Rhode Island Employment Law 2026
⚠️Informational only — not legal or tax advice.
Last Updated: January 13, 2026
Last Reviewed: January 13, 2026
Applicable Period: 2026
Jurisdiction: State of Rhode Island, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Employment Law Framework in Rhode Island
- Employee Rights in Rhode Island
- Discrimination Laws in Rhode Island
- Reasonable Accommodations
- Employer Obligations in Rhode Island
- Filing Complaints
- Remote Work and Rhode Island Employment Law
- 2026 Updates to Rhode Island Employment Law
- Resources
- Frequently Asked Questions
Introduction
Rhode Island employment law establishes comprehensive protections and obligations governing the relationship between employers and employees throughout the state. This guide provides detailed information on Rhode Island’s employment law framework, covering wage and hour requirements, discrimination protections, employee rights, and employer obligations under both state and federal law effective in 2026.
Rhode Island’s employment law landscape combines state-specific regulations with federal protections, creating a robust framework that addresses minimum wage requirements, paid sick leave, anti-discrimination measures, and workplace safety standards. Recent legislative updates for 2026 include significant minimum wage increases and enhanced employee protections.
This guide covers:
- Employment law framework and at-will employment doctrine
- Wage and hour laws including 2026 minimum wage increases
- Comprehensive anti-discrimination protections
- Paid sick and safe leave requirements
- Employer obligations and compliance requirements
- Filing procedures for workplace complaints
- 2026 legislative updates and changes
Primary Sources:
All information in this guide is compiled from official government sources including:
- Rhode Island General Laws, Title 28 (Labor and Labor Relations)
- Rhode Island Department of Labor and Training regulations and guidance
- Rhode Island Commission for Human Rights materials
- U.S. Department of Labor regulations
- Equal Employment Opportunity Commission guidance
Source: Rhode Island General Laws, Title 28 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM
Employment Law Framework in Rhode Island
1.1 At-Will Employment Doctrine
Rhode Island follows the at-will employment doctrine, which is the foundational principle governing most employment relationships in the state.
At-Will Employment Definition:
Under Rhode Island law, employment relationships without a specified term may be terminated by either the employer or the employee at any time, with or without cause or notice, subject to certain exceptions.
Source: Rhode Island recognizes at-will employment as the default employment relationship Legal Framework: Common law doctrine recognized by Rhode Island courts Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/
What At-Will Employment Means for Employees:
Employees working under at-will arrangements can resign from their position at any time without providing advance notice or stating a reason, though professional courtesy typically suggests providing reasonable notice.
What At-Will Employment Means for Employers:
Employers can terminate at-will employees at any time without cause or advance notice, subject to important exceptions and limitations that protect employees from unlawful termination.
Exceptions to At-Will Employment:
Rhode Island law recognizes several important exceptions that limit an employer’s ability to terminate at-will employees:
1. Contractual Exceptions
Employment contracts, collective bargaining agreements, or employee handbooks may establish specific termination procedures or require good cause for termination. When such agreements exist, they supersede the at-will presumption.
Source: Contract law principles recognized under Rhode Island law Legal Framework: Rhode Island contract law and labor relations statutes
2. Public Policy Exceptions
Rhode Island law prohibits termination that violates public policy. Employees cannot be fired for:
- Refusing to engage in illegal activity
- Exercising legal rights (such as filing workers’ compensation claims)
- Performing public duties (such as jury service or military service)
- Whistleblowing on illegal employer conduct
Source: Rhode Island Whistleblowers’ Protection Act Citation: Rhode Island General Laws § 28-50-1 et seq. Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-50/INDEX.htm
3. Anti-Discrimination Protections
Federal and state anti-discrimination laws prohibit termination based on protected characteristics including race, color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin.
Source: Rhode Island Fair Employment Practices Act Citation: Rhode Island General Laws Chapter 28-5 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.htm
Source: Title VII of the Civil Rights Act of 1964 Citation: 42 U.S.C. § 2000e et seq. Available at: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
4. Retaliation Protections
Employers cannot terminate employees in retaliation for:
- Filing wage complaints or discrimination charges
- Participating in investigations of employer misconduct
- Opposing unlawful employment practices
- Discussing wages with coworkers
- Using protected leave (FMLA, sick leave, etc.)
According to Rhode Island General Laws § 28-5-7(5):
“It shall be an unlawful employment practice for any employer or employment agency, labor organization, placement service, training school or center, or any other employee referring source to discriminate in any manner against any individual because he or she has opposed any practice forbidden by this chapter, or because he or she has made a charge, testified, or assisted in any manner in any investigation, proceeding, or hearing under this chapter.”
Source: Rhode Island General Laws § 28-5-7(5) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
1.2 Employment Law vs. Labor Law: Understanding the Distinction
While the terms “employment law” and “labor law” are sometimes used interchangeably, they represent distinct legal frameworks with different scopes and applications in Rhode Island.
Employment Law:
Employment law is the broader legal framework that governs the relationship between individual employees and employers. It encompasses:
- Wage and hour requirements
- Anti-discrimination protections
- Workplace safety standards
- Employee benefits and leave
- Hiring and termination procedures
- Individual employment contracts
- Workplace policies and procedures
Source: Rhode Island General Laws, Title 28 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM
Labor Law:
Labor law is a subset of employment law that specifically addresses:
- Union organizing and collective bargaining rights
- Union-management relations
- Collective bargaining agreements
- Labor disputes and strikes
- Union elections and representation
- Unfair labor practices by unions or employers
Source: Rhode Island Labor Relations Act Citation: Rhode Island General Laws Chapter 28-7 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-7/INDEX.htm
When Each Applies:
Employment Law applies to: All employees and employers in Rhode Island, regardless of union membership or collective bargaining status. Employment law protections are universal baseline standards.
Labor Law applies to: Workplaces with union representation, employees engaged in organizing activities, and employers dealing with unionized workforces or organizing campaigns.
Right-to-Work Status:
Rhode Island is NOT a right-to-work state. This means:
- Employers and unions can negotiate union security agreements
- Employees in unionized workplaces may be required to pay union dues or fees as a condition of employment
- Collective bargaining agreements can include union shop provisions
Source: Rhode Island does not have right-to-work legislation Legal Framework: Rhode Island permits union security agreements Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/
Employee Rights in Rhode Island
2.1 Wage and Hour Rights
Rhode Island’s wage and hour laws establish minimum standards for employee compensation, working hours, overtime pay, and payment practices.
Minimum Wage Requirements (2026)
Current Rhode Island Minimum Wage (2026): $16.00 per hour
Effective Date: January 1, 2026
Statutory Authority:
According to Rhode Island General Laws § 28-12-3, as amended by legislation signed in 2025:
“Every employer shall pay to each employee wages not less than sixteen dollars ($16.00) per hour for all hours worked, effective January 1, 2026.”
Source: Rhode Island General Laws § 28-12-3 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-3.HTM
Official Announcement: Governor Dan McKee signed legislation (2025-H 5029A, 2025-S 0125A) increasing Rhode Island’s minimum wage from $15 to $17 over a two-year period.
Source: Office of the Governor, State of Rhode Island Published: August 4, 2025 Available at: https://governor.ri.gov/press-releases/governor-mckee-signs-legislation-raising-rhode-island-minimum-wage
Future Scheduled Increases:
- January 1, 2027: $17.00 per hour
Source: Rhode Island Department of Labor and Training, Minimum Wage page Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/minimum-wage Verified: January 13, 2026
Federal Minimum Wage:
The federal minimum wage is $7.25 per hour under the Fair Labor Standards Act (FLSA). When state and federal minimum wage rates differ, employees are entitled to the higher rate.
Source: Fair Labor Standards Act, 29 U.S.C. § 206 Official text: https://www.dol.gov/agencies/whd/minimum-wage/state U.S. Department of Labor: https://www.dol.gov/agencies/whd/flsa
Minimum Wage Exemptions:
Rhode Island law provides specific exemptions for certain categories of workers:
1. Full-Time Students (Under Age 19)
Full-time students under age 19 working 24 hours or less per week in certain industries may be paid 75% of minimum wage.
According to Rhode Island Department of Labor and Training:
“Work 24 hours or less per week: 75 percent of minimum wage, which is $12 per hour in 2026. Work more than 24 hours per week: full $16 per hour for all hours worked.”
Source: Rhode Island Department of Labor and Training, Minimum Wage page Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/minimum-wage
2. Seasonal Resorts and Camps
Some seasonal jobs can be paid less than full minimum wage at:
- Resorts that serve meals and are only open six months or less per year, between May 1 and October 1
- Camps with structured programs (recreation, education, or religion) that run seven months or less per year and do not employ anyone full-time year round
- Trailer camps are NOT included in this exemption
Source: Rhode Island Department of Labor and Training, Minimum Wage page Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/minimum-wage
3. Tipped Employees
Employers may take a tip credit for employees who customarily receive gratuities, subject to specific requirements.
According to Rhode Island General Laws § 28-12-5, allowance for gratuities as part of the minimum wage shall not exceed 35% of the applicable minimum wage rate for restaurants, hotels, and other industries (except taxicabs and limited public motor vehicles).
For 2026, with a minimum wage of $16.00 per hour:
- Tip credit: Maximum 35% = $5.60
- Minimum cash wage: $10.40 per hour
- Total (cash wage + tips) must equal at least $16.00 per hour
Source: Rhode Island General Laws § 28-12-5 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-5.htm
Important Requirements for Tip Credits:
Employers must provide substantial evidence that tips received by employees make up the difference between the cash wage paid and the full minimum wage.
Source: Rhode Island General Laws § 28-12-5(c) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-12/28-12-5.htm
Overtime Pay Requirements
Rhode Island Overtime Standards:
According to Rhode Island Department of Labor and Training, hours worked in excess of 40 per week are to be paid at time and one-half the worker’s regular rate of pay.
