State News : Minnesota

NWCDN is a network of law firms dedicated to protecting employers in workers’ compensation claims.

NWCDN Members regularly post articles and summary judgements in workers’ compensations law in your state.  

Select a state from the dropdown menu below to scroll through the state specific archives for updates and opinions on various workers’ compensation laws in your state.

Contact information for NWCDN members is also located on the state specific links in the event you have additional questions or your company is seeking a workers’ compensation lawyer in your state.


Heacox Hartman


Minnesota Workers’ Compensation Case Law Update and

Annual Rate Changes


Maximum Compensation Rate:  Injuries which occur on or after 10/01/2022 will have a new maximum compensation rate of $1,312.74.

Minimum Compensation Rate:  Injuries which occur on or after 10/01/2022 will have a new minimum compensation rate of $262.55 or the average weekly wage, whichever is lower.

Statewide Average Weekly Wage: The SAWW as of 10/01/2022 will be $1,287.00, which yields a minimum compensation rate of $836.55 for employees who are permanently and totally disabled.

.645 Adjustment:  The annual adjustment to the compensation rate for the upcoming year will be 4.46%.

Supplementary Benefits Rate:  As of 10/01/2022, the supplementary benefits rate is $837.00.

A complete list of rate changes that take effect on 10/01/2022 can be found here:


MINNESOTA CASE LAW UPDATE: December 2021 to September 2022



Sershen vs. Met Council (Minn. May 11, 2022)

Factual Background:

 v Counsel appealed the Compensation Judge’s and the Worker's Compensation Court of Appeal's decisions holding that the employee sustained an occupational disease of hearing loss. Further, counsel argued that the Compensation Judge and the W.C.C.A. improperly found the Employer and Insurer liable for medical benefits and erred by failing to consider the liability of the prior employers who settled with the employee pursuant to a Pierringer release.



 v The Minnesota Supreme Court affirmed in part, reversed in part, and remanded to the Compensation Judge.


v The Supreme Court held that the employee established a workplace exposure to a hazard causing an occupational disease and that, consistent with Minn. Stat. § 176.135, subdivision 5 (2020), it was not an error to order payment of medical benefits by the employer where the employee was last exposed.


v The Supreme Court also held that the compensation Judge erred by concluding that all issues, other than medical benefits, were moot by not determining whether the last exposure employer has a right to reimbursement against the last significant exposure employer under Minn. Stat. § 176.135, subdivision 5, and Minn. Stat. § 176.66, subdivision 10 (2020).


v The Supreme Court remanded the matter to the Compensation Judge for determining whether the council was entitled to reimbursement and how that reimbursement is to be made consistent with the Pierringer principles.



CHRC vs. Mower County (W.C.C.A May 9, 2022)


Factual background:

 v The employee began working for Mower County as a deputy sheriff in 2007. He was then diagnosed with PTSD, moderate to severe alcohol use disorder, and major depression in April 2019.


v The employee was recommended various forms of treatment for his PTSD and addiction.


v The employee's condition worsened, and effective March 31, 2020, the employee received duty-related disability benefits from the County, which included monthly income and ongoing health insurance, and he retired from his position.


v He filed a Claim Petition in May 2020 alleging entitlement to various benefits including wage loss benefits beginning April 1, 2020. Dr. Arbisi examined the employee upon the employer's request, and he determined that the employee did not meet the criteria for PTSD under the DSM-V, and that the employee had an unspecified adjustment disorder and alcohol use disorder related to his pending criminal charges. He also later testified that the employee did not follow the standard treatment protocol for PTSD, and instead relied on medication.


v The employee's treating psychiatrist and Dr. Slavik concluded that the employee had chronic PTSD caused by his employment activities as a deputy sheriff which were not resolved.


v Following a hearing, the Judge concluded that the employee had sustained work-related PTSD on April 3, 2019, and awarded wage loss benefits from April 1, 2020 to the present and continuing, though noted the employee had reached MMI and service of MMI occurred on May 18, 2021. The Judge also awarded 20% PPD as determined in Dr. Slavik's report. The employer appealed.



 v In a 2-1 decision, the W.C.C.A reversed the award of PPD, vocational benefits, and medical expenses for treatment after March 30, 2021, and modified the award of TTD benefits to allow TTD only to March 30, 2021.


v The W.C.C.A determined the employee had sufficiently recovered from his PTSD diagnosis to the point where he no longer met the criteria for PTSD under the DSM-V. Because an employer's liability for workers compensation benefits under Chapter 176 ends when an employee is no longer disabled, and the employee was no longer disabled by PTSD as of March 30, 2021, he was not entitled to workers compensation benefits after that date.


v The dissent contended that the majority's opinion resulted from a “narrow interpretation" of the PTSD statute and that the holding was “problematic and unworkable."




Berglund v. Wildrose Health Care, LLC (W.C.C.A. January 7, 2022)

Factual Background:

v The employee appealed the compensation Judge’s determination that she voluntarily resigned from her employment and the denial of her claim for reinstatement of benefits. The employee sustained an admitted injury with the employer for which benefits were paid. The employee was released to work on a part-time, light-duty basis and the employee returned to work. The employer and insurer filed a notice of intention to discontinue temporary total disability (TTD) benefits and indicated temporary partial disability (TPD) benefits would be paid.


  The employee was upset by the discontinuance and advised the employer she would not be working her scheduled shifts that weekend. She then did not show for a meeting to discuss her concerns with her supervisor. Her supervisor considered the employee’s failure to work her scheduled shifts and attend the scheduled meeting along with her statements that she was “done with Wildrose” to be a voluntary resignation and provided the employee with a letter accepting her resignation. At a hearing on an objection to discontinuance, the compensation Judge found the employee voluntarily resigned from her employment and had not made a diligent search for other employment.


v The W.C.C.A. affirmed the compensation Judge’s decision, indicating that the findings appealed by the employee were factual determinations made by the compensation Judge after considering the evidence and arguments of the parties. The W.C.C.A. concluded that substantial evidence existed to support the compensation Judge’s factual determinations. The Court found no evidence on the record that the employee searched for another job. She did work with a QRC, but testified that she had little discussion with her QRC about returning to work. In addition, the last stated rehabilitation goal was returning the employee to work with the date-of-injury employer.




Warhol v. Corexpo, Inc. (W.C.C.A. December 7, 2021

v The W.C.C.A. previously decided this case on April 28, 2021, and affirmed the award of benefits for medical marijuana. The Supreme Court reversed the W.C.C.A.’s decision as it regards to the award of benefits for medical marijuana based on its decision in Musta v. Mendota Heights Dental Ctr. 965 N.W.2d 312 (Minn. 2021) (holding that the Controlled Substances Act preempts requirements under Minnesota Workers’ Compensation that obligate and employer to reimburse an injured employee for medical treatment when that treatment is an award for medical cannabis).