Nothing on this page is advice about your job, and no article can be. If you want your own facts looked at, a Minnesota employment attorney can do that — and several of the deadlines described on this site are short enough that waiting is itself a decision.
Also called: retaliation under the MHRA; MHRA reprisal.
A reprisal includes, but is not limited to, any form of intimidation, retaliation, or harassment. It is a reprisal for an employer to do any of the following with respect to an individual because that individual has engaged in the activities listed in clause (1) or (2): refuse to hire the individual; depart from any customary employment practice; transfer or assign the individual to a lesser position in terms of wages, hours, job classification, job security, or other employment status; or inform another employer that the individual has engaged in the activities listed in clause (1) or (2).
Minn. Stat. § 363A.15. Clause (1) is opposing a practice forbidden under the chapter or filing a charge, testifying, assisting, or participating in an investigation, proceeding, or hearing; clause (2) is association. The section requires the reprisal be intentional, and the listed acts are examples, not the boundary.
Where this comes up
- The 2024 Amendment Untethered Harassment From Sex. It Did Not Touch 'Severe or Pervasive.'
- Workers' Compensation Is Not Your Only Remedy: Minn. Stat. § 176.82 Puts Two Separate Civil Claims Outside the Exclusivity Bar, and Only One of Them Reaches a Small Employer
- Was My Firing Illegal? Minnesota's Honest Answer Is Usually No, and the Exceptions Are a Short, Specific List
- Filing a Charge With the Department of Human Rights Does Not Hand Your Case to the Department
Sources checked September 8, 2026. Citations independently verified against the primary source September 8, 2026.