🇺🇸 Vermont EMPLOYMENT LAW — 2026 UPDATE

Vermont Return to Office Mandate 2026

⚠️Informational only — not legal or tax advice.

Last Updated: December 2025
Applicable Period: 2026 and current employment regulations
Key Characteristic: Governor’s executive mandate for state employees (effective December 1, 2025) and private sector employer policies under at-will employment framework in Vermont

RTO Mandate Vermont 2026

Table of Contents

Click any item below to jump to the relevant section

Introduction

Vermont’s return to office mandate refers to Governor Phil Scott’s executive directive issued in August 2025, requiring Vermont state employees to return to in-person work at least three days per week beginning December 1, 2025. According to official guidance published by the Vermont Department of Human Resources, state employees must work from the office or field a minimum of three full days weekly, though appointing authorities may require more than three days.

This guide compiles official information published by the Vermont Attorney General’s Office Civil Rights Unit, Vermont Human Rights Commission, Vermont Department of Labor, and other government agencies regarding Vermont’s return to office mandate, employee rights, and accommodation processes for both state and private sector employment.

Sources: Vermont Department of Human Resources, Vermont Attorney General’s Office, Vermont Human Rights Commission, Vermont Department of Labor, U.S. Equal Employment Opportunity Commission

1.1 At-Will Employment Doctrine

Vermont operates under the at-will employment doctrine, which is the standard employment framework across most of the United States. According to Vermont employment law, either the employer or the employee may terminate the working relationship at any time, for any reason or no reason at all, without advance notice, unless there is a contract in place or other statutes governing the employee-employer relationship.

According to the Vermont Supreme Court in multiple cases, at-will employment allows employers broad discretion in making employment decisions, but this discretion is limited by important exceptions that protect workers from arbitrary or unlawful treatment.

Source: Vermont case law and employment statutes
Official guidance available at: Vermont Department of Labor website at labor.vermont.gov

Important exceptions to at-will employment include:

  • Employment contracts (oral or written agreements)
  • Employee handbooks creating implied contracts
  • Anti-discrimination laws
  • Anti-retaliation protections
  • Public policy violations
  • Collective bargaining agreements

The Vermont Department of Labor has published guidance indicating that employers cannot terminate employees for reasons that violate public policy or discriminate based on protected characteristics.

Source: Vermont Department of Labor – Employment Rights Publications
Published by: Vermont Department of Labor
Available at: https://labor.vermont.gov

1.2 State-Specific RTO Legislation/Orders

Vermont’s Return to Office Mandate

Document: Governor’s Executive Directive to State Employees
Announced by: Governor Phil Scott and Secretary of Administration Sarah Clark
Date: August 28, 2025 (announced); December 1, 2025 (effective)
Available at: https://humanresources.vermont.gov/weekly-updatesmemos

Key provisions:

According to the message sent to all state employees by Secretary of Administration Sarah Clark on August 28, 2025:

“With input from the Agency of Administration, the Departments of Buildings and General Services, Human Resources, and the State Recovery Office, Governor Scott is setting the hybrid work standard at a minimum of three days in the office. The decision to continue a hybrid approach – rather than a full return to in-office work – reflects employee feedback on the value of remote options. Appointing Authorities can require more than three days.”

Effective date: December 1, 2025

Who it applies to: Vermont state government employees under the executive branch

Out-of-state employees: According to guidance issued October 3, 2025, state government employees living outside Vermont must return to the office three days a week by July 1, 2026 at the latest, or relocate to Vermont or within commuting distance by June 30, 2026.

Accommodation process: According to the Department of Human Resources, “This standard is governed by our existing State policies and employment statutes, so accommodation(s) will still be available when deemed reasonable and appropriate.”

Source: Vermont Department of Human Resources Weekly Updates and Memos
Available at: https://humanresources.vermont.gov/weekly-updatesmemos

Important: This mandate applies to Vermont state employees working in the executive branch. Private sector employers in Vermont are not covered by this executive directive and operate under at-will employment framework subject to anti-discrimination laws, disability accommodation requirements, contract obligations, and collective bargaining agreements.

1.3 Constitutional Offices

Vermont’s Constitution establishes certain independently elected constitutional offices including the Attorney General, Treasurer, Secretary of State, and Auditor. According to the Vermont Constitution, these officers are elected by voters and serve specified terms.

Source: Vermont Constitution
Available at: https://legislature.vermont.gov/statutes/constitution-of-the-state-of-vermont/

Note: Constitutional offices with independently elected leadership may establish their own workplace policies separate from executive branch directives. For information on specific office policies, contact the offices directly.

1.4 Vermont State Employees’ Association

The Vermont State Employees’ Association (VSEA) is the union representing Vermont state workers. Information about union positions and activities can be obtained by contacting VSEA directly.

For information about union representation and collective bargaining matters, contact the Vermont State Employees’ Association.

Competent Government Agencies

2.1 Vermont Department of Labor

Official website: https://labor.vermont.gov
Telephone: (802) 828-4000
Fax: (802) 828-4022
Email: Available through contact form on website
Physical address:
Vermont Department of Labor
5 Green Mountain Drive
P.O. Box 488
Montpelier, VT 05601-0488

Function: The Vermont Department of Labor exists to improve the lives of working Vermonters by serving the people and businesses of Vermont with employment services, unemployment insurance, workforce development, workplace safety oversight, and wage and hour enforcement.

Wage and Hour Program:
63 Pearl Street
Burlington, VT 05401-4331
Telephone: (802) 951-4083
FAX: (802) 863-7655
Email: Labor.WageHour@vermont.gov

Publications on RTO: The Vermont Department of Labor has not published specific guidance on return to office mandates for private employers, as these decisions fall under employer discretion within the at-will employment framework, subject to anti-discrimination and accommodation laws.

2.2 Vermont Attorney General’s Office – Civil Rights Unit

Official website: https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights
Telephone (toll-free in VT): (888) 745-9195
Telephone (direct): (802) 828-3657
Email: ago.civilrights@vermont.gov
Online questionnaire: https://ago.vermont.gov/employment-discrimination-questionnaire
Physical address:
Vermont Attorney General’s Office
Civil Rights Unit
109 State Street
Montpelier, VT 05609-1001

Function: The Civil Rights Unit enforces Vermont state laws that prohibit employment discrimination and other unfair employment practices in private sector employment. The CRU investigates complaints it receives by telephone, email, or online questionnaire, provides free mediation services, and may go to court to seek damages, injunctive relief, and civil penalties.

