Employment Law Attorneys in Minneapolis–St. Paul, MN
Protecting Your Business (and Your People) From Day One.
Employment relationships are built on agreements, expectations, and trust. When any of those break down — or were never properly defined in the first place — the consequences can be costly for everyone involved. The right agreements and policies don’t just protect your business if a dispute arises — they help prevent disputes from arising in the first place.
At Klemp & Stanton, we work with employers and business owners on the full range of employment law matters — from drafting the agreements that define employment relationships to defending against claims when disputes arise.
We take the time to understand how your business operates, what your risks are, and what protections make sense for your specific situation.
94
Years of legal experience
10,000+
Clients served
95%
Clients from referrals
Employment Law Services for Twin Cities Businesses
Employment Agreements
An employment agreement defines the terms of the relationship between an employer and an employee — compensation, responsibilities, duration, whether equity or stock options will be granted, grounds for termination, and more. A well-drafted agreement protects both parties and eliminates ambiguity that can lead to disputes down the road.
We draft, review, and negotiate employment agreements for a wide range of situations, including:
- Executive and senior-level employment contracts
- Offer letters and at-will employment agreements
- Independent contractor agreements
- Commission and compensation agreements
- Stock and equity plan agreements
- Severance agreements and separation packages
Whether you’re bringing on a key hire and want to make sure the agreement reflects your actual intentions, or you’ve been handed an employment contract and want to understand what you’re signing, we can help.
Non-Solicitation Agreements
A non-solicitation agreement restricts a former employee from soliciting your clients, customers, or other employees after they leave your company. Unlike non-compete agreements (which restrict where a former employee can work and are now generally unenforceable in Minnesota if signed after July of 2023) non-solicitation agreements are more narrowly focused and generally easier to enforce under Minnesota law.
For businesses that invest significantly in client relationships or in training their workforce, a well-drafted non-solicitation agreement is an important protective tool. We draft agreements that are appropriately scoped to hold up if they’re ever challenged — and advise employers on how to structure and present them to employees in a way that supports enforceability.
Confidentiality Agreements
A confidentiality agreement (also known as a non-disclosure agreement or NDA) protects sensitive business information and trade secrets from being shared or used by employees, contractors, or business partners without authorization. For many businesses, confidential information is among their most valuable assets, and protecting it requires more than a handshake.
We draft and review confidentiality agreements that clearly define what information is protected, how it can and cannot be used, and what happens if the agreement is violated. We also advise clients on how to integrate confidentiality protections into broader employment and contractor agreements.
Employment Handbooks
An employee handbook is one of the most important — and most overlooked — legal documents a business can have. A well-drafted handbook sets clear expectations, communicates your policies consistently, and provides important legal protections for your business if an employment dispute arises.
We help employers draft and update employee handbooks that address:
- At-will employment and termination policies
- Anti-discrimination and harassment policies
- Leave policies, including family and medical leave
- Paid time off (“PTO”) and Safe and Sick Time policies
- Social media and technology use policies
- Disciplinary procedures and grievance processes
- Confidentiality and conflict of interest policies
An outdated or poorly drafted handbook can actually work against you in litigation — creating implied obligations or inconsistencies that undermine your position. We review existing handbooks as well as drafting new ones, and we can help you make sure yours reflects current Minnesota and federal law.
Employment Litigation Defense
Even with the right agreements and policies in place, employment disputes happen. When they do, you need attorneys who will assess your position honestly, advise you on the most cost-effective path to resolution, and represent you effectively whether that means negotiating a settlement or defending you in court.
We defend employers against a range of employment claims, including:
- Breach of employment contract claims
- Non-solicitation and confidentiality agreement disputes
- Wrongful termination claims
- Wage and hour disputes
- Discrimination and harassment claims
- Retaliation claims
We approach every dispute with an eye toward resolving it as efficiently as possible… without unnecessary litigation costs. Where settlement makes sense, we’ll tell you. Where you need to fight, we’ll be ready.
Protecting Your Business from Employment Law Claims
Employment law issues don’t always begin with a formal complaint or lawsuit. Often, they start with an unclear policy, an inconsistent management decision, or a disagreement about what an employee was promised.
