(650) 332-8623Missouri Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
In this article, we’ll dive deep into Missouri’s labor laws, with details on all the important aspects of the state’s regulations on your employees.
What’s New in 2025?
Missouri Meals and Breaks
NoneFor Lunch Breaks
Missouri law does not mandate employers to provide their employees breaks during the workday or to longer shifts of up to eight hours.
That said, some employers choose to offer breaks per their written policies. Meal breaks are solely regulated by individual companies and agreed upon between employers and employees.
NoneFor Rest Breaks
While Missouri law doesn’t require employers to provide breaks, it’s common practice to offer various breaks at their discretion, typically five to 20-minute breaks without impacting the employees’ pay, and which employees must agree to before taking the job.
Missouri Leave and Paid Time Off (PTO)
The FMLA requires employers to provide employees with at least 12 weeks of unpaid family leave in a year. The leave can be used for various reasons, such as caring for a sick family member or adopting a child.
Employees who work full-time are eligible for a sick leave of up to 10 hours per month. Part-time employees’ sick leave is awarded on a ratio basis, usually determined by the number of hours they’ve worked.
If Propositon A passes, employers in Missouri would be required to provide an hour of paid sick leave for every 30 hours of work.
Employers who have fewer than 15 employees may limit the use of sick leaves to 40 hours per year, while employers who have more than 15 employees may limit the use of sick leaves to 56 hours per year.
Employers in Missouri are not required to provide paid or unpaid vacation leaves to employees. They can decide to offer vacation days to specific employees. However, when offering vacation benefits, they cannot discriminate against employees based on age, gender, or race.
There are no laws requiring employers in Missouri to provide paid or unpaid bereavement leaves to employees. However, most employers offer at least two days of bereavement leave according to their own practices or policies
Employees in Missouri are entitled to take some time off work to take on military training or duties without losing their jobs.
Employees can get up to three hours of time off to vote, provided they give notice. They can also apply for this leave if there’s not enough time to vote before or after their work shifts.
Employees in Missouri must be excused from work for jury duty. However, employers are not required to compensate them for the time they spent on jury duty.
Missouri Wages and Overtime
$12.30 /hourMinimum Wage
Missouri labor laws guarantee the safety and reasonable compensation of employees. Workers are entitled to equal pay and a minimum wage of $12.30.
The minimum wage rate in Missouri for all private and non-exempt businesses is based on the increase or decrease in the cost of living as per the Consumer Price Index.
On November 5, 2024, Missourians will vote on Proposition A (Minimum Wage and Earned Paid Sick Time Initiative), which would raise the state’s minimum wage to $13.75 per hour in 2025 and $15 per hour by 2026.
1.5x HourlyOvertime Rate
According to Missouri law, any worker who works more than 40 hours a week should be paid 1.5 times their regular pay for every extra hour.
For instance, since the state’s minimum wage is $12.30, Missouri’s overtime minimum wage is $12.30 times 1.5, or $18.45.
Unlike most states with a daily overtime threshold, Missouri workers can work as long as they want in a single day and receive overtime pay.
$6.15 /hourTipped Wage
Employers must pay tipped employees at least 50% of the state minimum wage, $6.15 per hour, plus tips to meet or exceed the minimum wage hourly rate of $12.30.
Moreover, employers must pay the difference if employee tips don’t reach the full minimum wage.
2x MonthlyPay Frequency
Under Missouri law, employees are entitled to fair compensation, which should be paid out at least twice a month.
The law also mandates employees provide these wages within 16 days of each payroll period. Any employer violating these laws risks severe penalties.
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The current minimum wage rate for all private businesses in Missouri is $12.30. This minimum wage law does not apply to public employers.
Missouri has several minimum wage exemptions, including:
- Retail and service businesses with annual gross sales of $500,000 and below
- Public employers
- Tipped employees
- Independent contractors
- Agricultural and farm employees
- Highly compensated employees, administrative workers, and executives
Missouri Prevailing Wages
$17.09 / hourLowest (Worth County)
This is the current prevailing hourly rate for building construction and heavy construction in Worth County, Missouri.
