Michigan opts for a worker-focused employment law framework, defined by statewide paid sick time and expansive anti-discrimination protections under its Elliott-Larsen Civil Rights Act. The state does, however, defer to employer policies for some benefit guidelines, such as payout of accrued PTO and paid maternity leave.
When it comes to talent and workforce management, Michigan-based employers need to comply with the following state employment laws:
The below information was last updated September 9, 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 US 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).
Michigan currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Michigan can pass a right-to-work law in the future if it chooses.
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.
| Michigan Minimum Wage | The state of Michigan uses its own minimum wage rate of $12.48 per hour ($10.61 for 16 and 17-year-old minors), including a tipped minimum wage rate of $5.99 per hour for employees who earn tips with their base pay. Note: The state also has a $4.25 training wage rate for 16 to 19-year-old employees. |
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Michigan Overtime Pay Laws |
According to state law, overtime pay in Michigan is calculated at 1.5 times the employee’s regular pay rate when working over 40 hours a week. |
| Michigan Pay Equity Law | Michigan has several state laws prohibiting employers from discriminating based on sex, religion, race, color, national origin, age, height, weight, or marital status. For example, the Elliot Larsen Civil Rights Act protects individuals from discrimination in obtaining employment and employment-based decisions made based on religion, race, color, national origin, age, sex, height, weight, familial status, or marital status. The Workforce Opportunity Wage Act also prohibits employers with one or more employees from discriminating between employees within an establishment on the basis of sex by paying wages to employees in the establishment at a rate less than the rate at which the employer pays wages to employees of the opposite sex for equal work on jobs, the performance of which requires equal skill, effort, and responsibility, and that is performed under similar working conditions. |
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Michigan Pay Transparency Law |
Michigan currently has no pay transparency laws or regulations. |
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Michigan Final Paycheck Law |
In Michigan, employees who voluntarily resign from a job or are involuntarily terminated must receive their final paycheck as soon as the amount owed can be determined. |
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Michigan PTO Payout Laws |
Michigan 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. |
| Michigan Paid Sick Leave (PSL) | Michigan’s Earned Sick Time Act requires employers to provide employees between 40 to 72 hours of paid, protected sick leave based on the employer’s size. Small employers (10 or fewer employees) must provide up to 40 hours, while large employers (11 or more employees) must provide up to 72 hours. Employees accrue one hour of sick time for every 30 hours worked. |
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Michigan Paid Family and Medical Leave (PFML) |
Michigan 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. |
| Michigan Maternity Leave | Michigan 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. |
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Michigan Voting Leave Law |
Michigan 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).
Michigan, however, also adopted and imposes additional, OSHA-approved regulations that are identical to those federal standards. Michigan’s State OSHA Plan is overseen by the Michigan Department of Labor and Economic Opportunity.
Michigan currently has no work break laws or regulations.
As described by the Elliott-Larsen Civil Rights Act and enforced by the Michigan Department of Civil Rights, employers are prohibited from discriminating against employees based on:
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Michigan also requires employers to comply with specific anti-harassment mandates, also outlined in Elliot-Larsen. Employers must, for example, develop comprehensive anti-harassment policies that explicitly define and prohibit harassment and discrimination in the workplace.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Mighican Non-Compete Agreement Laws | Michigan currently has no laws or regulations that directly ban or limit the use of non-compete agreements. |
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Michigan Retirement Plan Laws |
Michigan currently has no mandatory retirement plan laws or regulations. |
| Michigan Pre-Employment Inquiries Law | Michigan's Elliot-Larsen Civil Rights Act prohibits employers, unless exempt, from asking a job candidate about conviction history on a job application. Employers may not request, make, or maintain a record regarding a misdemeanor arrest, detention, or disposition where a conviction did not result. |
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.