Jurisdiction: Private sector employers (any employer that is not state or federal government)

Filing deadline: According to the Civil Rights Unit, complaints of discrimination under Vermont law must be filed within 300 days of the last incident of discrimination. For federal law claims (Title VII, ADA, ADEA, Equal Pay Act), the deadline is also 300 days when filed with the CRU as a deferral agency.

Publications on RTO: On February 13, 2025, Attorney General Clark joined a coalition of 15 attorneys general issuing guidance on equity, inclusion and accessibility employment initiatives in the workplace.

Available at: https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights/employment-law

2.3 Vermont Human Rights Commission

Official website: https://hrc.vermont.gov
Telephone: (802) 828-2480 or (800) 416-2010 (in-state only)
Email: human.rights@vermont.gov
Physical address:
Vermont Human Rights Commission
14-16 Baldwin Street
Montpelier, VT 05633-6301

Function: The Vermont Human Rights Commission protects people from unlawful discrimination in housing, state government employment, and public accommodations. The Commission investigates and enforces complaints of unlawful discrimination, conducts public education to increase awareness of civil and human rights, and collaborates with public, private, and non-profit organizations to promote social justice.

Jurisdiction: State government employment, housing, and public accommodations

Executive Director: Big Hartman (he/they)

Filing process: Complainants complete a questionnaire available on the website and submit it by email, mail, or in person. The Commission then screens the complaint to determine jurisdiction and conducts investigation as appropriate.

Publications on RTO: On December 3, 2025, the Vermont Human Rights Commission issued a follow-up letter regarding Governor Scott’s return-to-office mandate.

Available at: https://hrc.vermont.gov

Important: The Vermont Human Rights Commission handles employment discrimination complaints against state government employers. For private sector employment discrimination, contact the Vermont Attorney General’s Office Civil Rights Unit.

2.4 Vermont Department of Human Resources

Official website: https://humanresources.vermont.gov
Function: The Vermont Department of Human Resources administers personnel policies and programs for state government employees, including the hybrid work standard implementation.

RTO guidance publication: Weekly Updates and Memos page at https://humanresources.vermont.gov/weekly-updatesmemos

Return to Office Advisory Group: Governor Scott appointed a cross-agency advisory group led by the Chief Recovery Officer to provide recommendations on operationalizing the hybrid work standard. The group includes representatives from the agencies of Digital Services, Natural Resources, Human Services, and Transportation, and the departments of Buildings and General Services, Human Resources, Financial Regulation, and Public Safety.

2.5 EEOC – Boston Area Office

Jurisdiction: The Boston Area Office of the U.S. Equal Employment Opportunity Commission has jurisdiction over Vermont, along with Connecticut, Maine, Massachusetts, New Hampshire, and Rhode Island.

District Office: The EEOC’s New York District Office is responsible for receiving and investigating charges of employment discrimination and conducting agency litigation in Vermont and the other states in the region.

Public Portal: https://publicportal.eeoc.gov
National toll-free: 1-800-669-4000
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122

Boston Area Office address:
John F. Kennedy Federal Building, Room 475
475 Government Center
Boston, MA 02203

Office hours: Appointments by telephone, video, or in-person are available through the EEOC Public Portal. Scheduling an interview is strongly recommended and individuals with appointments are given priority.

Function: The EEOC enforces federal laws prohibiting employment discrimination, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Equal Pay Act.

Filing deadline: 180 days from the date of discrimination for federal claims, or 300 days if filed with a state Fair Employment Practice Agency (FEPA) such as Vermont’s Civil Rights Unit.

Deferral agreement: The Vermont Attorney General’s Civil Rights Unit is a deferral agency for the EEOC, meaning that complaints of discrimination under federal law may be filed with the Civil Rights Unit instead of, or in addition to, filing with the EEOC.

Source: EEOC website at https://www.eeoc.gov/field-office/boston/area

Applicable Statutes - Compilation

3.1 Vermont Fair Employment Practices Act (FEPA)

LAW: Vermont Fair Employment Practices Act
REFERENCE: 21 V.S.A. § 495 et seq.
ENACTED: Original Fair Employment Practices Act
LAST AMENDED: Act No. 80 (S. 103), effective July 1, 2023; Act No. 363 (H. 363), effective July 1, 2024 (CROWN Act)
FULL TEXT: https://legislature.vermont.gov/statutes/section/21/005/00495
ENFORCEMENT AGENCY: Vermont Attorney General’s Office Civil Rights Unit (private sector); Vermont Human Rights Commission (state government employment)

PROTECTED CLASSES:

According to 21 V.S.A. § 495(a), it is unlawful employment practice to discriminate against any individual because of:

  • Race (including traits associated with race such as hair texture and protective hairstyles)
  • Color
  • Religion
  • Ancestry
  • National origin
  • Sex
  • Sexual orientation
  • Gender identity
  • Place of birth
  • Crime victim status
  • Age
  • Physical or mental condition (disability)

KEY PROVISIONS:

According to 21 V.S.A. § 495(a)(1):

“For any employer, employment agency, or labor organization to discriminate against any individual because of race, color, religion, ancestry, national origin, sex, sexual orientation, gender identity, place of birth, or age or against a qualified disabled individual.”

Source: Vermont Statutes Online, Title 21, Chapter 5
Available at: https://legislature.vermont.gov/statutes/section/21/005/00495

Harassment definition: According to the 2023 amendments, Vermont law no longer requires that conduct be “severe or pervasive” to constitute harassment. FEPA now defines “harass” to mean engaging in unwelcome conduct based on a protected category that interferes with the employee’s work or creates a work environment that is intimidating, hostile, or offensive.

Source: Act No. 80 (S. 103), L. 2023
Effective date: July 1, 2023

CROWN Act: Vermont’s CROWN Act (Creating a Respectful and Open World for Natural Hair), effective July 1, 2024, expands the definition of race under FEPA to include traits associated with race, including hair texture and protective hairstyles such as braids, locs, twists, tight coils, cornrows, Bantu knots, Afros, and headwraps.