Source: Rhode Island Department of Labor and Training, “A Guide to Wage and Workplace Laws in Rhode Island” Available at: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/ls/WageHourBook.pdf
Federal Overtime Requirements:
The Fair Labor Standards Act (FLSA) requires overtime pay at one and one-half times the regular rate for hours worked over 40 in a workweek.
According to 29 U.S.C. § 207(a)(1):
“No employer shall employ any of his employees who in any workweek is engaged in commerce or in the production of goods for commerce, or is employed in an enterprise engaged in commerce or in the production of goods for commerce, for a workweek longer than forty hours unless such employee receives compensation for his employment in excess of the hours above specified at a rate not less than one and one-half times the regular rate at which he is employed.”
Source: Fair Labor Standards Act Citation: 29 U.S.C. § 207(a)(1) Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207 U.S. Department of Labor: https://www.dol.gov/agencies/whd/overtime
Overtime Exemptions:
Certain employees are exempt from overtime requirements, including:
- Executive, administrative, and professional employees (white-collar exemptions)
- Outside sales employees
- Certain computer employees
- Highly compensated employees
Source: Fair Labor Standards Act regulations Citation: 29 C.F.R. Part 541 U.S. Department of Labor: https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime
Rhode Island regulations incorporate federal overtime exemption standards:
Source: 260-RICR-30-05-2, Payment of Wages regulations Available at: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/wrs/260-RICR-30-05-2.pdf
Meal and Rest Break Requirements
Rhode Island law requires meal breaks for employees working certain shift lengths.
According to Rhode Island Department of Labor and Training:
“Employees must be given a twenty-minute mealtime for a six-hour shift, and a thirty-minute mealtime for an eight-hour shift. Employers are not required to compensate employees for this mealtime.”
Important Exceptions:
This law does not apply to:
- Workers in licensed healthcare facilities
- Companies employing fewer than three employees at one site during a shift
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Federal Law on Breaks:
Federal law does not require meal or rest breaks for adult employees. However, when employers provide short breaks (usually 5 to 20 minutes), federal law considers them compensable work hours.
Source: U.S. Department of Labor, Wage and Hour Division Topic: Work Hours – Breaks and Meal Periods Available at: https://www.dol.gov/general/topic/workhours/breaks
Payment of Wages
Frequency of Payment:
According to Rhode Island Department of Labor and Training:
“Most Rhode Island employers are required to pay their employees every week. However, there are exceptions for state entities as well as religious, literary, or charitable corporations, and other types of employers can also be granted exceptions to this requirement. Employers with exceptions are required to pay wages at least twice per month.”
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Statutory Authority:
Source: Rhode Island General Laws Chapter 28-14, Payment of Wages Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/INDEX.htm
Pay Statement Requirements:
Employers are required to provide employees with a pay stub (statement of earnings) each time wages are paid, whether paid by check, cash, or direct deposit.
According to Rhode Island Department of Labor and Training:
“Your employer is required to provide you with a paystub every payday showing the hours worked, any deductions made from your earnings, and an explanation of those deductions. Even if you’re paid in cash, your employer needs to give you a paystub. The paystub can be either physical copy or digital record.”
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Employee Notice Requirements (Effective January 1, 2026):
Beginning January 1, 2026, Rhode Island employers must provide each employee a written notice at the start of employment containing specific information.
According to recent Rhode Island legislation, the required notice must include:
- The rate or rates of pay and basis thereof (by hour, shift, day, week, salary, piece, commission, or other method)
- Allowances, if any, claimed for meals and lodging
- Employer’s policy on sick, vacation, personal leave, holidays, and hours
- The employee’s employment status and whether exempt from minimum wage and/or overtime
- A list of deductions that may be made from the employee’s pay
- The number of days in the pay period, regularly scheduled payday, and the payday for first wages
- The legal name and operating name (if different) of the employer
- The physical address of the employer’s main office or principal place of business
- The employer’s phone number
Source: Rhode Island legislation amending payment of wages requirements Effective Date: January 1, 2026 Reference: Rhode Island Department of Labor and Training guidance Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards
Final Paycheck Requirements
When an employment relationship ends, Rhode Island law establishes requirements for payment of final wages.
According to Rhode Island Department of Labor and Training:
“If you left your employer, they must pay you your final paycheck on the next regular payday. If your employer terminated you, they must pay you on the next regular payday after termination.”
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Vacation Pay Upon Termination:
Rhode Island law requires payment of accrued vacation time under certain conditions.
Employers must pay out remaining accrued vacation pay upon separation if the employee worked for them for at least one year.
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Statutory Authority:
Source: Rhode Island General Laws § 28-14-4, Vacation pay Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-4.htm
Sunday and Holiday Premium Pay
Rhode Island law requires premium pay for work performed on Sundays and legal holidays.
According to Rhode Island Department of Labor and Training:
“Employees must be paid at least one and one-half times your normal rate of pay for any work performed on Sundays and holidays. However, there are exceptions, including workers in health care, hospitality, agriculture, and commercial fishing.”
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Statutory Authority:
Source: Rhode Island General Laws Chapter 25-3, Work on Holidays and Sundays Available at: https://webserver.rilegislature.gov/Statutes/TITLE25/25-3/INDEX.htm
Legal Holidays in Rhode Island:
Rhode Island recognizes specific legal holidays for purposes of premium pay requirements.
Source: Rhode Island Department of Labor and Training, Legal Holidays Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/legal-holidays
Employee Rights Summary
Rhode Island employees have the right to:
- Receive at least the minimum wage of $16.00 per hour (effective January 1, 2026)
- Receive overtime pay at 1.5 times regular rate for hours over 40 per week
- Receive meal breaks (20 minutes for 6-hour shifts, 30 minutes for 8-hour shifts, with exceptions)
- Be paid weekly (or at least twice monthly with approved exceptions)
- Receive a pay stub with each payment showing hours, wages, and deductions
- Receive a written notice of employment terms at start of employment (effective January 1, 2026)
- Receive final wages on the next regular payday
- Receive payment for accrued vacation time upon separation (if employed for at least one year)
- Receive premium pay (1.5x) for Sunday and holiday work (with industry exceptions)
- File wage complaints with Rhode Island Department of Labor and Training
Enforcement:
Rhode Island Department of Labor and Training’s Labor Standards Unit investigates and enforces wage and hour laws.
To file a wage complaint:
Contact: Rhode Island Department of Labor and Training, Labor Standards Unit Website: https://dlt.ri.gov/regulation-and-safety/labor-standards Submit Complaint: https://dlt.ri.gov/regulation-and-safety/labor-standards/submit-wage-complaint
2.2 Paid Sick and Safe Leave
Rhode Island’s Healthy and Safe Families and Workplaces Act requires most employers to provide earned sick and safe leave to employees.
Effective Date: July 1, 2018
Statutory Authority:
Source: Rhode Island General Laws Chapter 28-57, Healthy and Safe Families and Workplaces Act Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-57/INDEX.htm
Employer Coverage Requirements
Paid Leave Requirement:
According to Rhode Island Department of Labor and Training:
“Employers with 18 or more employees are required to offer paid sick and safe leave. Employers with fewer than 18 employees must provide sick and safe leave time, although it does not need to be paid.”
Source: Rhode Island Department of Labor and Training, Paid Sick and Safe Leave Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Employer Size Determination:
According to 260-RICR-30-05-5 (regulations):
“Employers must provide paid sick and safe leave time to all employees if the employer maintained an average of eighteen (18) or more employees in Rhode Island during the previous payroll year’s highest two employment quarters.”
Source: 260-RICR-30-05-5, Paid Sick and Safe Leave Time regulations Available at: https://rules.sos.ri.gov/regulations/part/260-30-05-5
Accrual and Usage
Accrual Rate:
According to Rhode Island Department of Labor and Training:
“Employees earn at least one hour of sick/safe leave for every 35 hours worked. Time starts accruing on the first day of employment.”
Source: Rhode Island Department of Labor and Training, Sick and Safe Leave Fact Sheet Available at: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/ls/HSFWfactsheet.pdf
Annual Cap:
“Starting in 2020, full-time employees may earn and use up to 40 hours per year. Once annual cap is reached, accrual stops. Employers may elect to offer more.”
Source: Rhode Island Department of Labor and Training, Sick and Safe Leave Fact Sheet Available at: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/ls/HSFWfactsheet.pdf
Permitted Uses of Sick and Safe Leave
According to Rhode Island Department of Labor and Training, employees can use sick and safe leave time for:
For the employee’s own:
- Illness, injury, or medical condition
- Medical diagnosis, care, or treatment
- Preventive medical care
- Dealing with the impact of domestic violence, sexual assault, or stalking
For a family member or household member:
- Care during illness, injury, or medical condition
- Medical diagnosis, care, or treatment
- Preventive medical care
- Assistance dealing with domestic violence, sexual assault, or stalking
Source: Rhode Island Department of Labor and Training, Paid Sick and Safe Leave Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Covered Family and Household Members:
According to the law, employees may use sick and safe leave to assist:
- Child
- Spouse
- Domestic partner
- Parent
- Parent-in-law
- Grandparent
- Other members of their household
Source: Rhode Island General Laws § 28-57-3 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-57/28-57-3.htm
Notice Requirements
For Foreseeable Leave:
“If the reason for leave is planned at least 24 hours in advance, the employee must provide notice to the employer.”
For Unforeseeable Leave:
“In instances of unforeseeable leave, such as emergencies, notice must be provided as soon as it is reasonable and in accordance with the employer’s policies.”
Source: Rhode Island Department of Labor and Training, Paid Sick and Safe Leave Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Employer Obligations
Existing Policies:
“Employers may have their own sick leave policy or other paid time off policy that employees use as sick leave, as long as the policy provides the same benefits and protections that the law requires, or better. The Healthy and Safe Families and Workplaces Act is not designed to add additional days to an existing leave policy that already meets the requirements.”
