{"id":6797,"date":"2012-06-14T21:27:00","date_gmt":"2012-06-15T02:27:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6797"},"modified":"2026-07-27T04:04:35","modified_gmt":"2026-07-27T09:04:35","slug":"vermont-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/vermont-employment-law\/","title":{"rendered":"Vermont 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=\"\">Vermont has many laws that provide greater protections to employees than federal law, including pregnancy accommodation rights, a higher minimum wage and paid sick leave, but generally follows federal law with respect to topics such as overtime, child labor and occupational safety.&nbsp;<\/p>\n\n\n\n<p class=\"\">Select Vermont 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 comply with federal, state, and local law. Where there is overlap, complying with the law that offers the greatest rights or benefits to the employee will generally apply.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"equal-employment-opportunity\">Equal Employment Opportunity (EEO) and worker protections&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\">EEO<\/a> and worker protections. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"fair-employment-practices\" style=\"font-style:normal;font-weight:500\">Fair employment practices&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Vermont Fair Employment Practices Act (VFEPA) applies to all employers and prohibits discrimination based on factors such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race;&nbsp;<\/li>\n\n\n\n<li class=\"\">Color;&nbsp;<\/li>\n\n\n\n<li class=\"\">Religion;&nbsp;<\/li>\n\n\n\n<li class=\"\">National origin;&nbsp;<\/li>\n\n\n\n<li class=\"\">Ancestry;&nbsp;<\/li>\n\n\n\n<li class=\"\">Sex (including pregnancy);&nbsp;<\/li>\n\n\n\n<li class=\"\">Sexual orientation;&nbsp;<\/li>\n\n\n\n<li class=\"\">Gender identity;&nbsp;<\/li>\n\n\n\n<li class=\"\">Place of birth;&nbsp;<\/li>\n\n\n\n<li class=\"\">Age (18 years and older);&nbsp;<\/li>\n\n\n\n<li class=\"\">HIV status;&nbsp;<\/li>\n\n\n\n<li class=\"\">Military status; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Physical or mental condition.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The law also prohibits retaliation against any person who makes a claim of discrimination, and specifically prohibits sexual harassment.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"equal-pay\" style=\"font-style:normal;font-weight:500\">Equal pay<\/h3>\n\n\n\n<p class=\"\">A Vermont employer may not discriminate between employees on the basis of sex by paying wages of employees of one sex at a rate less than employees of the other sex for equal work that requires equal skill, effort and responsibility and is performed under similar working conditions. An employer may, however, base pay differentials on nondiscriminatory factors, such as seniority or merit.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-transparency\" style=\"font-style:normal;font-weight:500\">Pay transparency<\/h3>\n\n\n\n<p class=\"\">Under Vermont&#8217;s <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/u-s-pay-transparency-laws-by-state-and-locality\/\">pay transparency law<\/a>, covered employers must ensure that any advertisement for a Vermont job opening includes a range of compensation.&nbsp;<\/p>\n\n\n\n<p class=\"\">The law applies to positions open to internal candidates, external candidates, or both, as well as positions into which an employer&#8217;s current employees can transfer or be promoted.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"salary-history-inquiry-restrictions\" style=\"font-style:normal;font-weight:500\">Salary history inquiry restrictions<\/h3>\n\n\n\n<p class=\"\">Vermont prohibits an employer from:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Inquiring about or seeking information about a prospective employee&#8217;s current or past compensation from either a prospective employee or a former employer;&nbsp;<\/li>\n\n\n\n<li class=\"\">Requiring that a prospective employee&#8217;s current or past compensation satisfy minimum or maximum criteria; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Determining whether to interview a prospective employee based on his or her current or past compensation.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, if a prospective employee voluntarily discloses information about his or her current or past compensation, the employer may seek to confirm the information after making an employment offer.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"employee-wage-disclosure-rights\" style=\"font-style:normal;font-weight:500\">Employee wage disclosure rights<\/h3>\n\n\n\n<p class=\"\">Under the VFEPA, an employer may not prohibit an employee from disclosing or discussing their wages or the wages of other employees with co-workers. An employer also may not require employees to sign a written waiver denying the employee the right to disclose the amount of his or her wages or to inquire about or discuss other employees&#8217; wages.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pregnancy-accommodation\" style=\"font-style:normal;font-weight:500\">Pregnancy accommodation<\/h3>\n\n\n\n<p class=\"\">The VFEPA requires a Vermont employer to provide reasonable accommodations for an employee&#8217;s pregnancy-related condition (i.e., a limitation of an employee&#8217;s ability to perform a job due to pregnancy, childbirth or a related medical condition). Regardless of whether an employee with a pregnancy-related condition is considered to be an individual with a disability under the law, the employee has the same rights and is subject to the same standards regarding reasonable accommodations as a qualified individual with a disability.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"breastfeeding-breaks\" style=\"font-style:normal;font-weight:500\">Breastfeeding breaks<\/h3>\n\n\n\n<p class=\"\">For a period of three years after the birth of an employee&#8217;s child, a Vermont employer must provide the employee with:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Reasonable time throughout the day to express breast milk for a nursing child; and&nbsp;<\/li>\n\n\n\n<li class=\"\">An appropriate private space (not a bathroom stall) for expressing breast milk.