Source: Act No. 363 (H. 363), effective July 1, 2024
Available at: Vermont Human Rights Commission website

Anti-retaliation provisions: According to 21 V.S.A. § 495(a)(8), an employer shall not discharge or discriminate against any employee because the employee:

  • Has opposed any act or practice prohibited under this chapter
  • Has lodged a complaint or testified, assisted, or participated in any manner with the Attorney General, a State’s Attorney, the Department of Labor, or the Human Rights Commission in an investigation
  • Is known by the employer to be about to lodge a complaint or testify
  • Has disclosed wages or inquired about or discussed wages of other employees
  • Is believed by the employer to have done any of these things

Source: 21 V.S.A. § 495(a)(8)

3.2 Americans with Disabilities Act (ADA)

LAW: Americans with Disabilities Act
REFERENCE: 42 U.S.C. § 12101 et seq.
ENACTED: 1990
LAST AMENDED: ADA Amendments Act of 2008
FULL TEXT: https://www.ada.gov
ENFORCEMENT AGENCY: U.S. Equal Employment Opportunity Commission

KEY PROVISIONS:

The ADA prohibits discrimination against qualified individuals with disabilities in all employment practices, including:

  • Hiring and firing
  • Compensation and benefits
  • Job assignments
  • Training
  • Promotion and layoff
  • Reasonable accommodation
  • All other terms and conditions of employment

Reasonable accommodation: According to the EEOC, reasonable accommodation may include:

  • Modifications to work schedules or policies
  • Reassignment to a vacant position
  • Acquisition or modification of equipment or devices
  • Adjustment or modifications of examinations, training materials, or policies
  • Provision of qualified readers or interpreters
  • Making the workplace readily accessible to and usable by people with disabilities

Remote work as accommodation: According to EEOC guidance, working remotely may be a reasonable accommodation when it enables an employee with a disability to perform the essential functions of the job.

Source: EEOC Technical Assistance Manual
Available at: https://www.eeoc.gov

Employer coverage: The ADA applies to employers with 15 or more employees.

3.3 Vermont Disability Discrimination Laws

Vermont law provides additional protections for individuals with disabilities beyond the federal ADA. Vermont’s Fair Employment Practices Act protects “qualified individuals with a disability” and may provide broader coverage than federal law in some instances.

Source: 21 V.S.A. § 495
Available at: https://legislature.vermont.gov/statutes/section/21/005/00495

Reasonable Accommodations - Official Framework

4.1 Federal Law Requirements (ADA)

According to the Americans with Disabilities Act, employers must provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship. The ADA applies to Vermont employers with 15 or more employees.

According to EEOC guidance, a reasonable accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.

Types of reasonable accommodations may include:

According to the EEOC, reasonable accommodations may include modifications or adjustments to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process, perform essential job functions, or enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

Examples from EEOC guidance:

  • Making existing facilities accessible
  • Job restructuring
  • Part-time or modified work schedules
  • Reassignment to a vacant position
  • Acquiring or modifying equipment
  • Changing tests, training materials, or policies
  • Providing qualified readers or interpreters

Remote work as accommodation:

According to EEOC guidance published in the Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities, working at home may be a reasonable accommodation when the job can be performed at home without causing undue hardship.

Source: EEOC Enforcement Guidance
Available at: https://www.eeoc.gov

4.2 Vermont State Law Requirements

Vermont’s Fair Employment Practices Act requires employers to provide reasonable accommodations to qualified individuals with disabilities. Vermont law may provide protections for smaller employers not covered by the federal ADA.

According to the Vermont Human Rights Commission, Vermont law prohibits discrimination against qualified individuals with disabilities in employment and requires employers to engage in an interactive process to determine appropriate reasonable accommodations.

Source: Vermont Human Rights Commission
Available at: https://hrc.vermont.gov

4.3 Interactive Process

According to EEOC guidance, the interactive process is an informal dialogue between the employer and the employee to determine an effective reasonable accommodation. Neither the ADA nor EEOC regulations mandate a specific form or procedure for the interactive process.

Typical interactive process steps:

According to EEOC technical assistance documents, the interactive process generally includes:

Step 1: Employee requests accommodation or employer recognizes need

An employee with a disability may request an accommodation at any time, orally or in writing. An employer may also initiate the interactive process when it becomes aware that an employee with a known disability is having difficulty performing their job.

Step 2: Employer and employee engage in interactive dialogue

The employer and employee discuss the employee’s limitations and potential accommodations. According to EEOC guidance, the employer may ask the employee to provide reasonable documentation about the disability and functional limitations.

Step 3: Employer identifies possible accommodations

The employer identifies potential accommodations that would enable the employee to perform essential job functions. According to EEOC guidance, the employee’s preference should be given primary consideration.

Step 4: Employer assesses effectiveness and reasonableness

The employer determines which accommodation(s) would be effective and whether providing the accommodation would impose an undue hardship.

Step 5: Employer implements accommodation

If a reasonable accommodation can be provided without undue hardship, the employer implements it and monitors its effectiveness.

Source: EEOC Practical Guidance on Reasonable Accommodation
Available at: https://www.eeoc.gov

4.4 For Vermont State Employees

According to the Vermont Department of Human Resources guidance on the hybrid work standard, accommodations will be available when deemed reasonable and appropriate under existing state policies and employment statutes.

State employees seeking accommodations related to the return to office mandate should contact their supervisor or the Department of Human Resources to initiate the interactive accommodation process.

Source: Vermont Department of Human Resources
Available at: https://humanresources.vermont.gov/weekly-updatesmemos

4.5 Official Forms and Resources

Vermont Attorney General’s Office – Civil Rights Unit:

Online employment discrimination questionnaire available at:
https://ago.vermont.gov/employment-discrimination-questionnaire

EEOC Accommodation Request:

No specific form required. Requests may be made orally or in writing. EEOC provides sample accommodation request letter templates on its website.

Available at: https://www.eeoc.gov

Vermont Human Rights Commission:

Complaint questionnaires available for state employment discrimination at:
https://hrc.vermont.gov/complaint

Official Complaint Process

5.1 Vermont Attorney General’s Office – Civil Rights Unit (Private Sector Employment)

FILING DEADLINE: 300 days from the last incident of discrimination
SOURCE: Vermont Fair Employment Practices Act and federal law coordination

HOW TO FILE:

1. Online: Complete the employment discrimination questionnaire at https://ago.vermont.gov/employment-discrimination-questionnaire

2. By phone: Call (888) 745-9195 (toll-free in Vermont) or (802) 828-3657

3. By email: ago.civilrights@vermont.gov

4. By mail:
Vermont Attorney General’s Office
Civil Rights Unit
109 State Street
Montpelier, VT 05609-1001

OFFICIAL PROCESS:

According to the Civil Rights Unit’s published investigative procedure:

Screening: When the Civil Rights Unit receives a complaint, staff engage in a screening process. Complaints not related to statutory jurisdiction are referred to other agencies as appropriate.