Source: Rhode Island Department of Labor and Training, Paid Sick and Safe Leave Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Posting Requirements:
“Employers must post the Notice to All Employees – Information Employers Must Post poster in the workplace, which includes information on the Healthy and Safe Families and Workplaces Act. This poster is available in English, Spanish and Portuguese.”
Source: Rhode Island Department of Labor and Training, Paid Sick and Safe Leave Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/paid-sick-and-safe-leave
Poster Downloads:
Source: Rhode Island Department of Labor and Training, Required Posters Available at: https://dlt.ri.gov/employers/required-workplace-posters
Protections Against Retaliation
According to regulations:
“Employers may not take adverse action against any employee for making use of the rights and protections provided in these regulations or in R.I. Gen. Laws § 28-57-1 et. seq.”
“Adverse action” includes denial of rights, threats, discharge, suspension, demotion, reduction of hours, reporting immigration status, or any action that would cause harm to the employee.
Source: 260-RICR-30-05-5, § 5.8 Available at: https://rules.sos.ri.gov/regulations/part/260-30-05-5
Discrimination Laws in Rhode Island
3.1 Overview of Anti-Discrimination Protections
Rhode Island law provides comprehensive protections against employment discrimination through the Rhode Island Fair Employment Practices Act and related statutes. These state protections work in conjunction with federal anti-discrimination laws to ensure equal employment opportunities.
Primary State Law:
Source: Rhode Island Fair Employment Practices Act Citation: Rhode Island General Laws Chapter 28-5 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.htm
Enforcement Agency:
Rhode Island Commission for Human Rights (RICHR) enforces the state’s fair employment practices laws.
Source: Rhode Island Commission for Human Rights Available at: https://dlt.ri.gov/employers/fair-employment-practices
3.2 Protected Classes Under Rhode Island Law
Rhode Island law prohibits discrimination based on specific protected characteristics in all aspects of employment.
State Protected Classes:
According to Rhode Island General Laws § 28-5-7, it is an unlawful employment practice to discriminate based on:
- Race or color
- Religion
- Sex (including pregnancy, childbirth, and related conditions)
- Sexual orientation
- Gender identity or expression
- Disability
- Age (40 and over for most protections)
- Country of ancestral origin
Source: Rhode Island General Laws § 28-5-7 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Employer Coverage:
The Fair Employment Practices Act applies to employers with four or more employees.
According to Rhode Island General Laws § 28-5-6(6):
“‘Employer’ includes the state and all political subdivisions thereof, and any person in this state employing four (4) or more individuals, and any person acting in the interest of an employer, directly or indirectly…”
Source: Rhode Island General Laws § 28-5-6(6) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-6.htm
Federal Protected Classes:
Federal law provides additional protections that apply to all Rhode Island employers meeting federal thresholds:
Title VII of the Civil Rights Act (15+ employees):
According to 42 U.S.C. § 2000e-2, discrimination is prohibited based on:
- Race
- Color
- Religion
- Sex (including pregnancy, sexual orientation, and gender identity per EEOC interpretation)
- National origin
Source: Title VII of the Civil Rights Act Citation: 42 U.S.C. § 2000e-2 Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-2 EEOC Guidance: https://www.eeoc.gov/laws/statutes/titlevii.cfm
Age Discrimination in Employment Act (20+ employees):
Protects workers age 40 and older from age-based discrimination.
Source: Age Discrimination in Employment Act (ADEA) Citation: 29 U.S.C. § 621 et seq. Available at: https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967
Americans with Disabilities Act (15+ employees):
Prohibits discrimination based on disability and requires reasonable accommodations.
Source: Americans with Disabilities Act Citation: 42 U.S.C. § 12101 et seq. Available at: https://www.eeoc.gov/statutes/americans-disabilities-act-1990
Genetic Information Nondiscrimination Act (15+ employees):
Prohibits discrimination based on genetic information.
Source: Genetic Information Nondiscrimination Act (GINA) Citation: 42 U.S.C. § 2000ff et seq. Available at: https://www.eeoc.gov/statutes/genetic-information-nondiscrimination-act-2008
3.3 Types of Unlawful Employment Practices
Rhode Island law prohibits discrimination in all aspects of employment.
Unlawful Practices for Employers:
According to Rhode Island General Laws § 28-5-7(1), it is unlawful for an employer:
(i) To refuse to hire any applicant because of their race or color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin.
(ii) To discharge an employee or discriminate with respect to hire, tenure, compensation, terms, conditions or privileges of employment, or any other matter directly or indirectly related to employment because of protected characteristics.
Source: Rhode Island General Laws § 28-5-7(1) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Additional Unlawful Practices:
The law also prohibits:
- Limiting, segregating, or classifying employees or applicants in ways that deprive or tend to deprive any individual of employment opportunities because of protected characteristics
- Printing or publishing discriminatory notices or advertisements indicating preference, limitation, specification, or discrimination based on protected characteristics
- Retaliation against individuals who oppose discriminatory practices or participate in investigations or proceedings
Source: Rhode Island General Laws § 28-5-7 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Unlawful Practices for Employment Agencies:
According to Rhode Island General Laws § 28-5-7(2)(i):
It is unlawful “for any employment agency to fail or refuse to properly classify or refer for employment or otherwise discriminate against any individual because of his or her race or color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin.”
Source: Rhode Island General Laws § 28-5-7(2)(i) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Unlawful Practices for Labor Organizations:
Labor unions and organizations cannot:
- Exclude or expel from membership based on protected characteristics
- Discriminate in hiring, tenure, compensation, or employment terms
- Fail to properly classify or refer members for employment based on protected characteristics
- Refuse reasonable accommodation for disability
Source: Rhode Island General Laws § 28-5-7(3) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
3.4 Sexual Harassment
Sexual harassment is a form of sex discrimination prohibited under both Rhode Island and federal law.
Definition Under Rhode Island Law:
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is made explicitly or implicitly a term or condition of employment
- Submission to or rejection of such conduct is used as the basis for employment decisions
- Such conduct has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile, or offensive working environment
Source: Rhode Island Commission for Human Rights guidance based on § 28-5-7 Available at: https://dlt.ri.gov/employers/fair-employment-practices
Two Types of Sexual Harassment:
1. Quid Pro Quo Harassment:
Occurs when submission to sexual conduct is made a condition of employment benefits or decisions. Examples include:
- Requiring sexual favors for hiring, promotion, or continued employment
- Making employment decisions based on acceptance or rejection of sexual advances
2. Hostile Work Environment:
Occurs when unwelcome sexual conduct creates an intimidating, hostile, or offensive work environment that interferes with an employee’s ability to perform their job. Examples include:
- Unwelcome sexual comments, jokes, or propositions
- Displaying sexually explicit materials
- Unwanted physical touching or advances
- Sexual comments about appearance or body
Federal Standards:
Sexual harassment is also prohibited under Title VII of the Civil Rights Act.
Source: Equal Employment Opportunity Commission Guidance: Sexual Harassment Available at: https://www.eeoc.gov/sexual-harassment
Employer Liability:
Employers can be held liable for sexual harassment committed by:
- Supervisors and managers
- Co-workers (if employer knew or had reason to know and failed to take corrective action)
- Non-employees (customers, clients, vendors) under certain circumstances
Prevention and Response:
Many employers implement:
- Anti-harassment policies
- Training programs for employees and supervisors
- Complaint procedures
- Investigation processes
- Corrective action protocols
Rhode Island Sexual Harassment Training Requirements:
As of January 2026, Rhode Island does not have a statewide mandatory sexual harassment training requirement for private employers.
Source: Rhode Island Department of Labor and Training Verified: January 13, 2026 Available at: https://dlt.ri.gov/employers/fair-employment-practices
Note: Some employers may be subject to training requirements under federal contracts or specific industry regulations.
3.5 Wage Discrimination Based on Sex
Rhode Island has specific laws prohibiting wage discrimination based on sex and other protected characteristics.
Rhode Island Pay Equity Act:
Source: Rhode Island General Laws Chapter 28-6, Wage Discrimination Based on Sex Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-6/INDEX.htm
Equal Pay Requirements:
According to Rhode Island General Laws § 28-6-18:
Employers cannot pay employees at a wage rate less than the rate paid to employees of another race or color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin for equal work on jobs requiring equal skill, effort, and responsibility under similar working conditions.
Source: Rhode Island General Laws § 28-6-18 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-6/28-6-18.HTM
Permitted Wage Differentials:
Wage differentials are permitted when based on:
- A seniority system
- A merit system
- A system measuring earnings by quantity or quality of production
- Geographic location (when locations have different costs of living – not applicable within Rhode Island)
- Reasonable shift differential
- Education, training, or experience (if job-related and consistent with business necessity)
- Work-related travel (if regular and a business necessity)
- Other bona fide factors not based on protected characteristics
Source: Rhode Island General Laws § 28-6-18(b) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-6/28-6-18.HTM
Wage History Ban:
According to Rhode Island General Laws § 28-6-22, employers cannot:
- Rely on wage history when deciding whether to consider an applicant for employment
- Require that an applicant’s prior wages satisfy minimum or maximum criteria
- Rely on wage history in determining wages to be paid upon hire
Wage Range Disclosure Requirements:
According to Rhode Island General Laws § 28-6-22(c):
“The employer should provide a wage range for the position the applicant is applying for prior to discussing compensation. An employer shall provide an employee the wage range for the employee’s position both at the time of hire and when the employee moves into a new position.”
Source: Rhode Island General Laws § 28-6-22 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-6/28-6-22.htm
Wage Discussion Protection:
According to Rhode Island General Laws § 28-6-18(f):
“No employer shall prohibit an employee from inquiring about, discussing, or disclosing the wages of such employee or another employee or retaliate against an employee who engages in such activities.”
