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: sexual harassment under the MHRA; quid pro quo harassment.
“Sexual harassment” includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature when:
(1) submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining employment, public accommodations or public services, education, or housing;
(2) submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual’s employment, public accommodations or public services, education, or housing; or
(3) that conduct or communication has the purpose or effect of substantially interfering with an individual’s employment, public accommodations or public services, education, or housing, or creating an intimidating, hostile, or offensive employment, public accommodations, public services, educational, or housing environment.
Minn. Stat. § 363A.03, subd. 43. The verb is “includes,” not “means.” Clause (3) reaches purpose or effect, so intent is not an element of that route.
Where this comes up
Sources checked September 8, 2026. Citations independently verified against the primary source September 8, 2026.