Intake: Once jurisdiction is determined, the complainant is asked to complete a detailed questionnaire describing the alleged discrimination. The questionnaire becomes part of the complaint file.

Notification to Respondent: The Respondent (employer) is sent a copy of the complaint and asked to provide a point-by-point answer to each allegation.

Additional Information: After receiving the Respondent’s answer, the Complainant is given an opportunity to respond. The Respondent may then be asked to provide additional documentation including employee rosters, personnel and time records, and personnel evaluations.

Investigation: If additional evidence is needed, a full investigation is conducted, which may include interviewing witnesses, reviewing documents on-site, and visiting the worksite.

Determination: After investigation, the Civil Rights Unit determines whether there was probable violation of law.

Resolution Options:

  • Mediation: The Civil Rights Unit offers free mediation services to resolve complaints.
  • Administrative resolution: Some cases are resolved through negotiated settlement.
  • Court action: If probable violation is found and administrative resolution fails, the Attorney General may file a complaint in state court seeking injunctive relief, back pay, front pay, damages, civil penalties, attorney’s fees, and costs.

Source: Vermont Attorney General’s Office – Civil Rights Unit Process
Available at: https://ago.vermont.gov/divisions/civil-rights/civil-rights-unit-process

TIMELINE:

According to the Civil Rights Unit, investigation timelines vary depending on complexity, but the office works to complete investigations as efficiently as possible while ensuring thorough fact-finding.

CONTACT INFORMATION:

Vermont Attorney General’s Office
Civil Rights Unit
109 State Street
Montpelier, VT 05609-1001

Telephone (toll-free): (888) 745-9195
Telephone (direct): (802) 828-3657
Email: ago.civilrights@vermont.gov
Website: https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights

Office hours: Business hours, Monday through Friday

5.2 Vermont Human Rights Commission (State Government Employment)

FILING DEADLINE: One year from the discriminatory act
SOURCE: Vermont Human Rights Commission jurisdiction guidelines

HOW TO FILE:

1. Email: human.rights@vermont.gov with completed questionnaire

2. By mail:
Vermont Human Rights Commission
14-16 Baldwin Street
Montpelier, VT 05633-6301

3. By phone: (802) 828-2480 or (800) 416-2010 (in-state only) to request forms and guidance

OFFICIAL PROCESS:

According to the Vermont Human Rights Commission’s published complaint process:

Initial Contact: Contact the Commission by phone, email, or through the website to determine whether the Commission has jurisdiction over the allegations.

Questionnaire: Complete the appropriate discrimination complaint questionnaire available on the Commission’s website. Separate questionnaires are available for housing, public accommodations, and state employment discrimination.

Review: Commission staff review the questionnaire to confirm jurisdiction and assess whether the allegations state a claim under Vermont law.

Investigation: If jurisdiction is established and a claim is stated, the Commission conducts an investigation, which may include requesting documents from both parties, interviewing witnesses, and reviewing relevant evidence.

Findings: After investigation, the Commission issues findings on whether unlawful discrimination occurred.

Resolution: The Commission may pursue various remedies including conciliation, mediation, or formal hearing before the Commission.

Source: Vermont Human Rights Commission
Available at: https://hrc.vermont.gov/complaint

CONTACT INFORMATION:

Vermont Human Rights Commission
14-16 Baldwin Street
Montpelier, VT 05633-6301

Telephone: (802) 828-2480
Toll-free (VT only): (800) 416-2010
Email: human.rights@vermont.gov
Website: https://hrc.vermont.gov

Intake Coordinator: John McKelvie
Direct Line: (802) 828-2480

Office hours: Business hours, Monday through Friday

Important: The Vermont Human Rights Commission has jurisdiction over state government employment discrimination. For private sector employment discrimination, contact the Vermont Attorney General’s Civil Rights Unit.

5.3 U.S. Equal Employment Opportunity Commission (EEOC)

FILING DEADLINE: 300 days from the date of discrimination when filed with a Fair Employment Practice Agency (FEPA) such as Vermont’s Civil Rights Unit; 180 days when filed directly with EEOC in non-deferral situations

DUAL-FILING: Vermont has a worksharing agreement with the EEOC. The Vermont Attorney General’s Civil Rights Unit is a deferral agency for the EEOC, meaning complaints may be filed with the Civil Rights Unit and will be dual-filed with the EEOC.

EEOC OFFICE SERVING VERMONT:

Boston Area Office
John F. Kennedy Federal Building, Room 475
475 Government Center
Boston, MA 02203

Toll-free: 1-800-669-4000
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122

Public Portal: https://publicportal.eeoc.gov

District Office: New York District Office (has jurisdiction over Vermont)

HOW TO FILE:

1. Online: Access the EEOC Public Portal at https://publicportal.eeoc.gov to:

  • Submit an inquiry
  • Schedule an intake interview (by phone, video, or in-person)
  • Check the status of a charge

2. By phone: Call 1-800-669-4000 to speak with an EEOC representative

3. In person: Schedule an appointment through the Public Portal for an in-person interview at the Boston Area Office

OFFICIAL PROCESS:

According to EEOC procedures:

Inquiry: Contact the EEOC to discuss the situation and determine if filing a charge is appropriate.

Intake Interview: Participate in an intake interview (by phone, video, or in-person) where an EEOC representative will gather information about the alleged discrimination.

Charge Filing: If appropriate, file a formal charge of discrimination. The charge must be in writing and signed.

Notification: The EEOC notifies the employer that a charge has been filed.

Investigation: The EEOC investigates the charge, which may include requesting information from the employer, interviewing witnesses, and visiting the worksite.

Determination: The EEOC issues a determination on whether there is reasonable cause to believe discrimination occurred.

Resolution Options:

  • Mediation: The EEOC may offer mediation as a voluntary alternative to investigation.
  • Conciliation: If cause is found, the EEOC attempts conciliation with the employer.
  • Litigation: If conciliation fails, the EEOC may file a lawsuit or issue a Notice of Right to Sue allowing the individual to file a private lawsuit.