Source: Rhode Island General Laws § 28-6-18(f) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-6/28-6-18.HTM
3.6 Enforcement and Remedies
Filing Discrimination Complaints:
Employees who believe they have experienced discrimination can file complaints with:
Rhode Island Commission for Human Rights:
Agency: Rhode Island Commission for Human Rights (RICHR) Jurisdiction: State law violations (Rhode Island Fair Employment Practices Act) Employer Threshold: 4+ employees Website: https://dlt.ri.gov/employers/fair-employment-practices
Filing Deadline: Complaints must generally be filed within one year of the alleged discriminatory act.
Source: Rhode Island General Laws § 28-5-17 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-17.htm
Equal Employment Opportunity Commission (EEOC):
Agency: U.S. Equal Employment Opportunity Commission Jurisdiction: Federal law violations (Title VII, ADA, ADEA, GINA) Employer Thresholds: Vary by law (typically 15+ or 20+ employees) Website: https://www.eeoc.gov
Filing Deadline:
- 180 days from the discriminatory act (extended to 300 days in states with fair employment agencies like Rhode Island)
Source: Equal Employment Opportunity Commission How to File a Charge: https://www.eeoc.gov/how-file-charge-employment-discrimination
Available Remedies:
Rhode Island law provides various remedies for discrimination, including:
- Back pay and benefits: Compensation for lost wages and benefits
- Front pay: Future wage losses if reinstatement is not feasible
- Reinstatement: Restoration to former position
- Compensatory damages: For emotional distress and other harm
- Punitive damages: In cases of malicious or reckless conduct
- Attorney’s fees and costs: Reimbursement of legal expenses
- Injunctive relief: Orders requiring employer to cease discriminatory practices
Source: Rhode Island General Laws § 28-5-24 through § 28-5-28 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.htm
Reasonable Accommodations
4.1 Disability Accommodation Requirements
Rhode Island and federal law require employers to provide reasonable accommodations to qualified individuals with disabilities.
Rhode Island Law:
Rhode Island’s disability discrimination protections are found in multiple statutes:
Source: Rhode Island General Laws § 28-5-6 and § 28-5-7 (Fair Employment Practices Act) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.htm
Source: Rhode Island General Laws Chapter 42-87 (Persons with Disabilities – Civil Rights) Available at: https://webserver.rilegislature.gov/Statutes/TITLE42/42-87/INDEX.htm
According to Rhode Island General Laws § 42-87-2:
“No otherwise qualified person with a disability shall, solely by reason of the person’s disability, be subject to discrimination by any person or entity doing business in the state.”
Source: Rhode Island General Laws § 42-87-2 Available at: https://webserver.rilegislature.gov/Statutes/TITLE42/42-87/42-87-2.htm
Federal Law:
The Americans with Disabilities Act (ADA) prohibits disability discrimination and requires reasonable accommodations.
Source: Americans with Disabilities Act, Title I Citation: 42 U.S.C. § 12112 Available at: https://www.eeoc.gov/statutes/americans-disabilities-act-1990
Who Is Protected:
Qualified Individual with a Disability:
A qualified individual is someone who:
- Has a physical or mental impairment that substantially limits one or more major life activities
- Has a record of such an impairment, or
- Is regarded as having such an impairment AND
- Can perform the essential functions of the job with or without reasonable accommodation
Source: 42 U.S.C. § 12111(8) Available at: https://www.ada.gov/topics/intro-to-ada/
What Is a Reasonable Accommodation:
A reasonable accommodation is a modification or adjustment to a job, work environment, or the way things are usually done that enables a qualified individual with a disability to:
- Apply for a job
- Perform essential job functions
- Enjoy equal benefits and privileges of employment
Examples of Reasonable Accommodations:
- Modifying work schedules or allowing flexible hours
- Providing or modifying equipment or devices
- Making existing facilities accessible
- Restructuring jobs or modifying work duties
- Providing qualified readers or interpreters
- Allowing remote work arrangements
- Providing additional training time
- Modifying workplace policies
Source: U.S. Equal Employment Opportunity Commission Resource: Reasonable Accommodation and Undue Hardship Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
4.2 The Interactive Process
Employers and employees engage in an “interactive process” to identify appropriate reasonable accommodations.
Steps in the Interactive Process:
Step 1: Employee Requests Accommodation
The employee (or their representative) informs the employer of a need for accommodation due to a disability. The request does not need to be in writing or use specific language.
Step 2: Employer Gathers Information
The employer may request medical documentation or other information to:
- Confirm the existence of a disability
- Understand the nature and extent of the disability
- Identify functional limitations
- Understand how the disability interferes with job performance
Step 3: Employer and Employee Engage in Discussion
Both parties discuss:
- The specific limitations caused by the disability
- How those limitations affect job performance
- Potential accommodations that could address the limitations
- The effectiveness of each potential accommodation
Step 4: Employer Selects and Implements Accommodation
The employer chooses an effective accommodation. The employer can select among multiple effective accommodations and is not required to provide the employee’s preferred accommodation if another effective option exists.
Step 5: Monitor Effectiveness
After implementation, employers monitor whether the accommodation is effective and make adjustments if needed.
Source: U.S. Equal Employment Opportunity Commission Resource: Enforcement Guidance on Reasonable Accommodation Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
4.3 Undue Hardship Exception
Employers are not required to provide accommodations that would impose an undue hardship.
Undue Hardship Definition:
An accommodation creates an undue hardship if it would require significant difficulty or expense considering:
- The nature and cost of the accommodation
- The overall financial resources of the facility making the accommodation
- The number of employees at the facility
- The effect on expenses and resources
- The overall financial resources, size, and structure of the employer’s business
- The type of operation, including the composition, structure, and functions of the workforce
- The geographic separateness and administrative or fiscal relationship of the facility to the employer
Source: 42 U.S.C. § 12111(10) Available at: https://www.ada.gov/topics/intro-to-ada/
Important Notes:
- Undue hardship is assessed on a case-by-case basis
- Cost alone is not determinative – it must be significant in relation to the employer’s resources
- Employers must consider all available resources, not just the budget of the specific department
Source: U.S. Equal Employment Opportunity Commission Guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
4.4 Religious Accommodations
Employers must reasonably accommodate employees’ sincerely held religious beliefs and practices unless doing so would cause undue hardship.
Legal Basis:
Both Rhode Island and federal law protect religious beliefs and practices.
Rhode Island:
Source: Rhode Island General Laws § 28-5-7 (Fair Employment Practices Act) Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Federal:
Source: Title VII of the Civil Rights Act Citation: 42 U.S.C. § 2000e(j) Available at: https://www.eeoc.gov/laws/guidance/section-12-religious-discrimination
Religious Definition:
Religion includes traditional organized religions and sincerely held moral or ethical beliefs.
Examples of Religious Accommodations:
- Flexible scheduling for religious observances
- Voluntary shift swaps or substitutions
- Modifications to dress code for religious attire
- Accommodation of religious dietary restrictions
- Private space for prayer or religious observance
- Excusal from certain job duties that conflict with religious beliefs
Undue Hardship for Religious Accommodations:
Under federal law, undue hardship occurs when an accommodation would impose more than a de minimis (minimal) cost or burden on the employer’s business operations.
Source: Trans World Airlines, Inc. v. Hardison, 432 U.S. 63 (1977) EEOC Guidance: https://www.eeoc.gov/laws/guidance/section-12-religious-discrimination
Note: The U.S. Supreme Court has modified the undue hardship standard in recent decisions. Current EEOC guidance is available at the link above.
4.5 Pregnancy Accommodations
Rhode Island law requires reasonable accommodations for pregnancy-related conditions.
Rhode Island Pregnancy Accommodation Law:
According to Rhode Island General Laws § 28-5-7.4:
Employers must provide reasonable accommodations for pregnancy-related and menopause-related conditions unless the accommodation would impose an undue hardship.
Source: Rhode Island General Laws § 28-5-7.4 Citation: Accommodation of pregnancy-related and menopause-related conditions Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.4.htm
Examples of Pregnancy Accommodations:
- More frequent breaks
- Seating or ability to sit while working
- Lifting restrictions and assistance with lifting
- Modified work schedules
- Temporary transfer to less strenuous or hazardous work
- Access to water and ability to drink water as needed
- Bathroom access without restrictions
- Light duty assignments
- Closer parking spaces
Federal Protections:
The Pregnant Workers Fairness Act (PWFA) also requires reasonable accommodations for limitations related to pregnancy, childbirth, or related medical conditions.
Source: Pregnant Workers Fairness Act Citation: 42 U.S.C. § 2000gg et seq. Effective Date: June 27, 2023 EEOC Guidance: https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act
Pregnancy Discrimination:
It is also unlawful to discriminate against employees based on pregnancy, childbirth, or related medical conditions.
Source: Pregnancy Discrimination Act (amendment to Title VII) Available at: https://www.eeoc.gov/pregnancy-discrimination
4.6 Accommodation Request Process
Employee Accommodation Request Process:
Step 1: Inform Employer
An employee (or their representative) informs the employer of a need for accommodation due to:
- A medical condition (disability)
- Religious belief or practice
- Pregnancy or related condition
Accommodation requests can be oral or written and do not require use of specific language such as “accommodation” or mention of specific laws.
