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Missouri, United States Attorneys in related practice areas.
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Browse our 6 legal questions about Employment & Labor in United States and the lawyer answers, or ask your own questions for free.
Employment and labor law in Missouri governs the relationships and rights between employers and employees within the state. These laws cover a broad range of workplace issues, including hiring, firing, workplace discrimination, wage and hour regulations, workplace safety, benefits, collective bargaining, and leave policies. While federal laws set many minimum standards, Missouri also has state-specific statutes and rules that shape the work environment and offer protections for workers and employers alike.
There are several situations where individuals or businesses might need legal assistance in Missouri employment and labor matters. Common reasons include:
A lawyer can help clarify your rights, represent you in negotiations or litigation, and guide you through complex procedures.
Missouri’s employment and labor laws intersect with federal laws but include unique regulations that directly affect both workers and employers. Here are several key aspects of Missouri's laws:
If you suspect you were wrongfully terminated for an unlawful reason such as discrimination, retaliation, or in violation of an employment contract, collect relevant documentation and consult a qualified employment attorney. You may also file a complaint with the Missouri Commission on Human Rights (MCHR) or the Equal Employment Opportunity Commission (EEOC).
Complaints can be filed with the Missouri Commission on Human Rights (MCHR) or the EEOC. It is important to file within the required time frame, usually 180 days to 300 days from the date of the alleged discrimination. An attorney can help you prepare your complaint and navigate the process.
Missouri adjusts its minimum wage annually. As of 2024, the minimum wage is $12.30 per hour for most non-exempt employees. Some exemptions apply, such as for tipped workers or certain seasonal employees.
Employers in Missouri can require overtime, but non-exempt employees must be paid at least one and one-half times their regular rate for hours worked over 40 in a workweek. Some job categories are exempt from overtime rules.
Missouri law does not require employers to provide meal periods or rest breaks for adult employees, though federal law applies to certain breaks if they are offered. Some employers may have policies or collective bargaining agreements that provide for breaks.
You can file an unemployment claim online through the Missouri Department of Labor website, or by phone. Prepare to provide employment history, recent pay stubs, and your reason for separation. Decisions can be appealed if you are initially denied benefits.
Employees have the right to a safe workplace under both federal OSHA laws and Missouri statutes. Report safety hazards to your employer and, if unresolved, to the Occupational Safety and Health Administration (OSHA). Retaliation for reporting safety concerns is unlawful.
Yes, Missouri law and federal laws protect employees from harassment based on protected characteristics such as sex, race, religion, national origin, disability, and age. This includes both sexual harassment and other kinds of unwelcome conduct.
Missouri follows the federal Family and Medical Leave Act (FMLA), which requires covered employers to provide eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. There is no broader state law mandating additional family or medical leave.
Contact the Missouri Division of Labor Standards to file a wage complaint, or consult an employment attorney for guidance. Keep records of hours worked and communications with your employer.
If you are seeking more information or assistance, consider the following resources:
If you need legal assistance with an employment or labor issue in Missouri, begin by gathering all documents related to your situation such as employment contracts, pay stubs, performance reviews, and correspondence with your employer. Identify the exact nature of your concern and any deadlines that may apply, such as complaint filing periods. Consider contacting one of the recommended organizations above or consulting with an experienced employment attorney for a case evaluation. Many lawyers offer an initial consultation to discuss your options. Acting promptly will help preserve your rights and improve your chances of a successful outcome.