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov

Office hours: Appointments available by phone, video, or in-person. Visit the EEOC Public Portal to schedule.

Published Official Documents

6.1 Vermont State-Specific RTO Guidance Documents

DOCUMENT: Hybrid Work Standard Weekly Updates and Memos
PUBLISHED BY: Vermont Department of Human Resources
DATE: August 2025 – ongoing (updated weekly)
SUMMARY: Official communications to Vermont state employees regarding the implementation of the three-day minimum in-office work standard, including FAQs, advisory group updates, policy details, and accommodation information.
LINK: https://humanresources.vermont.gov/weekly-updatesmemos
FORMAT: HTML/web page

DOCUMENT: Message to All State Employees – Hybrid Work Standard
PUBLISHED BY: Secretary of Administration Sarah Clark
DATE: August 28, 2025
SUMMARY: Official announcement of the decision to set the hybrid work standard at a minimum of three days in the office, effective December 1, 2025. The message states that appointing authorities can require more than three days and that the decision reflects employee feedback on the value of remote options.
LINK: https://humanresources.vermont.gov/weekly-updatesmemos
FORMAT: HTML/archived communication

DOCUMENT: Out-of-State Employee Policy
PUBLISHED BY: Vermont Secretary of Administration
DATE: October 2025
SUMMARY: Guidance addressing how out-of-state employees will be treated under the return-to-office requirement. Information available through Vermont Department of Human Resources.
LINK: https://humanresources.vermont.gov/weekly-updatesmemos
FORMAT: Email communication to state employees

6.2 Vermont Fair Employment Practices Act Documentation

DOCUMENT: Vermont Fair Employment Practices Act
PUBLISHED BY: Vermont Legislature
DATE: Original enactment; last amended July 1, 2024
SUMMARY: Vermont’s primary anti-discrimination law prohibiting employment discrimination based on race, color, religion, ancestry, national origin, sex, sexual orientation, gender identity, place of birth, crime victim status, age, and disability. Includes anti-retaliation provisions and pay equity requirements.
LINK: https://legislature.vermont.gov/statutes/section/21/005/00495
FORMAT: HTML statute

DOCUMENT: Fair Employment Practices Act (PDF compilation)
PUBLISHED BY: Vermont Human Rights Commission
DATE: Current version includes 2023 and 2024 amendments
SUMMARY: Compiled text of Vermont’s Fair Employment Practices Act including unlawful employment practices, sexual harassment provisions, and employment-based credit information prohibitions.
LINK: https://hrc.vermont.gov/sites/hrc/files/laws/Fair-Employment-Practices-Act.pdf
FORMAT: PDF
PAGES: Multiple sections

6.3 Civil Rights Unit Guidance

DOCUMENT: Employment Law Overview
PUBLISHED BY: Vermont Attorney General’s Office – Civil Rights Unit
DATE: Updated 2025
SUMMARY: Overview of Vermont employment discrimination laws enforced by the Civil Rights Unit, including information about protected categories, filing complaints, investigation process, and mediation services.
LINK: https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights/employment-law
FORMAT: HTML web page

DOCUMENT: Civil Rights Unit Process
PUBLISHED BY: Vermont Attorney General’s Office
DATE: Current
SUMMARY: Detailed explanation of the Civil Rights Unit’s investigative and enforcement process for employment discrimination complaints, including screening, investigation, mediation, and court action procedures.
LINK: https://ago.vermont.gov/divisions/civil-rights/civil-rights-unit-process
FORMAT: HTML web page

DOCUMENT: Equity, Inclusion and Accessibility Employment Initiatives Guidance
PUBLISHED BY: Vermont Attorney General Charity Clark and coalition of 15 attorneys general
DATE: February 13, 2025
SUMMARY: Guidance to businesses, nonprofits, and other organizations on the viability and importance of diversity, equity, inclusion, and accessibility policies and practices in employment.
LINK: https://ago.vermont.gov (search for DEI guidance)
FORMAT: PDF/web page

6.4 EEOC Technical Assistance

DOCUMENT: ADA: Your Employment Rights as an Individual With a Disability
PUBLISHED BY: U.S. Equal Employment Opportunity Commission
DATE: Current
SUMMARY: Overview of rights under the Americans with Disabilities Act, including reasonable accommodation requirements, the interactive process, and how to file a charge of discrimination.
LINK: https://www.eeoc.gov
FORMAT: HTML/PDF

DOCUMENT: Work at Home/Telework as a Reasonable Accommodation
PUBLISHED BY: U.S. Equal Employment Opportunity Commission
DATE: Current EEOC guidance
SUMMARY: EEOC guidance on when working at home may be a reasonable accommodation under the ADA, factors to consider in evaluating such requests, and the interactive process.
LINK: https://www.eeoc.gov
FORMAT: HTML

6.5 Vermont Labor Relations Board

The Vermont Labor Relations Board conducts hearings and adjudicates grievances involving labor relations between employers and employees of the State of Vermont, Vermont State Colleges, and the University of Vermont.

Function: Resolves labor disputes through investigation and administrative hearings
Website: Part of Vermont Department of Labor
Information: https://labor.vermont.gov

For information about pending matters before the Labor Relations Board, contact the Board directly through the Vermont Department of Labor.

Absence of Specific Private Sector RTO Legislation

Legislative Research Results

As of December 29, 2025, searches of the Vermont Legislature website reveal:

No specific statutes enacted governing return to office mandates for private sector employers.

Search conducted:

  • Website: https://legislature.vermont.gov
  • Date: December 29, 2025
  • Search terms: “return to office”, “remote work mandate”, “telework requirements”, “private employer”

Result: No relevant legislation identified for private sector employers

General Employment Framework Applies:

Private sector employers in Vermont operate under:

At-will employment: Vermont follows the at-will employment doctrine, allowing employers and employees to terminate the employment relationship at any time for any lawful reason, subject to exceptions.

Source: Vermont employment law and case law

Anti-discrimination laws: Vermont Fair Employment Practices Act, 21 V.S.A. § 495 et seq., prohibiting discrimination based on protected characteristics.

Source: https://legislature.vermont.gov/statutes/section/21/005/00495

Accommodation requirements: Requirements to provide reasonable accommodations to qualified individuals with disabilities under Vermont law and the federal Americans with Disabilities Act.