Step 2: Provide Information
Employees may need to discuss:
- The nature of their condition or belief (in general terms)
- How it affects their ability to perform their job
- What type of accommodation might help
Employers may request documentation, such as:
- Medical certification for disability or pregnancy accommodations
- Description of religious belief requiring accommodation
Step 3: Participate in the Interactive Process
The employee and employer discuss:
- Employee limitations
- Possible accommodations
- Effectiveness of different options
Step 4: Follow Up
After an accommodation is provided, employees may:
- Monitor whether it is effective
- Communicate any issues
- Request adjustments if needed
Employer Accommodation Process:
Step 1: Respond to Request
When an employee requests an accommodation, employers typically:
- Acknowledge the request
- Begin the interactive process
- Process requests without unreasonable delay
Step 2: Gather Necessary Information
Employers may request information necessary to:
- Confirm the existence of a covered condition
- Understand the limitations
- Identify effective accommodations
Information requested is limited to:
- What is necessary for the accommodation determination
- Not unnecessary medical details
- Not complete medical records
- Not information unrelated to the accommodation
Step 3: Engage in Discussion
The interactive process includes:
- Discussion of potential accommodations with the employee
- Consideration of the employee’s preferred accommodation
- Exploration of alternative accommodations if needed
- Documentation of the process and discussions
Step 4: Provide the Accommodation
Accommodation implementation involves:
- Selection of an effective accommodation
- Provision without unnecessary delay
- Monitoring of effectiveness
- Adjustments if needed
Step 5: Maintain Confidentiality
Medical information and accommodation requests are:
- Kept confidential
- Stored in separate, secure files
- Shared only with those who have a need to know
- Not disclosed to coworkers without permission
Employer Obligations in Rhode Island
5.1 Required Workplace Postings
Rhode Island employers must display specific notices and posters informing employees of their rights under state and federal law.
Rhode Island State Required Posters:
According to Rhode Island Department of Labor and Training:
“Displaying the Combination Poster, the Pay Equity Poster, and the RICHR’s Notice of Right to Be Free from Discrimination poster satisfies state requirements.”
Source: Rhode Island Department of Labor and Training, Required Workplace Posters Available at: https://dlt.ri.gov/employers/required-workplace-posters
Required Rhode Island Posters:
- Combination Poster – Includes:
- Rhode Island Unemployment Insurance and Temporary Disability Insurance Law
- Workers’ Compensation Act
- Minimum Wage information
- Sick and Safe Leave information
- Fair Employment Practices information
Download: https://dlt.ri.gov/employers/required-workplace-posters
- Pay Equity Poster – Information about wage discrimination protections
Download: https://dlt.ri.gov/employers/required-workplace-posters
- Notice of Right to Be Free from Discrimination – From Rhode Island Commission for Human Rights, covering discrimination based on pregnancy, childbirth, menopause, and related conditions
Download: https://dlt.ri.gov/employers/required-workplace-posters
Posting Requirements:
Employers must:
- Display posters in a conspicuous location where all employees can see them
- Post in areas accessible to all employees
- Provide posters in English and additional languages if significant portion of workforce speaks other languages
Remote Workers:
For employees who work remotely or telecommute, employers may:
- Email the webpage link: https://dlt.ri.gov/employers/required-workplace-posters
- Text the webpage link to remote employees
- Provide electronic access to all required posters
Source: Rhode Island Department of Labor and Training, Required Workplace Posters Available at: https://dlt.ri.gov/employers/required-workplace-posters
Poster Downloads:
All required Rhode Island posters are available for free download:
Source: Rhode Island Department of Labor and Training Download Location: https://dlt.ri.gov/employers/required-workplace-posters Format: PDF files Note: Rhode Island Department of Labor and Training does not provide printed copies – employers must print posters themselves
Federal Required Posters:
Employers must also display federal workplace posters. Required federal posters vary based on employer size and industry.
Common Federal Posters Include:
- Fair Labor Standards Act (FLSA) – Minimum Wage poster
- Employee Polygraph Protection Act
- Family and Medical Leave Act (FMLA) – if 50+ employees
- Equal Employment Opportunity (EEO) – “EEO is the Law” poster
- Occupational Safety and Health Act (OSHA) – “Job Safety and Health: It’s the Law” poster
- Employee Rights under the National Labor Relations Act
Federal Poster Resources:
U.S. Department of Labor Poster Page: https://www.dol.gov/general/topics/posters
FirstStep Poster Advisor (determines which posters are required): https://webapps.dol.gov/elaws/posters.htm
5.2 New Hire Reporting
Rhode Island employers must report newly hired and rehired employees to the state.
Reporting Requirement:
Employers must report new hires within 14 days of the employee’s start date.
Information Required:
- Employee name
- Employee address
- Employee Social Security Number
- Employer name
- Employer address
- Employer Federal Employer Identification Number (FEIN)
- Employee hire date
How to Report:
Rhode Island New Hire Reporting:
Online: Employers can report online through the Rhode Island New Hire Reporting Center
By Mail or Fax: W-4 forms or equivalent information can be submitted
Contact Information: Rhode Island New Hire Reporting P.O. Box 8856 Cranston, RI 02920
Source: Rhode Island Department of Human Services Information: Contact Rhode Island DLT or Department of Human Services for reporting requirements Phone: (401) 462-8000 (Rhode Island Department of Labor and Training)
Purpose:
New hire reporting helps:
- Locate parents for child support enforcement
- Prevent fraudulent unemployment and workers’ compensation claims
- Verify employment for public assistance programs
5.3 Recordkeeping Requirements
Rhode Island and federal law require employers to maintain specific employment records.
Wage and Hour Records:
According to Rhode Island Department of Labor and Training:
“All employers are required to keep an accurate daily and weekly record (time in and out) for all employees. Employers are also required to give you a pay stub each time you are paid. These records, along with payroll records, must be kept for at least three years.”
Source: Rhode Island Department of Labor and Training, Labor Standards FAQ Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/labor-standards-faq
Required Wage Records Must Include:
- Employee name and address
- Date of birth (if under 19)
- Occupation
- Time and day of week workweek begins
- Regular hourly rate
- Daily and weekly hours worked
- Total daily or weekly straight-time earnings
- Total overtime earnings for the workweek
- All deductions from wages
- Total wages paid each pay period
- Date of payment
- Pay period covered
Source: Rhode Island General Laws § 28-14-12 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-12.htm
Federal Recordkeeping:
Fair Labor Standards Act (FLSA) requires similar recordkeeping for three years.
Source: U.S. Department of Labor, FLSA Recordkeeping Requirements Citation: 29 C.F.R. § 516 Available at: https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping
Personnel Records:
Employers commonly maintain personnel files containing:
- Employment application and resume
- Job description
- Offer letter and employment contracts
- Performance evaluations
- Disciplinary records
- Training records
- Promotion and transfer records
- Separation documents
Retention Period: Generally 1-3 years after termination, though some records have longer requirements under various laws
Medical Records:
Medical records and accommodation information must be:
- Kept confidential
- Stored separately from personnel files
- Retained for specific periods (ADA requires one year after termination)
Source: Americans with Disabilities Act Citation: 29 C.F.R. § 1602.14 Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-preemployment-disability-related-questions-and-medical
5.4 Form I-9 and E-Verify Requirements
All U.S. employers must complete Form I-9 for every employee to verify identity and employment authorization.
Form I-9 Requirements:
Source: Immigration and Nationality Act Citation: 8 U.S.C. § 1324a Form: Form I-9, Employment Eligibility Verification Available at: https://www.uscis.gov/i-9
Timing:
- Employee completes Section 1 by the first day of employment
- Employer completes Section 2 within 3 business days of the employee’s first day
- Retain for 3 years after hire date OR 1 year after termination, whichever is later
E-Verify:
E-Verify is an electronic system that verifies employment eligibility. As of January 2026, E-Verify is optional for most Rhode Island private employers but required for federal contractors and some state agencies.
Source: U.S. Citizenship and Immigration Services Website: https://www.e-verify.gov/
Note: E-Verify requirements may change. Employers can verify current requirements with USCIS.
5.5 Wage Payment Requirements
Rhode Island law establishes specific requirements for how and when wages must be paid.
Payment Frequency:
Most Rhode Island employers must pay employees weekly.
Source: Rhode Island General Laws § 28-14-2 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-2.htm
Exceptions: State entities, religious/literary/charitable corporations, and other employers granted specific exemptions may pay at least twice monthly.
Source: 260-RICR-30-05-2, Payment of Wages regulations Available at: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/wrs/260-RICR-30-05-2.pdf
Method of Payment:
Employers may pay wages by:
- Cash
- Check
- Direct deposit (with employee authorization)
Source: Rhode Island General Laws § 28-14-2 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-2.htm
Permissible Wage Deductions:
Employers may only make deductions from wages that are:
- Required by law (taxes, court orders, garnishments)
- Authorized in writing by the employee for their benefit (health insurance, retirement plans, etc.)
- For cash shortages, breakage, or loss of equipment ONLY if employee had written notice and signed authorization
Source: Rhode Island General Laws § 28-14-2 and § 28-14-2.1 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-14/28-14-2.htm
Prohibited Deductions:
Employers cannot deduct from wages for:
- Cash register shortages (unless specific written authorization)
- Breakage or loss (unless specific written authorization)
- Uniforms required by employer (if it would bring wages below minimum wage)
- Tools required for the job
- Employer’s cost of doing business
5.6 Employer Compliance Requirements Overview
Rhode Island employment law establishes various requirements for employers at different stages of the employment relationship.
