{"id":6681,"date":"2012-06-06T08:45:00","date_gmt":"2012-06-06T13:45:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6681"},"modified":"2026-01-06T09:20:23","modified_gmt":"2026-01-06T14:20:23","slug":"delaware-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/","title":{"rendered":"Delaware employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Delaware has laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage and health care continuation coverage obligations for smaller employers, but generally follows federal law with respect to topics such as overtime and occupational safety.<\/p>\n\n\n\n<p class=\"\">Select Delaware employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"\/us\/solutions\/hr-compliance\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting EEO, diversity and employee relations are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices-de\">Fair employment practices<\/h3>\n\n\n\n<p class=\"\">The Delaware Discrimination in Employment Act (DDEA) and the Persons with Disabilities Employment Protections Act (PDEPA) prohibit employers with four or more employees in Delaware from discriminating based on a variety of factors, including:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race (including hair texture, protective hairstyles and other traits historically associated with race)<\/li>\n\n\n\n<li class=\"\">Marital status<\/li>\n\n\n\n<li class=\"\">Genetic information<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">Age<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Status as a victim of domestic violence, sexual assault and stalking<\/li>\n\n\n\n<li class=\"\">Pregnancy, childbirth and related medical conditions<\/li>\n\n\n\n<li class=\"\">Sex<\/li>\n\n\n\n<li class=\"\">Gender identity<\/li>\n\n\n\n<li class=\"\">Sexual orientation<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Military status<\/li>\n\n\n\n<li class=\"\">Reproductive healthcare decisions<\/li>\n\n\n\n<li class=\"\">Caregiving responsibilities<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n<\/ul>\n\n\n\n<p class=\"\">In addition, the DDEA prohibits sexual harassment. Both laws prohibit an employer from retaliating against an employee because he or she has opposed a discriminatory practice or testified, assisted or participated in any manner in an investigation, proceeding or hearing to enforce the DDEA or PDEPA.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay-de\">Equal pay<\/h3>\n\n\n\n<p class=\"\">Delaware&#8217;s Wage Payment and Collection Act prohibits an employer from paying an employee a lower wage than the wage paid to an employee of the opposite sex in the same establishment for equal work on a job requiring equal skill, effort and responsibility, and that is performed under similar working conditions. An employer may differentiate wages based on:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">A seniority system<\/li>\n\n\n\n<li class=\"\">A merit system<\/li>\n\n\n\n<li class=\"\">A system that measures earnings by quantity or quality of production<\/li>\n\n\n\n<li class=\"\">Any factor other than gender<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Discussion of wages<\/h3>\n\n\n\n<p class=\"\">Under the DDEA, an employer may not:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Require that an employee avoid inquiring about, discussing or disclosing his or her own wages or the wages of another employee as a condition of employment<\/li>\n\n\n\n<li class=\"\">Require that an employee waive the right to disclose or discuss his or her own wages<\/li>\n\n\n\n<li class=\"\">Terminate, discipline or otherwise discriminate against an employee for inquiring about, discussing or disclosing his or her own wages or the wages of another employee<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Pregnancy accommodation<\/h3>\n\n\n\n<p class=\"\">The Pregnant Workers Fairness Act requires an employer to provide reasonable accommodations to employees with health conditions related to pregnancy, childbirth or a related condition, including, but not limited to, lactation. Examples of reasonable accommodations include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Suitable seating<\/li>\n\n\n\n<li class=\"\">More frequent or longer breaks or periodic rest<\/li>\n\n\n\n<li class=\"\">Assistance with manual labor<\/li>\n\n\n\n<li class=\"\">Job restructuring<\/li>\n\n\n\n<li class=\"\">Light-duty assignment<\/li>\n\n\n\n<li class=\"\">Modified work schedule<\/li>\n\n\n\n<li class=\"\">Temporary transfer to less-strenuous or less-hazardous work<\/li>\n\n\n\n<li class=\"\">Time off to recover from childbirth<\/li>\n\n\n\n<li class=\"\">Break time and appropriate facilities for expressing breast milk<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Access to personnel files<\/h3>\n\n\n\n<p class=\"\">Under the Right to Inspect Personnel Files Act, employees have a right to review personnel records used to determine the employee&#8217;s qualifications for the following:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employment<\/li>\n\n\n\n<li class=\"\">Promotion<\/li>\n\n\n\n<li class=\"\">Additional compensation<\/li>\n\n\n\n<li class=\"\">Termination.<\/li>\n\n\n\n<li class=\"\">Disciplinary action.