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer may, but is not required to, pay employees for breaks taken to express breast milk. An employer may not discriminate against employees who exercise their right to take a break for the purpose of expressing breast milk.&nbsp;<\/p>\n\n\n\n<p class=\"\">Certain employers are exempt from this law, e.g., if providing a private space would substantially burden the employer.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"access-to-personnel-files\" style=\"font-style:normal;font-weight:500\">Access to personnel files<\/h3>\n\n\n\n<p class=\"\">Vermont law does not require private employers to provide employees with access to their personnel files.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"whistleblower-protections\" style=\"font-style:normal;font-weight:500\">Whistleblower protections<\/h3>\n\n\n\n<p class=\"\">Vermont does not have a whistleblower law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"scheduling\" style=\"font-style:normal;font-weight:500\">Scheduling&nbsp;<\/h3>\n\n\n\n<p class=\"\">The Vermont Conditions for Employment Law requires certain employers to consider employee&#8217;s requests for <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/scheduling-laws-by-state-and-municipality\/\">flexible working arrangements<\/a> at least twice per calendar year and protects employees making requests for flexible work arrangements, including:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Changes in the number of days or hours worked;&nbsp;<\/li>\n\n\n\n<li class=\"\">Changes in arrival or departure times;&nbsp;<\/li>\n\n\n\n<li class=\"\">Remote work; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Job-sharing.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"recruiting-hiring\">Recruiting and hiring&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to comply with requirements related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/new-hire-paperwork-and-notice-requirements-by-state\/\">recruiting and hiring<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"credit-checks\" style=\"font-style:normal;font-weight:500\">Credit Checks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Vermont limits employers from using or inquiring into applicants&#8217; or employees&#8217; credit reports, except under limited circumstances, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The job involves access to confidential financial information or payroll information;&nbsp;<\/li>\n\n\n\n<li class=\"\">The employer is a financial institution or credit union; or&nbsp;<\/li>\n\n\n\n<li class=\"\">The job is that of a law enforcement officer, emergency medical personnel or a firefighter.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Where a credit check is allowed, an employer must obtain written consent each time it seeks a credit report; disclose in writing the reason for accessing the credit report; and alert applicants that they have the right to contest the accuracy of the credit report under Vermont law. Credit history may not be the sole reason for denying employment.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"ban-the-box-and-fair-chance\" style=\"font-style:normal;font-weight:500\">Ban the Box and Fair Chance&nbsp;<\/h3>\n\n\n\n<p class=\"\">Vermont prohibits employers from asking <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/ban-the-box-laws-by-state\/\">criminal history questions on an initial job application<\/a>. The law does not prevent an employer from asking about an applicant&#8217;s criminal background during a job interview or later in the hiring process. However, an employer must give a prospective employee the opportunity to explain his or her past, including any post-conviction rehabilitation efforts.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"everify\" style=\"font-style:normal;font-weight:500\">E-Verify &nbsp;<\/h3>\n\n\n\n<p class=\"\">There are no state-specific requirements for private employers related to the use of <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/immigration\/immigration-form-i9-work-visas-federal\/\">E-Verify<\/a> in Vermont.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to comply with certain wage and hour requirements. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage\" style=\"font-style:normal;font-weight:500\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">The <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/minimum-wage\/minimum-wage-rates-by-state-and-municipality\/\">minimum wage<\/a> in Vermont is $14.42 per hour. On January 1 of each year, Vermont&#8217;s minimum wage is adjusted for inflation. Minimum wage rules are applicable to all employers with two or more employees.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"overtime\" style=\"font-style:normal;font-weight:500\">Overtime&nbsp;<\/h3>\n\n\n\n<p class=\"\">An employer must pay an employee at least one-and-one-half times the employee&#8217;s regular wage rate for all <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/overtime\/overtime-variations-by-state\/\">hours worked over 40 hours in a workweek<\/a>. Certain employers, e.g., hospitals and nursing homes, may instead pay overtime according to an &#8220;Eight and 80&#8221; system.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"meal-and-rest-breaks\" style=\"font-style:normal;font-weight:500\">Meal and rest breaks&nbsp;<\/h3>\n\n\n\n<p class=\"\">Under Vermont law, an employer must provide its employees with a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/meal-and-rest-break-requirements-by-state\/\">reasonable opportunity to eat and use the bathroom<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor\" style=\"font-style:normal;font-weight:500\">Child labor<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/child-labor-working-hour-restrictions-by-state\/\">Child labor laws<\/a> in Vermont restrict the occupations in which minors may be employed and the number of hours and times during which they may work.