Upon Hire:
- Complete Form I-9 within 3 business days
- Provide written notice of employment terms (effective January 1, 2026)
- Report new hire to Rhode Island New Hire Reporting within 14 days
- Provide employee handbook if applicable
- Enroll in required benefits programs
- Verify wage and hour classification (exempt vs. non-exempt)
- Set up payroll and time-tracking systems
Ongoing Obligations:
- Pay at least minimum wage ($16.00/hour in 2026)
- Pay overtime for hours over 40/week
- Pay premium for Sunday/holiday work (with industry exceptions)
- Provide meal breaks (20 minutes for 6-hour shifts, 30 minutes for 8-hour shifts, with exceptions)
- Provide sick and safe leave (paid if 18+ employees)
- Maintain accurate time and payroll records
- Provide pay stubs with each payment
- Display required workplace posters
- Maintain confidential medical records separately
- Respond promptly to accommodation requests
- Investigate discrimination and harassment complaints
- Comply with anti-retaliation protections
Upon Separation:
- Pay final wages on next regular payday
- Pay accrued vacation (if employed 1+ year)
- Provide COBRA notices if applicable
- Complete Form I-9 Section 3 if rehiring within 3 years
- Retain employment records per legal requirements
- Respond to unemployment insurance inquiries
Filing Complaints
6.1 Types of Workplace Complaints
Employees may file complaints for various workplace issues including:
- Employer fails to pay minimum wage or overtime
- Employer fails to pay wages on time or upon termination
- Employer retaliates against employee for exercising rights
- Employer discriminates based on protected characteristics
- Employer fails to provide required meal breaks
- Employer fails to provide sick and safe leave
- Employer violates workplace safety standards
- Employer refuses reasonable accommodation requests
- Employer harasses employees based on protected characteristics
6.2 Rhode Island Department of Labor and Training (Wage Claims)
When to File:
File with Rhode Island Department of Labor and Training for:
- Unpaid wages or minimum wage violations
- Unpaid overtime
- Meal or rest break violations
- Final paycheck issues
- Vacation pay disputes
- Sunday/holiday premium pay disputes
- Sick and safe leave violations
- Pay stub or recordkeeping violations
How to File a Wage Complaint:
Online: Submit complaint through Rhode Island Department of Labor and Training website
Website: https://dlt.ri.gov/regulation-and-safety/labor-standards/submit-wage-complaint
Contact Information:
Rhode Island Department of Labor and Training Labor Standards Unit 1511 Pontiac Avenue Cranston, RI 02920
Phone: (401) 462-8550
Hours: Monday-Friday, 8:30 AM – 4:00 PM
What to Include:
- Your name and contact information
- Employer name and address
- Dates of employment
- Description of wage violation
- Amount of wages owed
- Supporting documentation (pay stubs, time records, etc.)
Source: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards
Investigation Process:
- Department receives and reviews complaint
- Department contacts employer
- Investigation conducted (may include interviews, document review)
- Determination issued
- If violation found, department orders payment and may assess penalties
- Appeals process available
Timeline:
Investigations typically take several weeks to months depending on complexity.
Cost:
No fee to file wage complaint with Rhode Island Department of Labor and Training.
6.3 Rhode Island Commission for Human Rights (Discrimination)
When to File:
File with Rhode Island Commission for Human Rights for:
- Discrimination based on protected characteristics
- Sexual harassment
- Hostile work environment
- Retaliation for opposing discrimination
- Failure to accommodate disability, religion, or pregnancy
- Wage discrimination based on sex or other protected characteristics
How to File:
Online Complaint Portal: https://dlt.ri.gov/employers/fair-employment-practices
Contact Information:
Rhode Island Department of Labor and Training Fair Employment Practices 1511 Pontiac Avenue Cranston, RI 02920
Phone: (401) 462-8000
Email: Contact through website
Filing Deadline:
Complaints must generally be filed within one year of the discriminatory act.
Source: Rhode Island General Laws § 28-5-17 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-17.htm
What to Include:
- Your name and contact information
- Employer name and address
- Protected characteristic(s) involved
- Description of discriminatory conduct
- Dates of incidents
- Names of witnesses
- Supporting documentation
Investigation Process:
- Commission receives complaint
- Preliminary review conducted
- If jurisdictional, complaint forwarded for investigation
- Mediation may be offered
- If not resolved, investigation proceeds
- Determination issued
- Public hearing may be conducted
- Final order issued
- Appeals process available
Dual Filing:
Complaints may be dual-filed with both RICHR and EEOC, allowing both agencies to investigate.
6.4 Equal Employment Opportunity Commission (Federal Claims)
When to File:
File with EEOC for federal discrimination claims under:
- Title VII (race, color, religion, sex, national origin)
- Americans with Disabilities Act (disability discrimination)
- Age Discrimination in Employment Act (age 40+)
- Equal Pay Act (sex-based wage discrimination)
- Genetic Information Nondiscrimination Act
How to File:
Online: Public Portal at https://publicportal.eeoc.gov/Portal/Login.aspx
Phone: 1-800-669-4000 (toll-free) TTY: 1-800-669-6820
In Person: Boston Area Office (covers Rhode Island)
John F. Kennedy Federal Building 15 New Sudbury Street, Room 475 Boston, MA 02203
Phone: (617) 565-3200 or 1-800-669-4000 TTY: 1-800-669-6820
Website: https://www.eeoc.gov/field-office/boston/location
Filing Deadline:
- 180 days from discriminatory act (or 300 days in states with fair employment agencies like Rhode Island)
Source: Equal Employment Opportunity Commission Available at: https://www.eeoc.gov/how-file-charge-employment-discrimination
Investigation Process:
- Charge filed with EEOC
- Employer notified
- Mediation offered
- If not resolved, investigation proceeds
- EEOC issues determination
- If violation found, conciliation attempted
- If not resolved, EEOC may file lawsuit or issue “Right to Sue” letter
- Individual may file private lawsuit with Right to Sue letter
Cost:
No fee to file charge with EEOC.
6.5 Occupational Safety and Health Administration (OSHA)
When to File:
File with OSHA for:
- Unsafe working conditions
- Exposure to hazards
- Lack of required safety equipment
- Retaliation for reporting safety concerns
- Violations of OSHA standards
How to File:
Online Complaint: https://www.osha.gov/workers/file-complaint
Phone: 1-800-321-OSHA (6742)
OSHA Office Covering Rhode Island:
U.S. Department of Labor, OSHA Boston Regional Office JFK Federal Building, Room E-340 Boston, MA 02203
Phone: (617) 565-9860
Filing Deadline:
Safety complaints have no strict deadline, but retaliation complaints must be filed within 30 days.
Source: U.S. Department of Labor, OSHA Available at: https://www.osha.gov/
Rhode Island OSHA:
Rhode Island has a state OSHA plan covering state and local government employees.
Source: Rhode Island Division of Occupational Safety Available at: https://dlt.ri.gov/regulation-and-safety/occupational-safety
6.6 Private Lawsuit Options
When Available:
Employees may file private lawsuits for:
- Breach of employment contract
- Wrongful termination in violation of public policy
- Discrimination (after receiving Right to Sue letter from EEOC or exhausting administrative process)
- Wage and hour violations
- Retaliation
- Other employment law violations
Considerations:
- Consult with employment attorney
- Be aware of statutes of limitations (vary by claim type, typically 1-3 years)
- Consider administrative remedies first
- Assess costs and benefits of litigation
- Preserve evidence and documentation
Finding Legal Representation:
Individuals seeking legal representation for employment matters may contact appropriate government agencies for guidance:
Rhode Island Department of Labor and Training Phone: (401) 462-8000 Website: https://dlt.ri.gov/
Agencies can provide information about filing procedures and may be able to offer guidance on finding legal assistance through government-administered programs.
6.7 Filing Complaint Information
Documentation:
Complaint processes typically involve:
- Copies of pay stubs, time records, employment contracts
- Documentation of incidents with dates, times, locations, witnesses
- Emails, texts, and other communications
- Photos of workplace conditions if relevant
- Performance reviews and other employment records
Filing Deadlines:
Each type of complaint has specific filing deadlines:
- Administrative deadlines are strict
- Missed deadlines can bar claims
- Deadlines vary by type of claim and agency
Accurate Information:
Complaint forms require:
- Truthful information
- Complete factual statements
- Corrections if errors are discovered later
Investigation Cooperation:
During investigations, complainants typically:
- Respond to agency requests
- Provide requested documentation
- Make themselves available for interviews
- Keep agencies informed of address changes
Retaliation Protections:
Federal and Rhode Island law prohibit employers from retaliating against employees for filing complaints. Retaliation includes:
- Termination
- Demotion
- Reduced hours
- Harassment
- Other adverse actions
Retaliation can be reported to the investigating agency.
6.8 Complaint Filing Quick Reference
Issue: Unpaid Wages/Overtime Agency: Rhode Island Department of Labor and Training, Labor Standards Phone: (401) 462-8550 Website: https://dlt.ri.gov/regulation-and-safety/labor-standards/submit-wage-complaint
Issue: Discrimination/Harassment Agency: Rhode Island Commission for Human Rights Phone: (401) 462-8000 Website: https://dlt.ri.gov/employers/fair-employment-practices AND/OR Agency: Equal Employment Opportunity Commission Phone: 1-800-669-4000 Website: https://www.eeoc.gov/how-file-charge-employment-discrimination
Issue: Workplace Safety Agency: Occupational Safety and Health Administration (OSHA) Phone: 1-800-321-6742 Website: https://www.osha.gov/workers/file-complaint
Issue: Unemployment Benefits Agency: Rhode Island Department of Labor and Training Phone: (401) 415-6772 Website: https://dlt.ri.gov/individuals/unemployment-insurance
Issue: Workers’ Compensation Agency: Rhode Island Department of Labor and Training, Workers’ Compensation Division Phone: (401) 462-8100 Website: https://dlt.ri.gov/workers-compensation
Remote Work and Rhode Island Employment Law
7.1 Key Considerations for Remote Work
Remote work arrangements are subject to Rhode Island employment laws when the employee’s primary place of employment is in Rhode Island or when Rhode Island-based employers hire remote workers.
Wage and Hour Compliance:
Remote employees are entitled to:
- Minimum wage ($16.00/hour in 2026)
- Overtime pay for hours over 40/week
- Accurate time tracking and recordkeeping
- Required wage payments and pay stubs
Employee Classification:
Rhode Island law applies to remote workers employed by Rhode Island employers. According to regulations:
“An employee is considered to be employed in Rhode Island if their primary place of employment within the last twelve (12) months was in Rhode Island regardless of the location of their employer.”
Source: 260-RICR-30-05-5, Paid Sick and Safe Leave regulations Available at: https://rules.sos.ri.gov/regulations/part/260-30-05-5
Sick and Safe Leave:
Remote employees working primarily in Rhode Island are entitled to sick and safe leave under Rhode Island law.