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The employer must make personnel files available during regular business hours where the records are usually and ordinarily maintained, and when sufficient time is available for inspection during the course of a regular business day.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections-de\">Whistleblower protections<\/h3>\n\n\n\n<p class=\"\">The Delaware Whistleblowers&#8217; Protection Act protects employees with respect to employer violations related to health, safety or environmental hazards or financial or accounting standards. An employer may not terminate, threaten or otherwise discriminate against an employee because he or she:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Reported or planned to report a violation to a public body;<\/li>\n\n\n\n<li class=\"\">Participated in an investigation held by a public body or in a court action in connection with a violation;<\/li>\n\n\n\n<li class=\"\">Refused to commit or assist in the commission of a violation; or<\/li>\n\n\n\n<li class=\"\">Reported a violation to the employer.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting recruiting and hiring are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"criminal-checks-de\">Criminal checks<\/h3>\n\n\n\n<p class=\"\">An employer that gains access to an expunged court or police record may not review the record or disclose to another person any information contained in the record, unless granted permission by the court that ordered the record expunged. An exception exists for employment with a law enforcement agency.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions-de\">Salary history inquiry restrictions<\/h3>\n\n\n\n<p class=\"\">Delaware law prohibits an employer from screening job applicants based on their salary history and from seeking that information from the applicant or a current or former employer. Exceptions may be made if the applicant voluntarily discloses the information or has accepted a job offer. The law also makes it an unlawful employment practice to require that an applicant&#8217;s prior compensation satisfy minimum or maximum criteria.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-de\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">An employer in Delaware must pay its employees a minimum wage unless they are exempt. Currently, the state minimum wage is $15.00 per hour.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-breaks-de\">Meal breaks<\/h3>\n\n\n\n<p class=\"\">Employees scheduled to work seven and one-half or more consecutive hours per day must receive an unpaid meal break of at least 30 consecutive minutes. The break must be given after the first two hours and before the last two hours of work. However, exemptions are allowed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Breastfeeding breaks<\/h3>\n\n\n\n<p class=\"\">Under the Delaware Discrimination in Employment Act, an employer with four or more employees must make reasonable accommodations for employees with pregnancy-related conditions, which includes providing break time for expressing breast milk.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor-de\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Delaware restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">In addition to the jobs prohibited by federal law, Delaware law prohibits minors under 18 from working in a variety of other hazardous occupations, such as jobs with or in:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Blast furnaces<\/li>\n\n\n\n<li class=\"\">Docks or wharves, other than marinas where pleasure boats are sold\/serviced<\/li>\n\n\n\n<li class=\"\">Railroads<\/li>\n\n\n\n<li class=\"\">Erection\/repair of electrical wires<\/li>\n\n\n\n<li class=\"\">Distilleries of alcoholic beverages<\/li>\n\n\n\n<li class=\"\">Manufacturing of dangerous or toxic chemicals<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors who are 16 or 17 years old may not work and go to school for more than 12 hours total per day. They must also have at least eight consecutive hours of nonwork and nonschool time in each 24-hour period.<\/p>\n\n\n\n<p class=\"\">Minors who are 14 or 15 years old generally may not work:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">During school hours<\/li>\n\n\n\n<li class=\"\">Before 7 a.m or after 7 p.m. (9 p.m. from June 1 through Labor Day)<\/li>\n\n\n\n<li class=\"\">More than four hours on a school day<\/li>\n\n\n\n<li class=\"\">More than 18 hours in a full school week<\/li>\n\n\n\n<li class=\"\">More than six days in any week<\/li>\n\n\n\n<li class=\"\">More than eight hours on a nonschool day<\/li>\n\n\n\n<li class=\"\">More than 40 hours during a nonschool week<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Delaware law requires minors under 18 to receive a minimum 30-minute break after five continuous hours of work.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-de\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">Delaware employers may pay wages in cash or by check, provided the employer makes suitable arrangements for checks to be cashed at a bank or other establishment convenient to the workplace. An employer may also pay employees by direct deposit or paycard, if certain conditions are met.