Missouri employment laws take a measured, practical approach, combining foundational federal rules with targeted state-specific policies. The state's regulations offer a structured path for balancing employer flexibility with employee rights on topics ranging from pay and leave to workplace conduct.
When it comes to talent and workforce management, Missouri-based employers need to comply with the following state employment laws:
The below information was last updated July 21, 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).
Missouri currently has no right-to-work laws or regulations. Although, under section 14(b) of the National Labor Relations Act (NLRA), Missouri 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.
| Missouri Minimum Wage | The state of Missouri uses its own minimum wage rate of $13.75, including a tipped minimum wage rate of $6.875 for employees who earn tips with their base pay. |
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Missouri Overtime Pay Laws |
According to Mo. Rev. Stat. § 290.505, overtime pay in Missouri is calculated at 1.5 times the employee’s regular pay rate for hours worked over 40 in a workweek. Special rules apply for employees of an amusement or recreation business. |
| Missouri Pay Equity Law | Under Missouri’s Revised Statutes, public and private employers may not pay female employees lower wage rates than those paid to male employees in the same establishment for the same quantity and quality of the same classification of work. This applies to public and private employers. |
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Missouri Pay Transparency Law |
Missouri currently has no pay transparency laws or regulations. |
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Missouri Final Paycheck Law |
In Missouri, involuntarily terminated employees must receive their final paycheck immediately. The state currently has no corresponding laws or regulations for employees who voluntarily resign. |
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Missouri PTO Payout Laws |
Missouri currently has no PTO payout laws or regulations. It also has no regulations regarding the use of "use-it-or-lose-it" policies. |
| Missouri Paid Sick Leave (PSL) | Until August 28, 2025, Missouri requires employers to provide employees with either 40 or 56 hours of paid, protected sick leave (depending on employer size) under its Earned Paid Sick Time Act. Employers may opt to frontload the hours at the beginning of a 12-month period and/or pay out an employee’s accrued but unused earned sick time balance at the end of each 12-month period. |
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Missouri Paid Family and Medical Leave (PFML) |
Missouri currently has no PFML laws or regulations. Although, 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. |
| Missouri Maternity Leave | Missouri 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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Missouri Voting Leave Law |
Under Mo. Rev. Stat. § 115.639, Missouri-based employers must provide employees with up to 3 hours of leave to vote in an election only if said employees don’t have three consecutive hours available while polls are open at the beginning or end of their shift. |
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, Missouri 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.
Missouri currently has no work break laws or regulations.
As described by the Missouri Human Rights Act, and enforced by the Missouri Commission on Human Rights, employers in Missouri are prohibited from discriminating against employees based on:
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Missouri also requires employers to comply with specific anti-harassment mandates, also outlined in the state's Human Rights Act. Employers must, for example, investigate incidents and implement effective policies.
Missouri doesn't, however, require employees to complete any harassment or discrimination training courses.
| Missouri Non-Compete Agreement Laws | Missouri is one of several states that limit the use of non-compete agreements. Missouri follows the general rule that a covenant not to compete is enforceable only if it is reasonable in duration and geographic scope, and necessary to protect the employer's business interests. |
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Missouri Retirement Plan Laws |
Missouri is one of a handful of states with a retirement plan law. The Show-Me My Retirement Plan allows eligible employers, self-employed individuals, and certain association members to facilitate retirement savings access if no qualified plan is currently offered. Participants can contribute pre-tax or Roth 401(k) amounts, and employers may also make voluntary contributions. |
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.
