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HF 611

A bill for an act providing for increased wage rates for required work on certain holidays and making penalties and remedies applicable.

2025-2026 Regular Session Introduced by Jerome Amos and 11 co-sponsors

Requires employers to pay a 1.5x premium to employees who work on specified holidays (public, federal, banking) with enforcement and penalties.

Introduced, referred to Labor and Workforce.
#holidays #laborandemployment #salariesandwages
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WeVote Research Nonpartisan
Bill Summary · HF 611

Summary of HF 611

HF 611 is a bill introduced on February 26, 2025, and referred to the Labor and Workforce Committee. The primary goal is to ensure employers pay employees a premium wage when they are required to work on certain holidays. The bill is sponsored by a broad slate of legislators.

Purpose and Intent

  • The bill seeks to increase the wage rate for work performed on specified holidays by requiring employers to pay 1.5 times the employee’s regular rate of pay.
  • It aims to provide explicit compensation for employees who must work on holidays that are publicly recognized, paid, or observed by federal institutions.

Key Provisions

  • Wage premium: An employer must pay an employee who is required to work on certain holidays at a rate of 1.5 times the employee’s regular wage.
  • Covered holidays: 1) A legal public holiday described in section 1C.1. 2) A paid holiday described in section 1C.2, subsection 1. 3) A federal holiday observed by the United States Postal Service. 4) A banking holiday observed by the Federal Reserve.
  • Enforcement: The wage requirement is enforced under Minnesota Code Chapter 91A, through the Director of the Department of Inspections, Appeals, and Licensing. Remedies may include the recovery of damages and civil penalties.

Scope and Applicability

  • Applies to employers who require an employee to work on any of the specified holidays.
  • Applies to employees who work on those holidays; not limited to a particular industry, though the included holidays span public, postal, and banking sectors.
  • The bill does not specify an effective date in the text provided; enforcement mechanisms are described, but the starting point (e.g., one-year phase-in or immediate effect) is not stated here.

Enforcement and Remedies

  • Enforcement authority rests with the director of the Department of Inspections, Appeals, and Licensing (Chapter 91A).
  • Possible remedies include damages and civil penalties as determined under the enforcement framework.

Legislative Process and Sponsorship

  • Status: Introduced and referred to the Labor and Workforce committee.
  • Sponsors (primary): B. Meyer, Scheetz, Croken, Gosa, R. Johnson, Brown-Powers, Wilson, Srinivas, Bagniewski, Cooling, Amos Jr., Wichtendahl.

Potential Impacts

  • Employers with work requirements on holidays listed in the bill would face higher wage costs for those shifts (1.5x pay).
  • Employees who work on holidays would receive a clear premium, potentially improving wage fairness for holiday work.
  • Employers may need to adjust scheduling, budgeting, and payroll practices to comply with the premium wage requirement.
  • The bill creates a formal enforcement framework that could lead to damages or penalties for non-compliance.

This summary captures the bill’s core provisions, affected parties, and procedural status based on the provided text.

Compiled from official sources — confirm details with the bill’s official record.

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