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-de\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">An employer generally must pay wages at least once each month and comply with the following requirements:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">With some exceptions, wages must be paid within seven days after the pay period ends<\/li>\n\n\n\n<li class=\"\">If the payday falls on a weekend or holiday, payment must be made on the preceding workday<\/li>\n\n\n\n<li class=\"\">If an employee is absent on payday, payment must be made on the next regular workday that the employee is present, by mail at the employee&#8217;s request or by credit to the employee&#8217;s designated bank account (e.g., direct deposit).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">Deductions may be made if required by federal or state law, with the employee&#8217;s written authorization for a lawful purpose and for other reasons, such as deductions for health, welfare and benefit plans.<\/p>\n\n\n\n<p class=\"\">An employer may not make deductions for:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Damaged property or failure to return employer&#8217;s property<\/li>\n\n\n\n<li class=\"\">Cash or inventory shortages<\/li>\n\n\n\n<li class=\"\">Cash advances or charges for goods and services (unless there is a signed agreement specifying the amount owed and the repayment schedule)<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Wage notices<\/h3>\n\n\n\n<p class=\"\">An employer with four or more employees must provide written notice to employees at the time of hire regarding the:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Rate of pay<\/li>\n\n\n\n<li class=\"\">Day, hour and place of payment<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer must also notify employees in writing of any reduction to the rate of pay or change in the day, hour or place of payment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements-de\">Pay statements<\/h3>\n\n\n\n<p class=\"\">An employer with four or more employees must furnish each employee with a pay statement with each paycheck that shows the following information:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The total wages due<\/li>\n\n\n\n<li class=\"\">The pay period<\/li>\n\n\n\n<li class=\"\">The total amount of deductions<\/li>\n\n\n\n<li class=\"\">The amount of each deduction<\/li>\n\n\n\n<li class=\"\">The number of hours worked for nonexempt employees<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">Delaware&#8217;s health care continuation coverage law applies to group policies issued to employers with between one and 19 employees. Under state law, continuation coverage is generally available to covered employees and their eligible dependents for the same qualifying reasons as under federal law, but the maximum coverage period is nine months.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting time off and leaves of absence are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Paid family and medical leave<\/h3>\n\n\n\n<p class=\"\">The Healthy Delaware Families Act (HDFA) creates a paid family and medical leave insurance program that is funded by employer and employee contributions.&nbsp;Paid leave benefits are available for eligible employees taking:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Parental leave, to care for a child during the first year after the child&#8217;s birth, adoption or placement for foster care<\/li>\n\n\n\n<li class=\"\">Family caregiving leave, to care for a family member with a serious health condition or for a qualifying exigency<\/li>\n\n\n\n<li class=\"\">Medical leave, for the employee&#8217;s own serious health condition that renders them unable to perform job functions<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other time off requirements affecting Delaware employers<\/h3>\n\n\n\n<p class=\"\">In addition to the HDFA, a Delaware employer is also required to comply with other leave and time off laws, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Crime victim leave<\/li>\n\n\n\n<li class=\"\">Election official leave (covering employers with 21 or more employees).<\/li>\n\n\n\n<li class=\"\">Military leave<\/li>\n\n\n\n<li class=\"\">Emergency responder leave (covering employers with 10 or more employees)<\/li>\n\n\n\n<li class=\"\">Isolation\/quarantine leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-de\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Delaware prohibits the use of any handheld electronic devices while driving.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smoke-free-workplace-de\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">Delaware&#8217;s Clean Indoor Air Act prohibits smoking, including electronic smoking devices, in indoor workplaces. An employer is not required to provide employees with an outdoor smoking area or smoking breaks. Proper signage is required wherever smoking is allowed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace-de\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">An employer may prohibit employees from bringing firearms onto the employer&#8217;s property, including parking lots, regardless of whether the employee is licensed to carry the weapon.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">Key Delaware requirements impacting organizational exit are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay-de\">Final pay<\/h3>\n\n\n\n<p class=\"\">When an employee quits or is fired, suspended or laid off, wages earned must be paid by the next payday through the normal payment method (or by mail, if requested by the employee).