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Employment rights law in Missouri governs the relationship between employers and employees, outlining the rights and responsibilities each party holds in the workplace. These laws are designed to protect employees from unfair treatment, discrimination, unsafe working conditions, and wrongful termination, while also clarifying the requirements for employers. Missouri follows a combination of federal and state employment laws, offering protection regarding wages, hours, safety, and equal opportunity in the workplace.
Many individuals seek legal help with employment rights when they face issues such as wrongful termination, workplace discrimination, harassment, retaliation for reporting illegal activities, wage and hour disputes, or unsafe working conditions. If you believe your rights as an employee have been violated, a lawyer can help you understand whether you have a valid claim, explain the process for seeking remedies, and represent you in negotiations or court if necessary. Employers may also need legal counsel to ensure compliance with laws and to handle disputes appropriately.
Missouri's employment law is primarily at-will, meaning either an employer or employee can terminate the employment relationship at any time, for any reason, except for illegal ones. Missouri law prohibits discrimination based on race, color, religion, national origin, sex, ancestry, age (40 and over), and disability. The Missouri Human Rights Act is the main state law dealing with workplace discrimination. Wage and hour matters are governed under both the federal Fair Labor Standards Act (FLSA) and Missouri’s Minimum Wage Law, which sets the state minimum wage and rules about overtime pay. Terminations cannot violate public policy, such as firing someone for filing a workers’ compensation claim or reporting workplace safety violations. Missouri also has laws regarding family and medical leave, though the requirements differ from federal law (Family and Medical Leave Act, or FMLA). Workers' compensation law in Missouri provides for medical and wage benefits for employees injured on the job. Union activities and collective bargaining are governed by both federal law (National Labor Relations Act) and state-specific rules, especially since Missouri has considered but not currently enacted "right-to-work" laws.
At-will employment means an employer can terminate an employee for any reason or no reason at all, except for illegal reasons such as discrimination or retaliation. Similarly, employees are free to leave a job at any time without penalty.
It is illegal in Missouri to discriminate against employees based on race, color, religion, national origin, sex, ancestry, age (40 or older), and disability. This covers decisions in hiring, firing, promotions, pay, and other terms of employment.
Missouri’s minimum wage is updated periodically and is generally higher than the federal minimum wage. Employers are required to pay the higher state rate to most employees, with some exceptions such as tipped workers.
Missouri follows the federal rules for overtime. Most employees should receive time and a half for hours worked over 40 in a workweek, unless they fall under a specific exemption.
It is illegal for an employer to fire or retaliate against an employee for reporting illegal activity (whistleblowing) or unsafe working conditions. This is protected under Missouri law as well as federal law.
Missouri state law does not require most employers to provide health insurance, but certain larger employers may have obligations under federal laws like the Affordable Care Act.
Both state and federal laws prohibit discrimination based on pregnancy. Employers may be required to provide reasonable accommodations for pregnant employees and treat pregnancy- related conditions similarly to other temporary disabilities.
If you believe your termination was due to discrimination, retaliation, or another illegal reason, you can file a complaint with the Missouri Commission on Human Rights or consult an employment lawyer to explore legal action.
You can file a complaint with the Missouri Commission on Human Rights within 180 days of the alleged discrimination. You may also have the option to pursue a claim with the federal Equal Employment Opportunity Commission (EEOC).
Employees injured on the job in Missouri are generally entitled to workers’ compensation benefits, which may include medical treatment, lost wages, and disability benefits. It is important to report injuries promptly and seek guidance about your rights.
- Missouri Department of Labor and Industrial Relations - Missouri Commission on Human Rights - U.S. Equal Employment Opportunity Commission (EEOC) - U.S. Department of Labor - Legal aid organizations in Missouri such as Legal Services of Eastern Missouri and Legal Aid of Western Missouri
If you believe your employment rights have been violated, it is important to act quickly. Collect relevant documents and evidence, such as employment contracts, correspondence, or performance reviews. Consider contacting your employer’s human resources department to discuss your concerns. If your issue is not resolved, consult with an employment lawyer who can provide personalized advice and help you understand your options. You may also file a complaint with relevant state or federal agencies. Taking early action helps protect your rights and increases the likelihood of a favorable outcome.
Lawzana helps you find the best lawyers and law firms in Missouri through a curated and pre-screened list of qualified legal professionals. Our platform offers rankings and detailed profiles of attorneys and law firms, allowing you to compare based on practice areas, including Employment Rights, experience, and client feedback.
Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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