The state of Wyoming pairs right-to-work protections with broad reliance on federal standards for wages, unpaid leave, and many workplace policies to maintain a generally flexible legal framework for employers. State-specific rules include an OSHA-approved state safety plan, streamlined final paycheck timelines, and a straightforward ban on non-compete agreements.
When it comes to talent and workforce management, Wyoming-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).
Wyoming is one of 26 states that currently have right-to-work laws (W.S. § 27-7-109).
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.
| Wyoming Minimum Wage | The state of Wyoming uses its own minimum wage rate of $5.15. However, for employers subject to the Fair Labor Standards Act (FLSA), employers must use 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. |
| Wyoming Overtime Pay Laws | Wyoming doesn't currently have any overtime pay laws or regulations. However, Wyoming-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. |
| Wyoming Pay Equity Law | Under Wyoming Statute Title 27 Chapter 9, no employer in Wyoming can refuse to hire, to discharge, to promote or demote, or to discriminate in matters of compensation or the terms, conditions or privileges of employment against, a qualified disabled person or any person otherwise qualified, because of age, sex, race, creed, color, national origin, ancestry or pregnancy. |
| Wyoming Pay Transparency Law | Wyoming currently has no pay transparency laws or regulations. |
| Wyoming Final Paycheck Law | In Wyoming, employees who voluntarily resign or are involuntarily terminated from a job must receive their final paycheck by the next regularly scheduled payday. |
| Wyoming PTO Payout Laws | Wyoming 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. |
| Wyoming Paid Sick Leave (PSL) | Wyoming currently has no paid sick leave laws or regulations. |
| Wyoming Paid Family and Medical Leave (PFML) | Wyoming 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. |
| Wyoming Maternity Leave | Wyoming 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. |
| Wyoming Voting Leave Law | Under W.S. § 22-2-111, Wyoming-based employers must provide employees with up to one hour of paid leave to vote in an election if the employee doesn’t have three or more consecutive nonworking hours available to vote during the opening and closing of the polls. |
All states must comply with federal health and safety standards overseen by the Occupational Safety and Health Administration (OSHA).
Wyoming, however, also adopted and imposes additional, OSHA-approved regulations that meet or exceed those federal standards. Wyoming’s State OSHA Plan is overseen by the Wyoming Division of Workforce Services.
Wyoming currently has no work break laws or regulations.
As described by Title VII of the federal Civil Rights Act of 1964, and enforced by the EEOC, employers in Wyoming are prohibited from discriminating against employees based on:
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Wyoming also requires employers to comply with specific anti-harassment mandates, also outlined in the federal Civil Rights Act. Employers must, for example, quickly end harassing behavior once they learn about it, even if the harassment has not yet been severe enough or frequent enough to create a hostile work environment.
The state doesn't, however, require employees to complete any harassment or discrimination training courses.
| Wyoming Non-Compete Agreement Laws | Wyoming is one of six states to completely ban the use of non-compete agreements under W.S. § 1.23.108. However, certain exceptions exist, such as agreements related to the sale of a business, trade secrets, and executive staff members. |
| Wyoming Retirement Plan Laws | Wyoming 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.
