Do you have to post a salary range in Minnesota job postings?

The statute defines a covered employer as one with 30 or more employees "at one or more sites in Minnesota," so an out-of-state company generally is not covered unless it has that Minnesota headcount. The law is silent on remote roles, and commentators call its reach over remote postings unsettled. The cautious approach for covered employers is to include a range in any posting that could be filled from Minnesota, and to confirm the current reading with counsel.

Generally yes, when they recruit for a covered employer. The statute defines a covered "posting" to include recruitment done "indirectly through a third party," so an ad a recruiter or staffing agency runs on a covered employer's behalf generally needs the same salary range and benefits description. How the rule applies when an agency based in Minnesota recruits for positions outside the state is less settled.

As of this writing, section 181.173 does not create an express private right of action, and it is not listed in Minn. Stat. § 181.171, the statute that lets individuals bring civil actions for various other wage violations. Employment-law commentators generally describe the Minnesota Department of Labor and Industry and the Attorney General as the expected enforcers. That posture could change through amendment or agency guidance, so confirm with counsel.

Generally no. The statute says a salary range may not be open-ended — it must state the minimum and maximum annual salary or hourly range of compensation, based on the employer's good-faith estimate at the time of posting. An employer that does not plan to offer a range can list a fixed pay rate instead.

The posting must include a "general description of all of the benefits and other compensation," and the statute specifically mentions health and retirement benefits. It asks for a general description rather than exact dollar values, but it does not define how detailed that description must be — a plain-English summary of benefits, bonus or commission eligibility, and other compensation is the common approach. Confirm specifics with counsel.

The statute covers "any solicitation intended to recruit job applicants for a specific available position" and does not carve out internal postings. A promotion decision made without any posting generally would not trigger it, but if you post an internal opening that lists qualifications, the cautious reading is that the salary-range and benefits disclosures apply.