$90.71 / hourElectrician (Outside Lineman)
This is the current prevailing hourly rate electricians in heavy construction for Jackson County, Missouri.
Prevailing wage laws are designed to prevent exploitation of employees on public works projects. Missouri labor laws on prevailing wages establish a minimum wage rate for all public works projects valued over $75,000.
Public works projects can include everything from roads and bridges to government buildings. Essentially, the law applies to any public works project being constructed for or on behalf of local and/or state entities.
According to Missouri law, the wage minimum rate must be stipulated in contract specifications for all public works jobs. Employees have a right to bargain for a higher pay rate, and employers are free to pay a higher rate.
The Division of Labor Standards releases its wage order by July 1st every year. This gives a breakdown of the prevailing wages in each county for the applicable categories for the next year. The DLS calculates this order based on information obtained from contractor wage surveys.
Missouri Prevailing Wage Resource
Missouri Child Labor Laws
14 and 15 Years
Laws in Missouri for children 14 and 15 years
Minors 14 and 15 years of age may only work a maximum of three hours per day on school days, and a maximum of eight hours per day on non-school days.
They should not work more than six days a week, and only between 7 a.m. and 7 p.m., but not during school hours.
Minors can work until 9 p.m. up to 40 hours per week, six days a week, when school is not in session.
16 and 17 years
Laws in Missouri for children 16 and 17 years
There are no restrictions for minors aged 16 and 17 in Missouri.
Other Essential Missouri Labor Laws
Health and Safety Standards in Missouri
The Occupational Safety and Health Administration (OSHA) oversees the provision of safe working environments by all employers. This also includes providing necessary training and safety equipment appropriate to the work or industry.
In Missouri, employers must…
- Ensure a safe workplace free from hazards that may cause injury or death
- Provide proper training and equipment
- Follow industry safety standards
In Missouri, employees should…
- Have the right to work in a safe environment with training and safety equipment
- Refuse to work if they are exposed to hazards
- File a complaint with OSHA if they believe the workplace is unsafe
Report health and safety violations (unsafe working conditions) in Missouri to…
Hiring and/or Firing Employees in Missouri
Missouri is an at-will employment state. This means employees can resign from their positions at any time, for any reason. Similarly, employers can terminate working relationships with any employee for any reason, provided it is not discriminatory. The law also prohibits employers from firing employees for:
- Filing OSHA complaints
- Raising discrimination concerns
- Making wage claims against their employer
Missouri follows a strict right-to-work doctrine, stipulated by SB 54. According to this law, employers can’t require employees to either be part of or refrain from being part of a labor organization.
Beyond this, employers may not require employees to pay fees required of labor organization members as a condition for employment.
Employers in Missouri can perform background checks on potential candidates, but only in the latter stages of the hiring process. The EEOC provides guidelines on how employers can use criminal records throughout the hiring process.
For instance, employers must review every applicant or employee who may be disqualified based on their criminal record. Employers are also required to provide a background check disclosure in writing to candidates, including a clause stating that the results could impact their employment.
Missouri law does not mandate or restrict private employers from implementing drug testing policies. However, employers are encouraged to follow federal guidelines and best practices to ensure fairness and legality throughout the process.
For instance, drug testing should be done consistently for all applicants within a particular category. Employers should also notify candidates of their drug testing policies in writing and obtain written consent from the employee before conducting drug testing.
Missouri adheres to federal EEO laws, which are enforced by the Equal Employment Opportunity Commission (EEOC). These laws prohibit discrimination in employment, including hiring, training, benefits, pay, job assignments, promotions, firing, and other conditions of employment.
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Anti-Discrimination Laws in Missouri
Under the Missouri Human Rights Act, it’s illegal to discriminate in any aspect of employment.
Employers in Missouri may not discriminate against job applicants based on…
- Race
- Color
- Sex
- Religion
- Age
- National origin
- Disability
- Political beliefs or affiliations
- Medical conditions, pregnancy, and childbirth
- Gender identity
It is against the law to discriminate against any individual who are eneficiaries, applicants, and participants of financial assistance programs under the Workforce Innovation and Opportunity Act (WIOA).
Employee Resignation or Termination in Missouri
In Missouri, employers and employees can terminate the employment relationship any time and for any reason under the following conditions:
- There is no discrimination under civil rights laws.
