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HF 4110

Rest break and meal break requirements adjusted under certain circumstances.

2025-2026 Regular Session Introduced by Kim Hicks and 1 co-sponsor

The bill clarifies and expands Minnesota rest and meal break requirements, specifying when breaks are mandatory, their duration, payment, and how they apply under certain circumsta

Committee report, to adopt and re-refer to Workforce, Labor, and Economic Development Finance and Policy
#employmentandeconomicdevelopmentdepartment #foodandnutrition #labor #employment #andlaborandindustrydepartment
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Bill Summary · HF 4110

Summary of HF 4110 (Minnesota, 2025-2026)

Purpose and intent

HF 4110 seeks to adjust state rules governing rest breaks and meal breaks in certain circumstances. The bill aims to modify when, how, and under what conditions employers must provide rest and meal breaks to employees, with the goal of clarifying requirements and addressing specific scenarios that affect workforce scheduling and compliance.

Key provisions (highlights)

  • Rest breaks: The bill specifies criteria for when employees must be given rest breaks, the duration of those breaks, and any exceptions or exemptions based on industry, job duties, or shift length. It defines how breaks should be counted toward working time and payable status where applicable.
  • Meal breaks: Provisions outline requirements for meal periods, including minimum meal duration, timing relative to shifts, and whether meals are compensated as working time. The bill may introduce or refine criteria such as work shift thresholds or break intervals that trigger meal break rights.
  • Circumstances and applicability: The bill applies under “certain circumstances” which may include factors like shift length, job type, or industry-specific conditions. It may establish thresholds (e.g., hours worked per shift or per day) that determine when rest and meal breaks are mandatory.
  • Compliance and enforcement: Provisions are likely to address employer responsibilities, recordkeeping, and possible penalties or remedies for noncompliance, including inspection or enforcement mechanisms.
  • Interaction with existing law: The bill would modify or supplement current Minnesota break requirements, aligning with or adjusting prior standards as codified in state labor statutes.

Affected parties

  • Employers: Entities operating in Minnesota that hire workers subject to wage and hour regulations. They would need to review schedules and adjust practices to meet the new rest and meal break standards.
  • Employees: Workers entitled to rest and meal breaks under the revised framework, with potential changes to how breaks are counted, paid, and scheduled.
  • Human resources and payroll professionals: Should assess policy changes, timekeeping systems, and payroll calculations to ensure compliance.

Procedural and timeline aspects

  • Introduction and first reading: HF 4110 was introduced and referred to the House committee on Human Services Finance and Policy.
  • Committee action: As of March 23, 2026, the bill was reported out with a recommendation to adopt and re-refer to the Workforce, Labor, and Economic Development Finance and Policy committee. This indicates a procedural step toward further deliberation and potential amendments.
  • Sponsorship: Co-sponsors include Natalie Zeleznikar and Kim Hicks, signaling cross-party or coalition support within the chamber.

Potential impact and considerations

  • Operational impact: Employers may need to adjust scheduling, staffing, and timekeeping systems to ensure compliance with new break requirements. -Economic considerations: Changes could affect labor costs if extended breaks increase paid break time or influence overtime calculations. -Clarity and enforceability: The bill aims to provide clearer standards for breaks in “certain circumstances,” which may reduce ambiguity for employers and employees but could raise questions about edge cases or industry-specific practices. -Timeline to effect: Pending passage, the effective date (not specified in available information) would determine when employers must begin compliance.

Note: The summary reflects information available from the bill’s action history and sponsor details. For precise language, effective dates, and full definitions, review the bill’s text and any adopted amendments in the official legislative records.

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

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