<\/p>\n\n\n\n<p class=\"\">An employer that agrees to pay or provide benefits or wage supplements (e.g., vacation pay) to an employee upon termination must provide the benefits within 30 days after termination.<\/p>\n\n\n\n<p class=\"\">Upon receiving a proper demand, an employer may pay up to $300 of wages due to a deceased employee to the following individuals, in the following order:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Surviving children under 21 years old, or the legal guardian of children, in equal shares;<\/li>\n\n\n\n<li class=\"\">The surviving spouse;<\/li>\n\n\n\n<li class=\"\">Surviving children over 21 years old, in equal shares; or<\/li>\n\n\n\n<li class=\"\">Parents, in equal shares.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may pay wages exceeding $300 after it receives proper notice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoff-notifications-de\">Mass layoff notifications<\/h3>\n\n\n\n<p class=\"\">The Delaware Workplace Adjustment and Retraining Notification Act requires covered employers to provide advance notice regarding mass layoffs, plant closings or relocations to the Department of Labor, Division of Employment and Training. While the state law is modeled after the federal Worker Adjustment and Retraining Notification Act (WARN Act), there are areas in which they differ, such as the events that trigger notice requirements.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#recruiting-hiring\">Recruiting and hiring<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-8a375f8d2b29cd415a6ed271fad0b520 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/01\/22230217\/Employee-coaching-1200x627-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Charts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/vacation-and-paid-time-off-benefits-by-state\/\">Vacation and paid time off benefits by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Stay compliant with state PTO regulations using this guide detailing whether jurisdictions allow vacation caps or require payout &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a 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two new Maryland laws that expand protections for employees related to workplace meetings on religious &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/06102043\/smiling-female-hr-professional.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/pay-transparency-compliance-for-multistate-employers\/\">Pay transparency laws: Navigating compliance for multistate employers<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how multistate employers can navigate U.S. pay transparency laws, avoid penalties, and build compliant job postings across &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. The Team also supports Marketing Resource Center with breaking <a href=\"https:\/\/www.brightmine.com\/us\/category\/hr-news\/\">HR news<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/category\/c-and-i\/\">Commentary and Insights<\/a>, and expert review of key compliance resources, such as our free charts.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>This Delaware employment law overview reviews requirements employers should know if they have employees working in the state.<\/p>\n","protected":false},"author":24,"featured_media":6836,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-updateable-resources","categories":[13],"tags":[],"topic":[25,77],"class_list":["post-6681","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-guides-how-to","topic-hr-compliance","topic-state-compliance"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Delaware employment law overview | Brightmine<\/title>\n<meta name=\"description\" content=\"Delaware employment law overview | This guide provides an overview of key Delaware employment laws employers should know.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Delaware employment law overview | Brightmine\" \/>\n<meta property=\"og:description\" content=\"Delaware employment law overview | This guide provides an overview of key Delaware employment laws employers should know.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine US\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-06T14:20:23+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/10\/09082314\/state-law-overview-feature-image.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"41 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":[\"Article\",\"BlogPosting\"],\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/\"},\"author\":{\"name\":\"Natasha Wiebusch\",\"@id\":\"https:\/\/www.brightmine.com\/us\/#\/schema\/person\/5ed54c5b1fd2860a77b7ad82835f7cb8\"},\"headline\":\"Delaware employment law overview\",\"datePublished\":\"2012-06-06T13:45:00+00:00\",\"dateModified\":\"2026-01-06T14:20:23+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/\"},\"wordCount\":2241,\"publisher\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/delaware-employment-law\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/10\/09082314\/state-law-overview-feature-image.webp\",\"articleSection\":[\"Guides - 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