&nbsp;<\/p>\n\n\n\n<p class=\"\">For most prohibited occupations, Vermont has adopted the federal standards into its own regulations.&nbsp;<\/p>\n\n\n\n<p class=\"\">Minors under 16 generally may not work:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">During school hours;&nbsp;<\/li>\n\n\n\n<li class=\"\">More than 18 hours per week during school weeks (40 hours when school is not in session);&nbsp;<\/li>\n\n\n\n<li class=\"\">More than three hours per day on school days (eight hours on nonschool days);&nbsp;<\/li>\n\n\n\n<li class=\"\">More than six days per week; or&nbsp;<\/li>\n\n\n\n<li class=\"\">Before 7:00 a.m. or after 7:00 p.m. (after 9:00 p.m. June 1 through Labor Day).&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to follow certain requirements with respect to employee pay and benefits. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-payment-methods\" style=\"font-style:normal;font-weight:500\">Wage payment methods<\/h3>\n\n\n\n<p class=\"\">A Vermont employer must <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/vermont-payroll-wage-payment-compliance-guide\/\">pay employees&#8217; wages<\/a> either in cash or by check. An employer may pay wages by <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/direct-deposit-laws-by-state\/\">direct deposit<\/a>, if employees provide written consent, or deposit wages onto an electronic paycard, if employees voluntarily consent, use of paycards is not a condition of employment and other conditions are satisfied.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-and-lag-time\" style=\"font-style:normal;font-weight:500\">Pay frequency and lag time<\/h3>\n\n\n\n<p class=\"\">An employer must pay employees on a <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-frequency-and-lag-time-requirements-by-state\/\">weekly basis<\/a>. However, after providing written notice to employees, an employer may issue paychecks on a biweekly or semimonthly basis. Paydays must be within six days of the last day of the pay period.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-deductions\" style=\"font-style:normal;font-weight:500\">Pay deductions<\/h3>\n\n\n\n<p class=\"\">An employer may make certain <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/deductions\/pay-deduction-laws-by-state\/\">deductions from employees&#8217; wages<\/a> that are authorized by federal or state law (e.g., taxes, child support), for employer-provided goods and services, for employee benefits contributions and for employer-provided meals and lodging. The employee&#8217;s written authorization may be required.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer generally may not make deductions from employees&#8217; pay for certain employer costs (e.g., damages, cash register shortages, required preemployment medical exam, uniforms, personal protective equipment, mandatory state health care contributions), among other things.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements\" style=\"font-style:normal;font-weight:500\">Pay statements<\/h3>\n\n\n\n<p class=\"\">With every paycheck, an employer must provide a written <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/payroll\/pay-statement-rate-notification-requirements-by-state\/\">pay statement<\/a> to employees that includes the following information:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Total wages due;&nbsp;<\/li>\n\n\n\n<li class=\"\">Pay period;&nbsp;<\/li>\n\n\n\n<li class=\"\">Total amount of deductions;&nbsp;<\/li>\n\n\n\n<li class=\"\">Amount of each deduction; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Number of hours worked.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-theft\" style=\"font-style:normal;font-weight:500\">Wage theft<\/h3>\n\n\n\n<p class=\"\">Vermont does not have a wage theft law applicable to private employers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"health-care-continuation\" style=\"font-style:normal;font-weight:500\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">Vermont group health policies, including dental policies, issued to employers must include continuation coverage. Continuation coverage must be provided to any person whose coverage would terminate upon the occurrence of a qualifying event (e.g., termination, reduction of hours, divorce, loss of dependent child status, death). The maximum period of continuation coverage in Vermont is 18 months, regardless of the qualifying event. The Vermont continuation coverage law also applies to self-insured group plans.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"temporary-disability-insurance\" style=\"font-style:normal;font-weight:500\">Temporary disability insurance<\/h3>\n\n\n\n<p class=\"\">Vermont does not have requirements for private employers related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-benefits\/temporary-disability-insurance-requirements-by-state\/\">temporary disability insurance<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to follow certain requirements with respect to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/leave-laws-by-state-chart\/#vermont-leave-laws\">time off and leaves of absence<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"family-and-medical-leave\" style=\"font-style:normal;font-weight:500\">Family and medical leave<\/h3>\n\n\n\n<p class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/vermont-fmla-laws\/\">Vermont&#8217;s Parental and Family Leave Act (PFLA)<\/a> provides eligible employees with up to 12 weeks of unpaid leave during any 12-month period.