For Minnesota employers, addressing these issues early can help prevent misunderstandings from becoming costly disputes. Working with an employment law attorney in Minneapolis gives business owners an opportunity to identify potential risks, understand their legal obligations, and put appropriate protections in place.
Identifying Employment Law Risks Before They Become Problems
Even businesses with relatively small teams must navigate a range of state and federal employment requirements. These obligations can affect everyday decisions about hiring, compensation, workplace policies, employee classification, and termination.
Common areas where employers benefit from legal guidance include:
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Hiring and onboarding: Establishing consistent hiring practices, preparing offer letters, and communicating employment terms clearly.
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Employee classification: Evaluating whether workers should be classified as employees or independent contractors and understanding the potential consequences of misclassification.
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Wage and hour compliance: Reviewing compensation practices, overtime requirements, and other obligations under applicable employment laws.
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Workplace policies: Developing procedures that address employee conduct, leave, workplace complaints, and other personnel matters.
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Employee departures: Evaluating termination decisions, separation agreements, and continuing obligations involving confidential information or client relationships.
Addressing these matters proactively can help businesses avoid unnecessary confusion, establish consistent expectations, and respond more effectively when employment issues arise.
Responding When Employment Disputes Arise
Even with appropriate agreements and policies in place, disagreements can occur. How an employer responds in the early stages of a dispute can affect both the immediate situation and the potential legal consequences.
An employee may challenge a termination decision, raise concerns about compensation, or allege that workplace policies were applied unfairly. Former employees may also raise questions about confidentiality obligations or restrictions on soliciting clients and coworkers.
When these situations develop, it’s important to understand the facts, preserve relevant documentation, and evaluate the available options before taking action. Employers should also consider how their response may affect workplace relationships and ongoing business operations.
Depending on the circumstances, resolving a dispute may involve reviewing employment agreements, investigating an employee complaint, negotiating a resolution, or responding to a formal legal claim. Addressing concerns promptly and consistently can help prevent additional complications.
Klemp & Stanton helps employers assess employment-related concerns, understand their legal responsibilities, and determine practical next steps. Our attorneys can also identify whether existing policies or agreements need to be updated to reduce the likelihood of similar issues arising in the future.
Our goal is to help businesses address problems effectively while protecting their operations and long-term interests.
When Should You Consult a Minneapolis Employment Contract Attorney?
Employment contracts aren’t just for large corporations or senior executives. Businesses of different sizes can benefit from clearly written agreements that establish expectations and protect important business interests.
A Minneapolis employment contract attorney can be particularly helpful when your business is:
- Hiring an executive, manager, or other key employee
- Establishing commission, bonus, or incentive compensation arrangements
- Offering equity or ownership opportunities to employees
- Engaging independent contractors for ongoing work
- Updating employment agreements to reflect changes in Minnesota law
- Negotiating a severance or separation agreement
- Addressing confidentiality or non-solicitation obligations
The language used in an agreement matters. Terms that seem straightforward during hiring can create uncertainty later if responsibilities change, compensation becomes disputed, or the employment relationship ends.
An attorney can help identify provisions that need clarification, explain how proposed terms may affect your business, and prepare agreements that reflect the actual relationship between the parties.
At Klemp & Stanton, we approach employment contracts with an understanding of how businesses operate. We focus on clear, practical agreements that support your goals without introducing unnecessary complications.
Who We Help
Employment law concerns businesses at every stage of growth. A company hiring its first employee may face different challenges than an established organization with multiple departments, but both need to understand their responsibilities as employers.
At Klemp & Stanton, we provide employment law guidance to business owners, employers, and organizations throughout the Twin Cities.
Our clients include:
- Small business owners: Entrepreneurs and closely held businesses establishing employment practices, hiring their first employees, or updating agreements as they grow.
- Established companies: Businesses reviewing existing employment policies, managing personnel changes, or addressing questions involving employee rights and employer obligations.
- Startups and growing businesses: Companies building teams, developing compensation arrangements, and establishing employment policies that can adapt as their operations expand.
- Professional service firms: Organizations that need clear agreements addressing compensation, confidentiality, client relationships, and employee responsibilities.