- The terms of the employment contract have not been broken.
- No limited public policy exception and merit laws apply.
Unemployment Benefits in Missouri
Unemployment benefits provide temporary financial assistance to Missouri employees who lose their jobs through no fault of their own. Eligible workers can receive up to 20 weeks of unemployment insurance benefits through the state.
Workers in Missouri are eligible for unemployment benefits if they…
- Lose their job through no fault of their own or resign for good cause related to the work or employer
- Have earned at least $2,250 within 12 months of employment in the state. This should come in the form of at least $1,500 during one of the calendar quarters and another $750 during the remainder of the base period. They must have also worked for an insured employer during the base period.
- Have base wages at least 1.5 times their highest quarter wages or make at least 1.5 the taxable tax wage base during two of the four base quarters.
Employers should also strive to understand their role in the unemployment benefits process in the state to comply with regulations and contribute to the wellness of the workforce.
Use these websites to start your application for unemployment benefits in Missouri:
COBRA Benefits in Missouri
Separated employees in Missouri may extend employer-provided health care coverage through COBRA, which stipulates…
- Employees to continue their coverage for up to 18 months
- Employers must give the employee notice of the COBRA rights within 30 days of the triggering event.
Final Paychecks in Missouri
Separated employees in Missouri must receive their final paychecks…
Missouri law does not mandate severance pay. However, some employers may choose to offer it as part of their benefits and incentive packages.
Employees are entitled to receive their final payment upon termination of employment, whether voluntary or involuntary. As such, employers must pay the employee’s wages upon request.
If the employer doesn’t pay the employee’s accumulated wages on time, the employee can request their wages via a certified mail receipt.
After receiving this request, the employer has seven days to pay the wages. Failure to pay on time may lead to additional wages awarded to the employee or legal action against the employer.
Missouri Recordkeeping Requirements
Under the Fair Labor Standards Act (FLSA) employers must keep employment and payroll data.
1 Year
Employers must retain these documents for at least one year:
- All employment records for at least one year from the employee’s termination date
2 Years
Employers must retain these documents for at least two years:
- Timecards
- Wage rates and wage rate tables
- Wage addition and deduction records
- Shipping and billing records
- Job evaluations
- Collective bargaining agreements
- Seniority and merit systems
3 Years
Employers must retain these documents for at least three years:
- Payroll records
- Employment contracts
- Certificates
- Notices
- Agreements
- Collective bargaining agreements
- Employee’s I-9s
- Sales and purchase records
Penalties for Labor Law Noncompliance in Missouri Wages
Failure to comply with Missouri labor laws can lead to dire consequences, including the risk of penalties and fines. The most common violations reported to relevant governing bodies during audits and inspections include:
- Wage and hour violations
- Child labor violations
- Discrimination violations
- Occupational safety and health violations
Missouri has its own state minimum wage, which is periodically adjusted. If an employer fails to pay the minimum wage, they can be subject to pay the employee’s back pay, liquidated damages, and legal costs if the case goes to court.
In Missouri, labor law violations are investigated and addressed by…
Further Details on Other Missouri Labor Laws
Right to Collective Bargaining
Article 1, section 29 in the Missouri Bill of Rights states employees have the right to organize and bargain collectively through representatives of their choosing. Employees also have a right to join or leave a labor organization without fear of retaliation from their employer.
Recordkeeping Laws
Missouri also has strict recordkeeping laws requiring each employer to maintain the following records of their employees:
- Name
- Address
- Rate of pay
- Occupation
- Hours worked each day and week
- Amount paid each period
- Any goods or services provided to the employee by the employer
Whistleblower Protection Laws
The Whistleblower Protection Act of Missouri prohibits employers from taking any adverse action against a protected person. If a protected person sufferers an undeserved disciplinary action as a result of blowing the whistle, they can file a case and obtain:
- Back pay
- Double the amount of foregoing remedies, and/or
- Reimbursement of medical bills
Missouri whistleblower protection laws apply to all employers with more than six employees, except for:
- The state of Missouri or its agencies
- Higher education institutions
- Religious or sectarian organizations
- Political subdivisions
- State-owned corporations
Looking for other state-specific labor and overtime laws? Check out these guides:
The Bottom Line on Missouri Labor Laws
Labor laws aren’t just meant to protect employee rights to fair wages and treatment; they also help employers protect their interests. Everything from minimum wage laws to benefits and hiring practices is meant to promote a healthy workforce.
