Minneapolis Takes Action to Strengthen Civil Rights Protections

In 2014, Minnesota implemented a “ban the box” law (Minnesota Statute 364.021) to help create a fairer hiring climate for Minnesotans with a criminal past trying to reintegrate into society. The law restricts employers from inquiring about an applicant's criminal history until after a conditional job offer is made. As times change and needs evolve, Minneapolis continues to try to meet its community's specific needs and make sure the city's diverse voices are heard.

On May 1, 2025, the Minneapolis City Council voted to amend the city’s civil rights protections by passing Ordinance 2025-022. The mayor signed the ordinance into law on May 5, 2025, and it will take effect on August 1, 2025. The act adds several new protected classes to the Minneapolis Code of Ordinances. Notably, it includes candidates and employees with a criminal past, an additional step towards giving people with a criminal past a second chance to reintegrate into society. In this article, we will cover the additional protected classes added to the Minneapolis Code of Ordinances and a high-level overview of how this applies to employers during the hiring process.

Newly protected classes

In addition to individuals with a criminal past, Ordinance 2025-022 introduces two other new protected classes and expands a few other existing inclusions.

Justice-Impacted Status

“Justice-Impacted” covers individuals with criminal histories, including convictions, arrests, charges, and probationary status.

Housing Status

Housing status additions protect individuals who do not have a “fixed, regular, and adequate residence.”

Height and Weight

Height and weight cover both perceived characteristics (e.g., tall/short, thin/fat) and objective measures (numerical scores, ratios, and metrics).

Expanded Definitions

The ordinance also broadens protections for existing categories, including:

• Race
• Familial status
• Disability
• Pregnancy-related limitations
• Religious observance

How this affects hiring and employment in Minneapolis

Ordinance 2025-022 expands anti-discrimination protections for current employees and job applicants in Minneapolis. Employers are not permitted to base employment or hiring decisions solely on the added protected classes unless they are directly related to the safety or limitations of the job. The law applies to any person or business within Minneapolis that hires or employs workers, including those whose services are performed partially or wholly within the city.

For applicants with a criminal history, employers are required to consider factors such as the nature and timing of the offense and evidence of rehabilitation. Other factors include:

• Whether the individual was convicted
• Time elapsed since the offense or conviction
• Nature and gravity of the crime(s)
• Age at the time of the offense
• Rehabilitation efforts
• Risk to property or safety
• The relevance of offense-specific details pertaining to the role

Starting on August 1, 2025, the amendments and added protected classes apply to Minneapolis employers during the hiring process. Complaints or charges filed on or after August 1, 2025, will be subject to the new protections unless superseded by future amendments. To read the full details of the amendments to the Minneapolis Civil Rights Ordinance, take a closer look here.

The evolution of “ban the box” style laws nationwide

This law reflects an effort to evolve and proactively address the specific needs of the Minneapolis community, but Minneapolis does not stand alone. Ordinance 2025-022 aligns with a bigger picture to expand on protected classes and fair chance policies. For example, earlier in 2025, Spokane implemented a “ban the address” ordinance. Kansas City also recently passed an ordinance to expand pre-existing “ban the box” initiatives.

While Ordinance 2025-022 applies specifically to any person or business within Minneapolis that hires or employs workers, including those whose services are performed partially or wholly within the city, it reflects a broader trend in employment law that HR professionals across the U.S. should keep an eye on. Expanding civil rights protections, especially regarding criminal history, housing status, and physical characteristics, may influence similar future legislation in other cities and states. Verified Credentials will attempt to provide updates on future civil rights laws and amendments as they become available.

This content is for informational purposes only and shall not constitute legal opinion or advice. Consult your legal counsel to ensure compliance.