Source: Vermont Fair Employment Practices Act and 42 U.S.C. § 12101 et seq.

Anti-retaliation protections: Prohibition against retaliation for opposing unlawful practices, filing complaints, or participating in investigations.

Source: 21 V.S.A. § 495(a)(8)

Contract and collective bargaining obligations: Employment contracts and collective bargaining agreements that may limit employer discretion regarding work location and schedules.

Public policy exceptions: Vermont recognizes certain public policy exceptions to at-will employment, such as prohibitions on termination for filing workers’ compensation claims or exercising rights under the Vermont Parental and Family Leave Act.

Source: Vermont case law and statutory provisions

Resources & Contacts

9.1 Government Agency Directory

Vermont Attorney General’s Office – Civil Rights Unit

Official website: https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights
Telephone: (888) 745-9195 (toll-free in VT) or (802) 828-3657
Email: ago.civilrights@vermont.gov
Address: 109 State Street, Montpelier, VT 05609-1001
Function: Enforces Vermont state laws prohibiting employment discrimination in private sector employment; investigates complaints, provides mediation services, and pursues court action when violations are found

Vermont Human Rights Commission

Official website: https://hrc.vermont.gov
Telephone: (802) 828-2480 or (800) 416-2010 (in-state only)
Email: human.rights@vermont.gov
Address: 14-16 Baldwin Street, Montpelier, VT 05633-6301
Function: Protects people from unlawful discrimination in housing, state government employment, and public accommodations; investigates complaints and promotes civil and human rights in Vermont

Vermont Department of Labor

Official website: https://labor.vermont.gov
Telephone: (802) 828-4000
Fax: (802) 828-4022
Address: 5 Green Mountain Drive, P.O. Box 488, Montpelier, VT 05601-0488
Function: Administers employment services, unemployment insurance, workforce development, workplace safety, and wage and hour enforcement

Wage and Hour Program:
63 Pearl Street, Burlington, VT 05401-4331
Telephone: (802) 951-4083
Email: Labor.WageHour@vermont.gov

Vermont Department of Human Resources

Official website: https://humanresources.vermont.gov
Address: Montpelier, VT (state government offices)
Function: Administers personnel policies and programs for Vermont state government employees, including the hybrid work standard implementation

RTO Updates: https://humanresources.vermont.gov/weekly-updatesmemos

U.S. Equal Employment Opportunity Commission – Boston Area Office

Official website: https://www.eeoc.gov/field-office/boston/area
Telephone: 1-800-669-4000 (national toll-free)
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122
Address: John F. Kennedy Federal Building, Room 475, 475 Government Center, Boston, MA 02203
Function: Enforces federal employment discrimination laws including Title VII, ADA, ADEA, and Equal Pay Act; has jurisdiction over Vermont

Public Portal: https://publicportal.eeoc.gov (for scheduling intake interviews and filing charges)

Vermont Labor Relations Board

Official website: Part of Vermont Department of Labor
Function: Conducts hearings and adjudicates grievances involving labor relations between employers and employees of the State of Vermont, Vermont State Colleges, and the University of Vermont

Vermont Commission on Women

Official website: https://women.vermont.gov
Function: Advances equality and justice for all women and girls in Vermont; provides resources on employment rights, equal pay, and workplace discrimination

9.2 Key Publications

Vermont Employment Law Resources:

Vermont Fair Employment Practices Act (full text)
https://legislature.vermont.gov/statutes/section/21/005/00495

Vermont Labor Law Statutes (Title 21)
https://legislature.vermont.gov/statutes/fullchapter/21/005

Vermont Attorney General Employment Law Guidance
https://ago.vermont.gov/attorney-generals-office-divisions-and-unit/civil-rights/employment-law

Vermont Human Rights Commission Resources
https://hrc.vermont.gov

Federal Employment Law Resources:

EEOC Laws, Regulations and Guidance
https://www.eeoc.gov/laws/guidance

Americans with Disabilities Act Information
https://www.ada.gov

ADA Reasonable Accommodation Guidance
https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Vermont State Employee Resources:

Hybrid Work Standard Updates
https://humanresources.vermont.gov/weekly-updatesmemos

Vermont State Employee Benefits
https://humanresources.vermont.gov

9.3 Legal Assistance Resources

For legal advice (not information):

Vermont Bar Association
Website: https://www.vtbar.org
Lawyer Referral Service: (800) 639-7036
Function: Provides referrals to attorneys practicing employment law in Vermont

Legal Aid Organizations:

Vermont Legal Aid
Website: https://www.vtlegalaid.org
Telephone: (800) 889-2047
Function: Provides free civil legal services to eligible low-income Vermonters, including employment law assistance

Law Line of Vermont
Telephone: (800) 889-2047
Function: Provides legal advice and referrals; takes referrals from Vermont Legal Aid

Employment Law Attorneys:

For representation in employment discrimination, wrongful termination, or contract matters, contact:

  • Vermont Bar Association Lawyer Referral Service
  • Employment law attorneys in Vermont (search Vermont Bar Association directory)
  • National Employment Lawyers Association – Vermont chapter

Frequently Asked Questions - RTO mandate Vermont

What is Vermont’s return to office mandate?

Vermont’s return to office mandate refers to Governor Phil Scott’s directive requiring Vermont state government employees to work from the office or field a minimum of three days per week, effective December 1, 2025. According to Secretary of Administration Sarah Clark’s August 28, 2025 message to state employees, appointing authorities can require more than three days in the office, and the decision to continue a hybrid approach reflects employee feedback on the value of remote options.

This mandate applies only to Vermont state employees working in the executive branch. Vermont’s constitutional offices with independently elected leaders set their own workplace plans and are not bound by this directive. Private sector employers are not covered by this mandate.

Source: Vermont Department of Human Resources
Available at: https://humanresources.vermont.gov/weekly-updatesmemos

Does Vermont’s return to office mandate apply to private employers?

No. Vermont’s return to office mandate does not apply to private sector employers. The Governor’s directive applies only to Vermont state government employees in the executive branch.

Private sector employers in Vermont operate under the at-will employment framework and have broad discretion to set workplace policies, including decisions about remote work and office presence requirements. However, private employers must comply with:

  • Vermont Fair Employment Practices Act prohibiting discrimination
  • Americans with Disabilities Act reasonable accommodation requirements
  • Anti-retaliation protections
  • Employment contract obligations
  • Collective bargaining agreements

Private sector employers who change remote work policies should ensure compliance with anti-discrimination laws and accommodation requirements.