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer with 10 or more employees must provide:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Parental leave (for pregnancy; recovery from childbirth or miscarriage; the birth, adoption or foster care placement of a child);&nbsp;<\/li>\n\n\n\n<li class=\"\">Qualifying exigency leave (related to a family member&#8217;s active duty military service);&nbsp;<\/li>\n\n\n\n<li class=\"\">Safe leave (if the employee or a family member is a victim of domestic violence, sexual assault or stalking); and&nbsp;<\/li>\n\n\n\n<li class=\"\">Bereavement leave (for the death of a family member).&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">An employer with 15 or more employees must also provide family leave (for the employee&#8217;s or their family member&#8217;s serious health condition).&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"paid-sick-leave\" style=\"font-style:normal;font-weight:500\">Paid sick leave<\/h3>\n\n\n\n<p class=\"\">Under the Vermont Earned Sick Time Law (VESTL), all employers doing business or operating in Vermont must provide <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/paid-sick-leave-by-state\/\">paid sick leave<\/a> to eligible employees for the following reasons:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employee&#8217;s or a family member&#8217;s illness; injury; or diagnostic, preventive, routine or therapeutic health care;&nbsp;<\/li>\n\n\n\n<li class=\"\">To accompany a family member to an appointment related to long-term care;&nbsp;<\/li>\n\n\n\n<li class=\"\">For reasons related to domestic violence, sexual assault or stalking; and&nbsp;<\/li>\n\n\n\n<li class=\"\">When a family member&#8217;s school or business is closed for public health or safety reasons.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"other-time-off-requirements\" style=\"font-style:normal;font-weight:500\">Other time off requirements<\/h3>\n\n\n\n<p class=\"\">In addition to the PFLA and VESTL, a Vermont employer may also be required to comply with other leave and time off laws including, but not limited to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Town meeting leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Legislative leave;&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/jury-duty-leave-laws-by-state-and-municipality\/\">Jury duty leave<\/a>;&nbsp;<\/li>\n\n\n\n<li class=\"\">Witness leave;&nbsp;<\/li>\n\n\n\n<li class=\"\">Crime victim leave; and&nbsp;<\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/military-leave-reminders\/\">Military leave<\/a>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to follow certain requirements with respect to employee health and safety. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"occupational-safety-and-health\" style=\"font-style:normal;font-weight:500\">Occupational safety and health<\/h3>\n\n\n\n<p class=\"\">Vermont is a State Plan state, which means the program governing safety and health of workers has gained federal approval. &nbsp;The Vermont Occupational Safety and Health Act has adopted the majority of federal OSHA standards by reference and has few state-specific rules.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"drug-and-alcohol-testing\" style=\"font-style:normal;font-weight:500\">Drug and alcohol testing<\/h3>\n\n\n\n<p class=\"\">Vermont&#8217;s <a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/drug-testing-laws-by-state\/\">drug testing laws<\/a> restrict an employer&#8217;s ability to require job applicants to submit to drug testing as a condition of employment. An employer is permitted to request drug testing only after an applicant has received a conditional offer of employment stating that employment is conditioned upon a negative drug test result.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"smokefree-workplace\" style=\"font-style:normal;font-weight:500\">Smoke-free workplace<\/h3>\n\n\n\n<p class=\"\">Vermont bans smoking, including the use of tobacco substitutes (e.g., electronic cigarettes), in all enclosed workplaces. The prohibition does not apply to businesses that do not sell food or beverages but solely provide a setting for patrons to purchase and use tobacco substitutes and related paraphernalia.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace\" style=\"font-style:normal;font-weight:500\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">Vermont has regulations banning weapons in certain locations. For example, individuals may not bring a weapon onto the property of public or private elementary or secondary schools, including school grounds and structures or school sponsored activities. &nbsp;<\/p>\n\n\n\n<p class=\"\">Employers may create policies to limit or prevent <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-safety\/guns-in-parking-lots-laws-by-state\/\">weapons in the workplace<\/a>. Employers should post signage or placards at all points of entry to inform individuals of weapons prohibitions.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices\" style=\"font-style:normal;font-weight:500\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Vermont prohibits drivers from texting while operating a moving motor vehicle. Texting includes reading, composing and sending electronic communications (e.g., text messages, instant messages and e-mails) using a portable electronic device, such as a cellular phone, PDA, laptop or similar device.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont employers may be required to follow certain requirements when <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/disciplinary\/documentation-for-separation-of-employment-by-state\/\">employees exit the organization<\/a>. &nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"final-pay\" style=\"font-style:normal;font-weight:500\">Final pay<\/h3>\n\n\n\n<p class=\"\">An employer must pay <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-by-state\/\">final wages<\/a> to an employee who is fired or laid off within 72 hours of the termination. An employee who voluntarily leaves employment must be paid by the next regular payday or, if there is no regular payday, on the following Friday.&nbsp;<\/p>\n\n\n\n<p class=\"\">An employer must pay employees for accrued vacation if the employer has a policy or contract providing for it.