporting of maltreatment of vulnerable adults, to require the investigation of the reports, and to provide protective and counseling services in appropriate cases. Subd. 2. [Repealed, 1995 c 229 art 1 s 24] Subd. 3. Timing of report. (a) A mandated reporter who has reason to believe that a vulnerable adult is being or has been maltreated, or who has knowledge that a vulnerable adult has sustained a physical injury which is not reasonably explained shall immediately report the information to the common entry point.
Official text (excerpt) · as of 2026-07-29 · Read the full section at revisor.mn.gov
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Sources and References
- Minn. Stat. 181.932 - Disclosure of Information by Employees(revisor.mn.gov).gov
- Minn. Stat. 181.935 - Remedies for Whistleblower Violations(revisor.mn.gov).gov
- Minn. Stat. 181.931 - Definitions(revisor.mn.gov).gov
- Minn. Stat. 181.933 - Right to Know Reason for Termination(revisor.mn.gov).gov
- Minn. Stat. Chapter 15C - Minnesota False Claims Act(revisor.mn.gov).gov
- Minn. Stat. 363A.15 - Reprisals (Human Rights Act)(revisor.mn.gov).gov
- Minn. Stat. 182.669 - Occupational Safety and Health Protections(revisor.mn.gov).gov
- Minn. Stat. 177.32 - Minimum Wage Retaliation Protections(revisor.mn.gov).gov
- Minn. Stat. 181.67 - Wage Discrimination Protections(revisor.mn.gov).gov
- Minn. Stat. 176.82 - Workers Compensation Retaliation(revisor.mn.gov).gov
- Minn. Stat. 626.557 - Vulnerable Adults Reporting Protections(revisor.mn.gov).gov
- Minn. Stat. 179.12 - Labor Relations Act(revisor.mn.gov).gov
- Minn. Stat. 541.05 - Six-Year Statute of Limitations(revisor.mn.gov).gov
- Minn. Stat. 13.02 - Government Data Practices Act(revisor.mn.gov).gov
- Minnesota State Law Library - Whistleblower Laws(mn.gov).gov
- Minnesota Attorney General - Minnesota False Claims Act(ag.state.mn.us).gov
- Minnesota House - Fraud Prevention and Whistleblower Protection Bill(house.mn.gov).gov