Source: Vermont employment law framework

Can my employer force me back to the office in Vermont?

For private sector employment, Vermont is an at-will employment state, which means employers generally have broad discretion to set workplace policies, including requiring employees to work in the office.

According to Vermont employment law, either the employer or employee may terminate the employment relationship at any time for any lawful reason, unless there is a contract or collective bargaining agreement that limits this discretion.

Exceptions and protections:

Employment contracts: If you have an employment contract that specifies remote work or work location, your employer must comply with the contract terms.

Collective bargaining agreements: Union contracts may include provisions about work location and remote work that limit employer discretion.

Disability accommodations: If you have a disability that requires remote work as a reasonable accommodation, your employer must engage in the interactive process and provide the accommodation unless it causes undue hardship.

Discrimination and retaliation: Employers cannot make work location decisions based on protected characteristics or in retaliation for protected activities.

For state government employment, accommodations are available when deemed reasonable and appropriate under existing policies and employment statutes.

Source: Vermont employment law and EEOC guidance

What are my accommodation rights under Vermont law?

Vermont law and federal law both protect the right to reasonable accommodations for qualified individuals with disabilities.

Under Vermont’s Fair Employment Practices Act:

Vermont law prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations unless doing so would cause undue hardship.

Under the federal Americans with Disabilities Act:

The ADA requires employers with 15 or more employees to provide reasonable accommodations to qualified individuals with disabilities who can perform the essential functions of the job with or without accommodation.

Reasonable accommodations may include:

  • Modified work schedules
  • Part-time schedules
  • Reassignment to vacant positions
  • Modifications to workplace policies
  • Acquisition or modification of equipment
  • Remote work when it enables performance of essential job functions

Interactive process:

Employers must engage in an interactive process with employees requesting accommodations to identify effective accommodations. Neither party is required to accept the other’s preferred accommodation if another effective accommodation is available.

How to request:

You may request an accommodation at any time, orally or in writing. Contact your supervisor or human resources department to initiate the interactive process.

Source: Vermont Fair Employment Practices Act and EEOC guidance
Available at: https://www.eeoc.gov and https://ago.vermont.gov

How do I file a discrimination complaint in Vermont?

The process depends on whether you work for a private employer or the state government.

For private sector employment:

Contact the Vermont Attorney General’s Office Civil Rights Unit:

The Civil Rights Unit is a deferral agency for the EEOC, so filing with the Civil Rights Unit also satisfies the federal filing requirement.

For state government employment:

Contact the Vermont Human Rights Commission:

What to expect:

After filing, the agency will screen the complaint to determine jurisdiction, conduct an investigation if appropriate, and may pursue resolution through mediation, settlement, or court action.

Source: Vermont Attorney General’s Office and Vermont Human Rights Commission

Can I request remote work as a reasonable accommodation?

Yes, you may request remote work as a reasonable accommodation for a disability. According to EEOC guidance, working at home may be a reasonable accommodation when it enables an individual with a disability to perform the essential functions of the job.

Requirements:

To obtain remote work as an accommodation, you must:

  • Have a disability as defined by the ADA or Vermont law
  • Be a qualified individual who can perform the essential functions of the job with or without accommodation
  • Demonstrate that remote work would be an effective accommodation
  • Show that remote work would not cause undue hardship to the employer

Interactive process:

Request the accommodation from your supervisor or human resources department. The employer may ask for medical documentation and will engage in an interactive dialogue to identify effective accommodations.

Not guaranteed:

Remote work is not automatically granted as an accommodation. Employers may deny the request if:

  • In-person presence is an essential function of the job
  • Remote work would cause undue hardship
  • Another effective accommodation is available

If denied:

If your request is denied and you believe the denial violates the law, you may file a complaint with the Vermont Attorney General’s Civil Rights Unit (private sector) or Vermont Human Rights Commission (state employment).

Source: EEOC guidance on work-at-home accommodations
Available at: https://www.eeoc.gov

What is Vermont’s Fair Employment Practices Act?

Vermont’s Fair Employment Practices Act (FEPA) is the state’s primary anti-discrimination law, codified at 21 V.S.A. § 495 et seq. FEPA prohibits employment discrimination and harassment based on protected characteristics.

Protected classes under FEPA:

  • Race (including hair texture and protective hairstyles since July 2024)
  • Color
  • Religion
  • Ancestry
  • National origin
  • Sex
  • Sexual orientation
  • Gender identity
  • Place of birth
  • Crime victim status
  • Age
  • Physical or mental condition (disability)

Coverage:

FEPA applies to employers, employment agencies, and labor organizations in Vermont. The law protects applicants, employees, and former employees.

Enforcement:

  • Private sector: Vermont Attorney General’s Office Civil Rights Unit
  • State government: Vermont Human Rights Commission

Recent amendments:

  • July 1, 2023: Eliminated “severe or pervasive” standard for harassment; expanded definition of harassment
  • July 1, 2024: CROWN Act expanded race definition to include hair-related traits

Remedies:

Violations of FEPA may result in injunctive relief, back pay, front pay, compensatory damages, civil penalties, and attorney’s fees.

Source: 21 V.S.A. § 495
Available at: https://legislature.vermont.gov/statutes/section/21/005/00495

Where do I file an EEOC complaint in Vermont?

Vermont does not have a local EEOC office. The EEOC’s Boston Area Office has jurisdiction over Vermont.

EEOC Boston Area Office:

John F. Kennedy Federal Building, Room 475
475 Government Center
Boston, MA 02203

Contact:

How to file:

  • Schedule an intake interview through the EEOC Public Portal (available by phone, video, or in-person)
  • Call the toll-free number to speak with an EEOC representative
  • File online through the Public Portal

Alternative – Vermont deferral agency:

You may also file with the Vermont Attorney General’s Civil Rights Unit, which has a worksharing agreement with the EEOC. Filing with the Civil Rights Unit satisfies the federal filing requirement and extends your deadline to 300 days.

Vermont Attorney General’s Civil Rights Unit:

Deadline: 300 days when filing through a deferral agency like Vermont’s Civil Rights Unit; 180 days when filing directly with EEOC in some situations.

Source: EEOC website and Vermont Attorney General’s Office

What is at-will employment in Vermont?

