Full-Service Law Firm solving complex challenges through bold thinking, precise execution, and shared purpose.

Full Service Law Firm | Michael Best & Friedrich LLP

Specializing in the Intersection of Business &amp; Government

Meet our team of trusted advisors, strategic thinkers, and community builders dedicated to client success.

Learn about our full-service legal and business solutions, designed to address complex challenges for leading organizations across industries.

Access thought leadership, news, and resources to stay informed about the latest trends, legal developments, and industry innovations.

Discover how partnership, bold thinking, and precise execution drive results for clients nationwide.

Explore how our national reach and local expertise support clients across the United States and beyond.

Grow at a firm designed to bring out your best.

<p>In 2023, the Minnesota Legislature passed an anti-captive audience law, which prohibits employers from taking any adverse employment action against an employee for refusing or declining to attend meetings or receive communications where an employer shares its opinion “about religious or political matters” and aggrieved employees can file a private right of action against their employers. See Minn. Stat. § 181.531. Under this law, "religious matters" means matters relating to religious belief, affiliation, and practice, and the decision to join or support any religious organization or association. The Minnesota law DOES NOT provide any exception for churches, houses of worship, or other religious organizations, unlike California, Illinois, and Washington, all of which provide exemptions for religious organizations. Recently, the <a href="https://ecf.ca8.uscourts.gov/opndir/25/09/243116P.pdf">8th U.S. Circuit Court of Appeals </a>dismissed a challenge to Minnesota's captive audience law.  </p><p>As this law remains active and unchanged, many questions continue to remain for religious employers regarding its constitutionality (applied to religious organizations). Minnesota religious organizations should discuss this law and its applicability (to both the religious employer and its employees) with legal counsel. This law is a good example of why religious employers must understand their unique legal rights and responsibilities under local, state, and federal laws, and work with professional advisors who understand these differences. </p><input type='hidden' id='passle-remote-hosting-tracking-shortcode' value='102l4ka'/><div class="passle-featured-image passle-featured-image-position-bottom"><img src="https://images.passle.net/fit-in/400x400/filters:crop(0,541,1732,967)/Passle/5f6edd8e8cb62a0bec3e5fd2/SearchServiceImages/2025-09-10-19-26-33-598-68c1d0e9d03d6571cccbf869.jpg" alt="Featured Image" /></div>

Minnesota Captive Audience Law Survives Challenge: Related Considerations for Religious Organizations in Minnesota

Related People

You may also be interested in these

Michael Best Announces Election of Eight to Equity Partnership

Children’s Policies: Protection, Accountability, and Compassion

The SEC Provides Updated Guidance Regarding Regulation A

Related People

You may also be interested in these

Michael Best Announces Election of Eight to Equity Partnership

Children’s Policies: Protection, Accountability, and Compassion

The SEC Provides Updated Guidance Regarding Regulation A

Slide Menu

Slide Search