Minnesota new hire reporting requirements

Rehired employees

Report a former employee returning after 60 days or more away due to layoff, furlough, separation, unpaid leave or termination., not per client. Source: revisor.mn.gov↗ (opens in a new tab)

Penalties

After a notice of noncompliance, $25 for each unreported employee on a second violation; $500 per employee if the employer and employee conspire not to report or to falsify it. Source: revisor.mn.gov↗ (opens in a new tab)

Recent changes

The new hire law was renumbered from Minn. Stat. 256.998 to 142A.29 by 2024 session laws and appears under the new number in the 2025 statutes. The core reporting rules remain in place. Source: revisor.mn.gov↗ (opens in a new tab)

The law and where to check

The law: Minn. Stat. § 142A.29 (formerly § 256.998) (opens in a new tab)

The agency: Minnesota New Hire Reporting Center (Minnesota Department of Children, Youth, and Families) (opens in a new tab)

What federal law says

Federal law requires every employer to report each new hire to the state's new hire directory within 20 days, or sooner if the state sets a shorter deadline. States use the reports for child support. Source: Social Security Act § 453A↗ (opens in a new tab)

New hire reporting checklist for Minnesota employers

A simple order of work, based on the rules above. It is not a legal checklist.

1. Collect the employee's Form W-4 details on day one.
2. Report to the state shown above before the deadline.
3. Include every required data field, including any state extras.
4. Report rehires and, where required, independent contractors.
5. Multistate employers: pick one state and register with HHS, or report to each state.
6. Keep a copy or confirmation of each report.

More Minnesota employment law guides

• All Minnesota employment laws
• Minnesota final paycheck law
• Minnesota paid sick leave law
• Minnesota meal and rest break laws
• Minnesota overtime law
• Minnesota pay frequency law
• Minnesota vacation and PTO payout law
• Minnesota at-will exceptions

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Disclaimer: This guide provides general information based on publicly available official sources and is for information only. It is not legal, tax, payroll or employment-law advice and does not guarantee compliance with federal, state or local requirements. Rules can depend on your location, industry, contracts and other circumstances, and laws change. Always check the official source, the relevant government agency or a qualified professional before making a decision. MadyHR.ai accepts no responsibility for any action taken based on this page.

Last checked: October 19, 2026. Every rule and source link on this page was checked against the official government source on this date. Laws change, so always open the source link before you act.