At-will employment is the default employment relationship in Vermont. Under at-will employment, either the employer or the employee may terminate the working relationship at any time, for any reason or no reason at all, without advance notice.

What this means:

Employers have broad discretion to set workplace policies, change job duties, modify schedules, require office presence, and terminate employment, as long as their actions do not violate the law.

Employees are equally free to resign at any time without giving a reason or advance notice, unless a contract requires otherwise.

Important exceptions:

At-will employment does NOT allow employers to:

  • Discriminate: Terminate or take adverse action based on protected characteristics (race, sex, religion, age, disability, etc.)
  • Retaliate: Fire someone for filing a complaint, reporting illegal conduct, or exercising legal rights
  • Violate contracts: Breach employment contracts or collective bargaining agreements
  • Violate public policy: Terminate for reasons that violate established public policy (such as firing someone for filing a workers’ compensation claim)

Proving wrongful termination:

If you believe you were terminated in violation of these exceptions, you may file a complaint with the Vermont Attorney General’s Civil Rights Unit, Vermont Human Rights Commission, or consult an employment attorney about legal options.

Source: Vermont employment law and case law

What is the difference between state employee and private sector RTO requirements in Vermont?

State Employees (Executive Branch):

Vermont state employees in the executive branch must comply with Governor Scott’s return to office mandate requiring a minimum of three days per week in the office or field, effective December 1, 2025. According to the Department of Human Resources, appointing authorities may require more than three days. Accommodations are available when deemed reasonable and appropriate.

Out-of-state employees must return to the office three days weekly by July 1, 2026, or relocate to Vermont or within commuting distance by June 30, 2026.

State employees who believe the mandate causes undue hardship may request an accommodation through their supervisor or the Department of Human Resources.

Constitutional Offices:

Vermont’s constitutional offices (Attorney General, Treasurer, etc.) set their own workplace policies and are not bound by the Governor’s directive.

Private Sector Employers:

Private sector employers in Vermont are not subject to the Governor’s return to office mandate. Private employers have broad discretion to set workplace policies under the at-will employment framework, but must comply with:

  • Anti-discrimination laws
  • Reasonable accommodation requirements
  • Anti-retaliation protections
  • Employment contracts
  • Collective bargaining agreements

Common requirements for both:

Both state and private employers must:

  • Provide reasonable accommodations for disabilities
  • Not discriminate based on protected characteristics
  • Not retaliate against employees for protected activities
  • Follow applicable contract and collective bargaining agreement terms

Source: Vermont Department of Human Resources and employment law framework

When does Vermont’s return to office mandate take effect?

Vermont’s return to office mandate for state employees took effect on December 1, 2025.

According to the Vermont Department of Human Resources, the hybrid work standard requiring a minimum of three days in the office began on December 1, 2025, for Vermont state government employees in the executive branch.

Out-of-state employees:

State employees living outside Vermont received additional guidance regarding compliance timelines. For specific information about out-of-state employee requirements, consult the Vermont Department of Human Resources weekly updates at https://humanresources.vermont.gov/weekly-updatesmemos

Source: Vermont Department of Human Resources

What exceptions exist to Vermont’s return to office mandate?

According to the Vermont Department of Human Resources, accommodations are available when deemed reasonable and appropriate under existing state policies and employment statutes.

Accommodation process:

State employees may request exemptions through the accommodation process. Contact your supervisor or the Department of Human Resources to initiate the interactive process for reasonable accommodations.

Advisory group:

Governor Scott appointed a cross-agency advisory group to make recommendations on whether additional parameters are needed to address specific circumstances outside the accommodation process, within very specific criteria.

Disability accommodations:

Employees with disabilities who require remote work as a reasonable accommodation should contact their supervisor or the Department of Human Resources to initiate the interactive process.

Labor relations:

For questions about union representation and collective bargaining matters, contact the Vermont State Employees’ Association.

Source: Vermont Department of Human Resources

How were Vermont state employees notified of the return to office requirement?

Vermont state employees were notified through multiple official communications from the Department of Human Resources and the Secretary of Administration.

Timeline of notifications:

August 7, 2025: Governor Phil Scott publicly confirmed the return to office plan during a press statement.

August 28, 2025: Secretary of Administration Sarah Clark sent an official message to all state employees announcing the hybrid work standard of a minimum of three days in the office, effective December 1, 2025.

September-November 2025: The Department of Human Resources published weekly updates and memos on its website addressing implementation details, frequently asked questions, office space planning, and accommodation processes.

October 3, 2025: Secretary Sarah Clark sent guidance specifically addressing how out-of-state employees would be treated under the return-to-office requirement.

Communication channels:

  • Direct email messages to state employees
  • Department of Human Resources website (humanresources.vermont.gov)
  • Weekly updates and memos posted online
  • Department and agency meetings
  • Union communications from the Vermont State Employees’ Association

Ongoing updates:

The Department of Human Resources continues to publish weekly updates addressing employee questions and implementation details on its website.

Source: Vermont Department of Human Resources
Available at: https://humanresources.vermont.gov/weekly-updatesmemos

Is there pending legislation regarding remote work in Vermont?

As of December 29, 2025, no pending legislation specifically addresses return to office mandates or remote work requirements for private sector employers in Vermont.

Legislative search conducted:

  • Website: https://legislature.vermont.gov
  • Date: December 29, 2025
  • Search terms: “return to office,” “remote work,” “telework,” “work from home”
  • Results: No bills identified proposing statewide remote work regulations for private employers

State employee policy:

The Governor’s return to office mandate for state employees was implemented through executive directive, not legislation. The Vermont State Employees’ Association has challenged this directive through an unfair labor practice complaint with the Vermont Labor Relations Board, arguing that the policy requires collective bargaining.

Recent employment legislation:

Vermont has enacted recent employment-related legislation including:

  • Act 155 (H. 704): Pay transparency law requiring employers with 5+ employees to include compensation ranges in job postings, effective July 1, 2025
  • Act 80 (S. 103): Amendments to Fair Employment Practices Act expanding harassment definitions, effective July 1, 2023
  • Act 363 (H. 363): CROWN Act expanding race definition to include hair-related traits, effective July 1, 2024

Monitoring for updates:

To monitor potential future legislation, visit the Vermont Legislature website at https://legislature.vermont.gov and search the bill tracking system.

Source: Vermont Legislature website

Others

Washington
California
New Jersey
Massachusetts
New York

Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current