Failure to comply with these regulations may attract steep penalties, including fines and the risk of litigation.
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Workyard’s intuitive scheduling dashboard makes it easy to direct your workforce to the jobs you need to be done, based on their skill sets, their locations, their availability, and (of course) their weekly time worked – so you can avoid unnecessary overtime payments and reduce reimbursable travel expenses.
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Missouri is indeed an at-will employment state, which means that employers can terminate employees at any time and for almost any reason, as long as it does not violate specific laws. This allows both employers and employees the flexibility to end the employment relationship without needing to provide a reason or notice.
Key Aspects of At-Will Employment in Missouri
Termination Rights: Employers can dismiss employees without cause, and employees can resign at any time without needing to provide justification.
Exceptions: Although the at-will doctrine is broad, there are notable exceptions that protect employees:
- Discrimination: Employers cannot terminate employees based on protected characteristics such as race, gender, age, or disability under federal and state anti-discrimination laws.
- Public Policy: Employees cannot be fired for refusing to engage in illegal activities or for reporting violations of law (whistleblowing) to authorities. This includes protections against retaliation for reporting unsafe working conditions.
- Contractual Agreements: If there is a written employment contract specifying terms of employment, those terms may override at-will status. Employers must adhere to these contractual obligations.
Missouri’s at-will employment framework provides significant flexibility for employers while establishing essential protections against wrongful termination for employees. Understanding these rights and exceptions is crucial for both parties in the employment relationship.
Missouri’s minimum wage is $12.30 per hour, and it has been in effect since January 1, 2024. This rate was established following a series of increases that began in 2019 after voters approved a gradual increase to $12.00 by 2023.
In 2025, the minimum wage in Missouri is expected to increase to $13.75 per hour. This change is contingent upon the approval of Proposition A, which is set to be voted on in November 2024.
If passed, this initiative will raise the minimum wage from its current rate of $12.30 to $13.75 starting January 1, 2025, with a further increase to $15.00 by January 1, 2026.
In Missouri, there are no legal requirements for employers to provide breaks during the workday. This means that employees can potentially work an entire shift—including an 8-hour shift—without a mandated break.
No Mandatory Breaks: Missouri law does not require employers to provide any breaks, including meal or rest breaks, during a work shift. It is up to each employer to decide whether to offer breaks and under what conditions.
Federal Guidelines: While federal law does not require breaks either, it does stipulate that if employers choose to provide short breaks (typically lasting five to 20 minutes), those must be paid. Meal breaks of 30 minutes or more can be unpaid as long as the employee is relieved of all duties.
Youth Workers: There are specific regulations for youth workers in the entertainment industry. Those under 16 cannot work longer than five and a half hours without a meal break.
Employer Policies: Many employers may choose to implement their own policies regarding breaks, often providing them as a matter of workplace culture or to enhance productivity.
In summary, in Missouri, you can legally work without a break for an entire shift unless your employer has a policy that provides for breaks.
In Missouri, there is no legal definition of full-time employment, and it is generally up to employers to determine what constitutes full-time status. However, here are some insights based on common practices:
Employer Discretion: Employers can define full-time status according to their policies. Many consider working 30 hours or more per week as full-time, while others may adhere to the traditional 40-hour workweek standard.
IRS Guidelines: The Internal Revenue Service (IRS) suggests that employees working an average of 30 hours per week may be considered full-time for health care coverage purposes under the Affordable Care Act (ACA).
No State Mandate: Missouri does not have specific laws regulating the minimum or maximum hours required to be classified as full-time or part-time. This means that working 32 hours per week could be classified as full-time by some employers, but it ultimately depends on the company’s policies.
Benefits Eligibility: The classification as full-time can impact eligibility for benefits such as health insurance, paid time off, and retirement plans, which are often defined by the employer’s criteria.