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mass-layoffs\" style=\"font-style:normal;font-weight:500\">Mass layoffs<\/h3>\n\n\n\n<p class=\"\">Vermont&#8217;s Notice of Potential Layoffs (Mini-WARN) Act, creates state-level thresholds for federal Worker Adjustment and Retraining Notification (WARN) Act notifications. Vermont&#8217;s Mini-WARN Act applies to:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employers with 50 or more full-time employees;&nbsp;<\/li>\n\n\n\n<li class=\"\">Employers with 50 or more part-time employees who each work at least 1,040 hours per year; and&nbsp;<\/li>\n\n\n\n<li class=\"\">Employers with a combination of 50 or more full-time employees and part-time employees who each work at least 1,040 hours per year.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ai-in-employment\">AI in employment&nbsp;<\/h2>\n\n\n\n<p class=\"\">Vermont does not have a law related to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/ai-laws-by-state-and-locality\/\">AI in employment<\/a> applicable to private employers.<\/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-3 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=\"#equal-employment-opportunity\">EEO and worker protections<\/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\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=\"#ai-in-employment\">AI in employment<\/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\" id=\"h-get-the-full-picture\" style=\"font-style:normal;font-weight:500\">Get the full picture.<\/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.  Get a free quote for HR &amp; Compliance Center today.<\/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:\/\/www.brightmine.com\/us\/quote\/?intcmp=hrcc-resources|premium-resources|button|quote|Get-a-quote\" style=\"border-radius:25px\">Get a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-6800 resources type-resources status-publish has-post-thumbnail hentry category-guides-how-to topic-hr-compliance topic-state-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/tennessee-employment-law\/\" target=\"_self\" >Tennessee employment law overview<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-12010 resources type-resources status-publish has-post-thumbnail hentry category-charts tag-50-state-chart topic-hr-compliance topic-state-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/municipal-preemption-laws-by-state\/\" target=\"_self\" >Municipal preemption laws by state<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-6803 resources type-resources status-publish has-post-thumbnail hentry category-guides-how-to topic-hr-compliance topic-state-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/south-dakota-employment-law\/\" target=\"_self\" >South Dakota employment law overview<\/a><\/h2>\n<\/li><\/ul><\/div>\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\" id=\"h-you-may-also-be-interested-in\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-d02cf4d943bfb621547e51767185fdae 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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/05\/17073128\/Creative-team-meeting-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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">HR News<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\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\/employment-law-updates\/additional-nlrb-member-opens-door-to-reverse-union-friendly-decisions\/\">Additional NLRB member opens door to reverse union-friendly decisions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">The confirmation of a fourth National Labor Relations Board member gives Republicans a 3-1 majority, creating a pathway &#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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeo-protected-classes-by-state\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2026\/02\/13035009\/Students-attending-university-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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/discrimination\/eeo-protected-classes-by-state\/\">EEO protected classes by state<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Explore state\u2011by\u2011state EEO protected classes to help HR teams understand discrimination laws and maintain compliant employment practices.<\/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: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/final-wage-payment-requirements-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\/21002819\/Brightmine-office-staff-drafting-email-v2-1200x627-1.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<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\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<\/div>\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\/state-compliance\/final-wage-payment-requirements-by-state\/\">Final wage payment requirements by state and municipality<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how each state handles final wage payments, unused time payouts, and penalties, with our expertly maintained compliance &#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>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\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<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/\" rel=\"tag\">HR compliance<\/a><span class=\"wp-block-post-terms__separator\">, <\/span><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/state-compliance\/\" rel=\"tag\">State-by-state compliance<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full 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-top-left-radius:500px;border-top-right-radius:500px;border-bottom-left-radius:500px;border-bottom-right-radius:500px;aspect-ratio:1;object-fit:cover\"\/><\/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\">\n<p class=\"\"><strong>The Brightmine Editorial Team<\/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. 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