Workers’ Compensation:
Remote employees may be covered by Rhode Island workers’ compensation for work-related injuries occurring during work hours in their home office.
7.2 Right to Request Remote Work
As of January 2026, Rhode Island does not have a statutory “right to request” remote work law requiring employers to consider remote work requests.
Source: Rhode Island General Laws Verified: January 13, 2026 Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM
However, employees may request remote work as:
- A reasonable accommodation for disability
- An accommodation for religious practices
- A workplace policy matter
7.3 Return-to-Office (RTO) Mandates
Employers generally have the right to require employees to return to physical workplaces, subject to:
Accommodation Obligations:
Employers must consider remote work as a reasonable accommodation for:
- Qualified individuals with disabilities
- Pregnancy-related conditions
- Religious observances
Contractual Obligations:
Employers must honor:
- Employment contracts specifying remote work
- Collective bargaining agreements with remote work provisions
- Written remote work policies creating contractual rights
Good Faith Considerations:
When changing remote work arrangements, employers may:
- Provide reasonable notice
- Consider employee circumstances
- Document business justifications
- Engage in interactive process for accommodation requests
7.4 Additional Resources
For comprehensive information about remote work regulations, current guidance is available from:
- Rhode Island Department of Labor and Training
- U.S. Department of Labor
- Equal Employment Opportunity Commission
2026 Updates to Rhode Island Employment Law
8.1 Minimum Wage Increase (Effective January 1, 2026)
Major Change:
Rhode Island’s minimum wage increased from $15.00 to $16.00 per hour effective January 1, 2026.
Statutory Authority:
Source: Legislation signed by Governor McKee (2025-H 5029A, 2025-S 0125A) Signed: August 4, 2025 Effective Date: January 1, 2026 Available at: https://governor.ri.gov/press-releases/governor-mckee-signs-legislation-raising-rhode-island-minimum-wage
Next Scheduled Increase:
January 1, 2027: $17.00 per hour
Source: Rhode Island General Laws § 28-12-3 Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards/minimum-wage
Impact:
This increase affects:
- Minimum wage workers directly
- Tipped employee minimum cash wages (65% of minimum wage)
- Salary thresholds for exempt employees
- Student and seasonal worker wages
8.2 Employee Notice Requirements (Effective January 1, 2026)
New Requirement:
Beginning January 1, 2026, Rhode Island employers must provide each employee a written notice at the start of employment containing specific information about wages, benefits, and employment terms.
Required Information:
- Rate(s) of pay and basis (hourly, salary, commission, etc.)
- Allowances for meals and lodging, if any
- Employer policies on sick, vacation, personal leave, holidays, and hours
- Employment status and exempt/non-exempt classification
- List of permissible wage deductions
- Pay period length, regular payday, and first paycheck date
- Employer’s legal name and operating name
- Employer’s physical address
- Employer’s telephone number
Source: Rhode Island legislation amending payment of wages requirements Effective Date: January 1, 2026 Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards
Format:
Notice must be:
- In writing
- In English (additional languages if needed)
- Provided at start of employment
Compliance:
Employers may:
- Create standardized notice templates
- Provide notices to all new hires starting January 1, 2026
- Retain copies in personnel files
- Update notices when employment terms change
8.3 Temporary Disability Insurance Expansion (2026-2028)
Benefit Rate Increases:
Rhode Island’s Temporary Disability Insurance (TDI) program is increasing benefit rates:
Current Rate (2026): 60% of wages (4.62% of highest quarter wages) 2027 Rate: 70% of wages (5.38% of highest quarter wages) 2028 Rate: 75% of wages (5.77% of highest quarter wages)
Taxable Wage Base Increase:
The TDI taxable wage base increased from $38,000 to $100,000 starting in 2026.
Source: Rhode Island legislation amending TDI program Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/individuals/temporary-disability-temporary-caregiver-insurance
Expanded Coverage for Siblings:
Beginning in 2026, workers can use TDI benefits to care for seriously ill siblings.
“Sibling” includes:
- Biological siblings
- Half-siblings
- Step-siblings
- Foster siblings
- Adopted siblings
Source: Rhode Island legislation amending TDI program, 2025 Effective Date: January 1, 2026
Organ and Bone Marrow Donation Leave:
Rhode Island’s TDI law now allows employees to take paid leave for:
- Organ donation: Up to 30 days
- Bone marrow donation: Up to 5 days
Covers donation procedures, medical tests, and recovery.
Effective Date: January 1, 2026
Source: Rhode Island legislation amending TDI program Enacted: 2025 Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/individuals/temporary-disability-temporary-caregiver-insurance
8.4 Temporary Caregiver Insurance Extension
TCI Program Extension:
Rhode Island’s Temporary Caregiver Insurance (TCI) program was extended to eight weeks starting in January 2026 (previously increased from six to seven weeks in 2025).
Source: Rhode Island legislation Effective Date: January 1, 2026 Reference: Rhode Island Department of Labor and Training Available at: https://dlt.ri.gov/individuals/temporary-disability-temporary-caregiver-insurance
8.5 Other Notable 2026 Changes
“Captive Audience” Meeting Ban:
Rhode Island joined several states in prohibiting so-called “captive audience” meetings, which restrict employers from requiring employees to attend meetings about unionization or political/religious matters.
Source: Rhode Island legislation enacted 2025 Effective Date: 2026 Reference: Rhode Island Department of Labor and Training
Data Privacy Protections:
The Rhode Island Data Transparency and Privacy Protection Act took effect January 1, 2026, requiring disclosure of data collection practices and allowing customers to opt out.
Source: Rhode Island Data Transparency and Privacy Protection Act Enacted: 2024 Effective Date: January 1, 2026 Reference: Rhode Island government sources
Medical Debt Lien Prohibition:
A new law effective January 1, 2026 prohibits placing liens on someone’s primary residence because of medical debt.
Source: Rhode Island legislation Effective Date: January 1, 2026
8.6 Pending or Proposed Legislation
Employers and employees may monitor potential legislative changes including:
- Additional minimum wage increases beyond 2027
- Expanded paid family leave provisions
- Enhanced worker misclassification enforcement
- Additional anti-discrimination protections
- Workplace safety enhancements
How to Monitor Changes:
Rhode Island General Assembly: Website: https://www.rilegislature.gov/ Bill tracking available for pending legislation
Rhode Island Department of Labor and Training: Website: https://dlt.ri.gov/ Publishes updates on new laws and regulations
8.7 Quarterly Review Schedule
This guide follows a quarterly review schedule to ensure information remains current:
2026 Review Dates:
- Q1 Review: January 2026 (Completed)
- Q2 Review: April 2026
- Q3 Review: July 2026
- Q4 Review: October 2026
Update Methodology:
- Review Rhode Island legislative changes
- Check Department of Labor and Training updates
- Monitor federal agency guidance
- Update statutory citations and URLs
- Verify current wage rates and thresholds
Resources
10.1 Rhode Island Government Agencies
Rhode Island Department of Labor and Training Main Agency Website: https://dlt.ri.gov/ Physical Address: 1511 Pontiac Avenue, Cranston, RI 02920 Phone: (401) 462-8000 Services: Wage and hour enforcement, unemployment insurance, workplace safety, fair employment practices, job training programs
Labor Standards Unit Website: https://dlt.ri.gov/regulation-and-safety/labor-standards Phone: (401) 462-8550 Services: Wage complaints, minimum wage enforcement, overtime disputes, meal break violations, sick leave enforcement Submit Wage Complaint: https://dlt.ri.gov/regulation-and-safety/labor-standards/submit-wage-complaint
Fair Employment Practices / Rhode Island Commission for Human Rights Website: https://dlt.ri.gov/employers/fair-employment-practices Phone: (401) 462-8000 Services: Discrimination complaints, harassment investigations, reasonable accommodation matters, civil rights enforcement
Workers’ Compensation Division Website: https://dlt.ri.gov/workers-compensation Phone: (401) 462-8100 Services: Workers’ compensation claims, workplace injury matters, employer compliance
Occupational Safety Website: https://dlt.ri.gov/regulation-and-safety/occupational-safety Phone: (401) 462-8530 Services: Workplace safety inspections, hazard complaints, safety training
Unemployment Insurance Website: https://dlt.ri.gov/individuals/unemployment-insurance Phone: (401) 415-6772 Services: Unemployment benefit claims, employer tax matters
Temporary Disability Insurance / Temporary Caregiver Insurance Website: https://dlt.ri.gov/individuals/temporary-disability-temporary-caregiver-insurance Phone: (401) 462-8420 Services: TDI and TCI benefit claims, family leave matters
Rhode Island General Assembly Website: https://www.rilegislature.gov/ Services: State statutes, bill tracking, legislative information Statute Database: https://webserver.rilegislature.gov/Statutes/
Rhode Island Secretary of State – Regulations Website: https://rules.sos.ri.gov/ Services: State regulations, administrative rules
10.2 Federal Agencies
U.S. Department of Labor Website: https://www.dol.gov/ Phone: 1-866-4-USA-DOL (1-866-487-2365) Services: Federal wage and hour laws, FMLA, workplace safety, employee benefits
Wage and Hour Division Website: https://www.dol.gov/agencies/whd Phone: 1-866-487-9243 Services: FLSA enforcement, minimum wage, overtime, child labor File Complaint: https://www.dol.gov/agencies/whd/contact/complaints
Occupational Safety and Health Administration (OSHA) Website: https://www.osha.gov/ Phone: 1-800-321-OSHA (6742) Boston Regional Office Phone: (617) 565-9860 Services: Workplace safety standards, hazard complaints, safety training File Complaint: https://www.osha.gov/workers/file-complaint
Equal Employment Opportunity Commission (EEOC) Website: https://www.eeoc.gov/ Phone: 1-800-669-4000 TTY: 1-800-669-6820 Boston Area Office: (617) 565-3200 Services: Federal discrimination law enforcement, harassment complaints, accommodation matters File Charge: https://www.eeoc.gov/how-file-charge-employment-discrimination
National Labor Relations Board (NLRB) Website: https://www.nlrb.gov/ Phone: 1-844-762-NLRB (6572) Services: Union elections, unfair labor practices, collective bargaining disputes
U.S. Citizenship and Immigration Services Website: https://www.uscis.gov/ Phone: 1-800-375-5283 Services: Form I-9, E-Verify, employment authorization I-9 Forms: https://www.uscis.gov/i-9
