Minn. Stat. § 363A § 363A.15
REPRISALS.
Operative Text
It is an unfair discriminatory practice for any individual who participated in the alleged discrimination as a perpetrator, employer, labor organization, employment agency, public accommodation, public service, educational institution, or owner, lessor, lessee, sublessee, assignee or managing agent of any real property, or any real estate broker, real estate salesperson, or employee or agent thereof to intentionally engage in any reprisal against any person because that person: (1) opposed a practice forbidden under this chapter or has filed a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this chapter; or (2) associated with a person or group of persons who are disabled or who are of different race, color, creed, religion, gender identity, sexual orientation, or national origin. 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).
Under Minn. Stat. § 363A.15, it is an unfair discriminatory practice for landlords, property managers, employers, and other covered parties to take retaliatory action against someone because that person opposed discrimination, participated in a related investigation or proceeding, or associated with people of a protected class. Reprisals can take many forms, including intimidation, harassment, or adverse employment actions such as refusing to hire or demoting someone. The provision makes clear that the prohibition applies broadly across housing, employment, and other contexts covered by Chapter 363A.
Plain English — not legal advice.
Property owners, lessors, managing agents, and real estate professionals covered by Minn. Stat. § 363A.15 are expected to refrain from any action that could be construed as retaliation against a tenant, applicant, or other person who has filed a complaint, participated in a discrimination proceeding, or associated with members of a protected class. Compliant operators generally document their leasing and management decisions with objective, contemporaneous records so that any adverse action can be shown to be unrelated to protected activity. Training staff on anti-retaliation obligations and maintaining consistent policies across all residents helps demonstrate that housing decisions are made on neutral grounds.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Minn. Stat. § 363A.15 protects tenants and applicants from retaliation by landlords, property managers, and related parties when those tenants have opposed discriminatory practices, participated in a fair-housing investigation, or associated with people in a protected class. If a tenant believes they have experienced intimidation, harassment, or an adverse housing action in response to protected activity, they may file a charge with the Minnesota Department of Human Rights, which administers Chapter 363A. Tenant-rights organizations can also help individuals understand the complaint process and the types of evidence that are generally relevant to a retaliation claim.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated September 30, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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