- Business owners preparing for transitions: Employers navigating changes in ownership, restructuring, leadership transitions, or the departure of key employees.
We understand that employment decisions are also business decisions. Our attorneys take the time to learn how your organization operates, what challenges you’re facing, and what outcomes you’re trying to achieve.
Whether you need help with a single employment agreement or broader guidance on workplace policies and compliance, we work to provide recommendations that make sense for your business.
Why Businesses Choose Klemp & Stanton for Employment Law in Minneapolis–St. Paul
Employment law is closely connected to the day-to-day operation of a business. Decisions about hiring, compensation, workplace expectations, and employee departures can affect everything from financial stability to client relationships.
For more than 35 years, Klemp & Stanton has worked with Minnesota businesses on legal matters affecting their operations and long-term plans. Our employment law services reflect that broader understanding of the challenges business owners face.
Employment Law Guidance Informed by Business Experience
Our attorneys work with clients on both employment matters and business and commercial transactions. That perspective helps us consider how employment decisions fit into a company’s larger goals, whether it’s preparing for growth, protecting important relationships, or managing organizational changes.
We focus on recommendations that are legally sound and practical to implement.
Clear Communication and Direct Attorney Involvement
Employment law requirements can be complicated, particularly when state and federal laws overlap or change.
We explain the issues involved, discuss your options, and help you understand the potential consequences of different decisions. Our approach emphasizes straightforward advice and direct communication, so you can make informed choices without unnecessary legal jargon.
Serving Employers Throughout the Twin Cities
From our Mendota Heights office, Klemp & Stanton serves businesses throughout Minneapolis, St. Paul, and the surrounding Twin Cities communities.
We work with employers who want to establish sound employment practices, protect their business interests, and address workplace concerns before they become larger problems.
Whether you’re reviewing an existing agreement, updating employee policies, or dealing with a difficult employment situation, our goal is to help you move forward with practical legal guidance and greater confidence.
Frequently Asked Questions about MN Employment Law
Does Minnesota allow non-compete agreements?
Minnesota law changed significantly on this issue. As of January 1, 2023, non-compete agreements with employees signed after that date are generally unenforceable in Minnesota, with limited exceptions. Non-solicitation and confidentiality agreements remain enforceable when properly drafted. If you have existing non-compete agreements or are wondering how this change affects your business, we can help you evaluate your options.
What's the difference between a non-compete and a non-solicitation agreement?
A non-compete agreement restricts where a former employee can work after leaving your company. A non-solicitation agreement restricts them from soliciting your clients, customers, or employees. In Minnesota, non-solicitation agreements are generally enforceable while non-compete agreements are largely not — making a well-drafted non-solicitation agreement an important protective tool for most businesses.
What should an employment agreement include?
At minimum, a solid employment agreement should address compensation and benefits, job responsibilities, duration of employment, grounds for termination, confidentiality obligations, and any post-employment restrictions. Missing or vague provisions in any of these areas can create significant exposure for both the employer and the employee.
Do I need an employee handbook if I only have a few employees?
Even small businesses benefit from having clear, written policies in place. A handbook doesn’t need to be lengthy or complex, but having documented policies around at-will employment, harassment, leave, and discipline provides important legal protection and sets clear expectations from day one.
What should I do if a former employee is soliciting my clients?
If you have a non-solicitation agreement in place, contact an attorney as soon as possible. The strength of your position will depend on how the agreement is drafted, whether it was properly executed, and the specific conduct at issue. Acting quickly matters — both to preserve your legal options and to minimize the damage to your business relationships.
What's the difference between an employee and an independent contractor?
The distinction matters significantly for tax purposes, benefits obligations, and legal liability. Minnesota uses a multi-factor test to determine worker classification, and misclassifying employees as independent contractors can result in significant penalties. If you’re unsure how to classify a worker, it’s worth getting a legal opinion before you make the hire.
Protect Your Business Before a Problem Arises
The best time to get employment agreements, policies, and handbooks in order is before you need them — not after a dispute has already started. Our initial consultation is free and comes with no obligation. Call us at (651) 310-1400 or contact us online and we’ll help you assess where your business stands and what protections make sense.
News + Insights
Independent Contractor or Employee? Common Misclassification Mistakes in Minnesota
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