Employee Benefits Security Administration Website: https://www.dol.gov/agencies/ebsa Phone: 1-866-444-3272 Services: ERISA, retirement plans, health benefits
10.3 Key Publications and Guides
Rhode Island Department of Labor and Training Publications:
“A Guide to Wage and Workplace Laws in Rhode Island” Download: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/ls/WageHourBook.pdf Format: PDF, approximately 5 MB Topics: Comprehensive wage and hour guidance
“Healthy and Safe Families and Workplaces Act Fact Sheet” Download: https://dlt.ri.gov/sites/g/files/xkgbur571/files/documents/pdf/ls/HSFWfactsheet.pdf Format: PDF Languages: English, Spanish, Portuguese Topic: Sick and safe leave requirements
“Child Labor Laws Fact Sheet” Download: https://dlt.ri.gov/regulation-and-safety/labor-standards/child-labor-laws Format: PDF Topic: Minor employment requirements
Federal Publications:
“Employment Laws: Overview and Resources” (DOL) Website: https://www.dol.gov/general/topics Topics: Comprehensive federal employment law information
“Employment Rights: Who Has Them and Who Enforces Them” (DOL) Website: https://www.dol.gov/general/topics/employment-rights Topics: Worker classification, rights, enforcement
“Facts About Discrimination” (EEOC) Website: https://www.eeoc.gov/publications Topics: Protected classes, filing charges, employer obligations
10.4 Legal Assistance Resources
10.4 Finding Legal Assistance
For Employment Law Questions:
Individuals seeking legal assistance for employment matters may contact the appropriate government agencies:
Rhode Island Department of Labor and Training Phone: (401) 462-8000 Website: https://dlt.ri.gov/ Services: General employment law information, referrals to appropriate agencies
Rhode Island Commission for Human Rights Phone: (401) 462-8000 Website: https://dlt.ri.gov/employers/fair-employment-practices Services: Discrimination complaints, civil rights information
U.S. Equal Employment Opportunity Commission Phone: 1-800-669-4000 Website: https://www.eeoc.gov/ Services: Federal discrimination law information, complaint filing
U.S. Department of Labor Phone: 1-866-4-USA-DOL Website: https://www.dol.gov/ Services: Federal wage and hour law information, worker rights
Government agencies can provide information about:
- Filing complaints and procedures
- Employee and employer rights under the law
- Available remedies and enforcement processes
- Referrals to appropriate resources when available
10.5 Additional Government Resources
U.S. Department of Justice Civil Rights Division Website: https://www.justice.gov/crt Phone: (202) 514-4609 Services: Federal civil rights enforcement, including employment discrimination
For Support Services:
Individuals needing support services related to employment situations (such as domestic violence or disability matters) may contact appropriate government agencies or call 211 for Rhode Island community resources and referrals.
Rhode Island 2-1-1 Phone: Dial 2-1-1 Website: Rhode Island government information and referral service Services: Connections to community resources, social services, and support programs
10.6 Updates and Monitoring
Monitoring Employment Law Changes:
Information about employment law changes is available from:
Rhode Island DLT Updates: Website: https://dlt.ri.gov/ Newsletter signup and email alerts may be available
Rhode Island Legislature: Website: https://www.rilegislature.gov/ Pending employment-related bills can be tracked
Review Federal Agency Updates: EEOC: https://www.eeoc.gov/newsroom DOL: https://www.dol.gov/newsroom OSHA: https://www.osha.gov/news
Government Publications: Monitor official agency websites for guidance updates, fact sheets, and regulatory changes
Frequently Asked Questions - Rhode Island Employment Law
What is employment law in Rhode Island?
Employment law in Rhode Island is the legal framework governing the relationship between employers and employees. It includes state statutes, regulations, and court decisions addressing wages, working hours, discrimination, workplace safety, employee benefits, and employer obligations. Rhode Island employment law combines state-specific requirements with federal protections to establish workplace rights and responsibilities.
What is the difference between labor law and employment law in Rhode Island?
Employment law is the broader framework covering all aspects of the employer-employee relationship, including wages, discrimination, safety, and individual employment rights. Labor law is a subset focused specifically on unionization, collective bargaining, union-management relations, and labor disputes. Employment law applies to all Rhode Island workplaces, while labor law applies primarily to unionized workplaces and organizing activities.
Is Rhode Island an at-will employment state?
Yes, Rhode Island follows the at-will employment doctrine. This means employment relationships without a specified term can be terminated by either the employer or employee at any time, with or without cause or notice. However, important exceptions exist including contractual agreements, public policy protections, anti-discrimination laws, and anti-retaliation provisions.
What is the minimum wage in Rhode Island in 2026?
Rhode Island’s minimum wage is $16.00 per hour effective January 1, 2026. This rate will increase to $17.00 per hour on January 1, 2027. The minimum wage applies to most employees, with limited exceptions for full-time students working part-time, certain seasonal workers, and tipped employees (who must receive at least 65% as cash wages plus tips totaling minimum wage).
Does Rhode Island require overtime pay?
Yes, Rhode Island requires overtime pay at one and one-half times the regular rate for hours worked over 40 in a workweek. This follows federal Fair Labor Standards Act requirements. Certain employees are exempt from overtime including executive, administrative, professional, and outside sales employees meeting specific criteria.
What are Rhode Island’s meal and rest break requirements?
Rhode Island requires employers to provide employees with a 20-minute meal break for six-hour shifts and a 30-minute meal break for eight-hour shifts. Employers are not required to compensate employees for these meal breaks. This requirement does not apply to workers in licensed healthcare facilities or companies employing fewer than three employees at one site during a shift.
What are my employee rights in Rhode Island?
Rhode Island employees have the right to receive at least minimum wage, overtime pay for hours over 40/week, required meal breaks, sick and safe leave (if employer has 18+ employees), protection from discrimination and harassment based on protected characteristics, reasonable accommodations for disabilities and pregnancy, premium pay for Sunday and holiday work (with exceptions), timely wage payment with pay stubs, and the ability to file complaints without retaliation.
Can my employer fire me for any reason in Rhode Island?
Rhode Island is an at-will employment state, so employers can generally terminate employment without cause. However, employers cannot fire employees for illegal reasons including discrimination based on protected characteristics, retaliation for exercising legal rights, refusing to engage in illegal activity, whistleblowing on employer misconduct, or violating public policy. Employees with employment contracts or union agreements may have additional protections requiring good cause for termination.
How do I file a discrimination complaint in Rhode Island?
File discrimination complaints with the Rhode Island Commission for Human Rights (RICHR) by contacting the Fair Employment Practices office at (401) 462-8000 or through their website at https://dlt.ri.gov/employers/fair-employment-practices. You can also file with the federal Equal Employment Opportunity Commission (EEOC) at 1-800-669-4000 or online at https://www.eeoc.gov. Complaints must typically be filed within one year with RICHR or 300 days with EEOC.
Can I request remote work as a reasonable accommodation in Rhode Island?
Yes, remote work may be a reasonable accommodation for qualified individuals with disabilities, pregnancy-related conditions, or religious observances if it would enable the employee to perform essential job functions and does not impose undue hardship on the employer. The accommodation request process involves the employee requesting accommodations and engaging in the interactive process with the employer. Rhode Island does not have a general “right to request” remote work law for employees without accommodation needs.
What are employer obligations in Rhode Island?
Rhode Island employers must pay at least minimum wage and overtime, provide required meal breaks and sick leave, display mandatory workplace posters, maintain accurate payroll records, complete Form I-9 for all employees, report new hires to the state, comply with anti-discrimination laws, respond to accommodation requests, investigate harassment complaints, refrain from retaliation, and pay final wages and accrued vacation upon separation.
What workplace posters are required in Rhode Island?
Rhode Island employers must display the Combination Poster (covering unemployment insurance, workers’ compensation, minimum wage, sick leave, and fair employment), Pay Equity Poster, and Notice of Right to Be Free from Discrimination (pregnancy, childbirth, menopause). Federal posters are also required including FLSA minimum wage, FMLA (if 50+ employees), EEO notice, and OSHA safety poster. All posters are available for free download from https://dlt.ri.gov/employers/required-workplace-posters.
How long must employers keep employment records in Rhode Island?
Rhode Island requires employers to maintain wage and hour records including time cards and payroll records for at least three years. Personnel records should generally be retained for 1-3 years after termination. Medical records and accommodation information must be kept confidential in separate files and retained for at least one year after termination. Some records have longer federal retention requirements.
Does Rhode Island require paid sick leave?
Yes, Rhode Island’s Healthy and Safe Families and Workplaces Act requires employers with 18 or more employees to provide paid sick and safe leave. Employers with fewer than 18 employees must provide sick leave but it does not need to be paid. Employees accrue one hour of leave for every 35 hours worked, up to 40 hours per year. Leave can be used for illness, medical appointments, or dealing with domestic violence impacts for the employee or family members.
What protections do remote workers have in Rhode Island?
Remote employees whose primary place of employment is in Rhode Island are protected by Rhode Island employment laws including minimum wage requirements, overtime pay, sick and safe leave (if employer has 18+ employees), anti-discrimination protections, and wage payment requirements. Employers must track hours accurately, provide required pay stubs, and consider remote work as a reasonable accommodation when legally required.