Minnesota’s Medical Cannabis Law Amended

Minnesota’s medical cannabis law has long set boundaries prohibiting employers, landlords, and schools from discriminating against individuals based on their enrollment in the state’s medical cannabis registry, including denying housing, refusing school enrollment, or discriminating in employment. Earlier this year, the Minnesota Legislature passed Senate File 2370, which expands and clarifies existing protections. 

You may have seen SF 2370 referenced alongside House File 1615, its “companion bill”. In short, HF 1615 was part of the same legislative effort but was ultimately set aside when the Legislature advanced SF 2370 instead. Minnesota Statute § 342.57 was also updated to reflect the new language in the final version of SF 2370. To simplify this, we have provided an overview of the key points employers need to know below. 

6 Key changes to medical cannabis regulations for employers

SF 2370 became effective on May 24, 2025. The 2025 amendments to Minnesota’s medical cannabis regulations introduced several important changes for employers that are reflected in Minnesota Statute § 342.57. 

1: Tribal program coverage 

Previously, only state-registered medical marijuana patients were explicitly protected from discrimination. Updates to language now extend to employees enrolled in a Tribal medical cannabis program (an agency established by a federally recognized Tribal government). This means that employers are expressly prohibited from taking adverse action solely based on enrollment in a Tribal medical cannabis program, such as demotion, denial of benefits, or termination. 

2: Advance notice requirement 

In a situation where an employer believes federal law or regulations would be violated by retaining an employee protected under Minnesota Statute § 342.57 and SF 2370, employers must provide at least 14 days’ notice before taking adverse action. The notice must include: 

1. The specific federal law or regulation that applies, and 
2. The monetary or licensing-related benefit the employer would lose if the employee were retained 

3: Clarified anti-retaliation protections 

Employers are explicitly prohibited from retaliating against employees who assert their rights or seek remedies. For example, this includes actions such as, but not necessarily limited to:

• Filing a complaint,
• Reporting a violation, or
• Seeking legal remedies

4: Increased penalties 

Civil penalties for violations of Minn. Stat. § 342.57, subds. 3, 4, or 5 have increased from $100 to $1,000.

5: Injunctive relief for employees 

Employees may now seek injunctive relief to prevent or end violations of the law. This allows courts to order immediate corrective action, such as returning the employee to their position or directing employers to cease discrimination, in addition to seeking damages or other remedies.

6: Oversight and enforcement 

Previously, administration of the medical cannabis program fell under the Minnesota Department of Health. These responsibilities were transferred to the Minnesota Office of Cannabis Management (OCM). The OCM is now responsible for:

• Licensure of cannabis businesses 
• Oversight of compliance with medical cannabis regulations 
• Enforcement of employer-related provisions under the amended law 

For more information on these changes, you can find the full legislative text for SF 2370 here. For changes to Minnesota Statute § 342.57 referenced above and the full context of all changes, you can find more information here.

Why it matters

Changes to Minnesota’s medical cannabis patient anti-discrimination regulations can help businesses create more transparent workplaces where employers are better able to understand their rights and boundaries, and employees feel safer. For employers, stricter rules and higher penalties also encourage businesses to review changes and ensure compliance. It also serves as a reminder to multi-state employers that businesses may face varying cannabis-related employment laws and that these laws continue to evolve over time, requiring regular monitoring. Verified Credentials will attempt to provide updates on future cannabis protection laws and updates that affect employers as more information becomes available.