Idaho combines right-to-work protections with broad reliance on federal baselines for wages, workplace safety, and unpaid family and medical leave. State rules are selective and precise, such as different final paycheck timelines based on the type of separation and limits on the enforceability of non-compete agreements.
When it comes to talent and workforce management, Idaho-based employers need to comply with the following state employment laws:
The below information was last updated November 4, 2025. It is not intended as legal advice. Also, unless otherwise noted below, the following laws predominantly apply to the private sector.
A subset of employment law, labor law focuses on the relationships between employers, employees, and labor unions, particularly in the context of collective bargaining and workplace rights.
Central to U.S. labor law is the National Labor Relations Act (NLRA), which protects employees’ rights to organize, join unions, and negotiate working conditions while restricting unfair labor practices. Still, states can enact additional laws, such as Right-to-Work statutes, that influence union membership and dues requirements.
Right-to-work states prohibit employers from requiring union membership or dues as a condition of employment (a.k.a. union security agreements).
Idaho is one of 26 states that currently have right-to-work laws.
Employment law governs the individual rights of employees and their professional relationship with their employers, such as working hours, fair wages, anti-discrimination protections, and workplace safety.
| Idaho Minimum Wage | The state of Idaho mirrors the federal minimum wage rate of $7.25, including the tipped minimum wage rate of $2.13 for employees who earn tips with their base pay. |
| Idaho Overtime Pay Laws | Idaho doesn't currently have any overtime pay laws or regulations. However, Idaho-based employers must still comply with the Fair Labor Standards Act's (FLSA) requirement that nonexempt employees receive 1.5 times their normal rate of pay when working over 40 hours a week. |
| Idaho Pay Equity Law | Under Idaho Code § 44-1702, no employer in Idaho can discriminate between or among employees in the same establishment on the basis of sex, by paying wages to any employee in any occupation in this state at a rate less than the rate at which he pays any employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility. |
| Idaho Pay Transparency Law | Idaho currently has no pay transparency laws or regulations. |
| Idaho Final Paycheck Law | According to Idaho Code § 45-606, employees who voluntarily resign or are involuntarily terminated from a job must receive their final paycheck by the next regular payday or within 10 working days (not including weekends and holidays), whichever is earlier. If, however, an employee submits a written request to an employer for earlier payment, all wages are due within 48 hours of receiving the request, excluding weekends and holidays. |
| Idaho PTO Payout Laws | Idaho doesn’t have specific PTO payout requirements, as it bases such decisions on an employer's policy. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Idaho Paid Sick Leave (PSL) | Idaho currently has no paid sick leave laws or regulations. |
| Idaho Paid Family and Medical Leave (PFML) | Idaho currently has no PFML laws or regulations. However, employers with 50 or more employees must still comply with the federal Family and Medical Leave Act (FMLA), which provides eligible employees up to 12 weeks of unpaid leave every 12 months for various reasons. |
| Idaho Maternity Leave | Idaho doesn't have a maternity leave law, as this type of leave is an employer-provided benefit. Since the state also doesn’t have a mandated PFML program, employees must instead use FMLA leave or another type of employer-provided leave. |
| Idaho Voting Leave Law | Idaho currently has no voting leave laws or regulations. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
While some states adopt additional health and safety regulations, Idaho is an "OSHA plan" state, meaning it defers to OSHA's requirements when addressing health and safety matters, such as having an emergency action plan or providing medical and first aid supplies.
Idaho currently has no work break laws or regulations.
As described by the Idaho Human Rights Act, and enforced by the Idaho Human Rights Commission, employers in Idaho are prohibited from discriminating against employees based on:
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Idaho also requires employers to comply with specific anti-harassment mandates, also outlined in the state’s Human Rights Act. Employers must, for example, create and maintain a workplace environment that fosters rather than inhibits productive behaviors.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Idaho Non-Compete Agreement Laws | Idaho is one of several states that limit the use of non-compete agreements. Under Idaho Code § 44-2701, the state limits the use of post-employment non-compete agreements that restrict direct competition to 18 months, unless key employees or independent contractors are considered in addition to employment or continued employment. |
| Idaho Retirement Plan Laws | Idaho currently has no mandatory retirement plan laws or regulations. |
This information is provided as a courtesy and may be updated at any time. It is not intended as legal guidance. If you have questions or concerns, we encourage you to seek the advice of a qualified employment or labor attorney or advisor.
Between constantly changing employment laws and updates to the Affordable Care Act (ACA), keeping your workplace compliant can be a time-consuming and costly challenge. Eliminate the stress and stay up to date with our Compliance Dashboard. View compliance alerts and get a bird’s eye view of what you need to do to avoid fines and penalties.
