How to file discrimination complaint Wyoming?

File with Wyoming Fair Employment Program within 6 months Contact: (307) 235-3217 Or file with EEOC within 300 days Contact: 1-800-669-4000 Charges often dual-filed automatically

🇺🇸 Wyoming EMPLOYMENT LAW — 2026 UPDATE

Wyoming Employment Law 2026

⚠️Informational only — not legal or tax advice.

Last Updated: January 21, 2026
Last Reviewed: January 21, 2026
Applicable Period: 2026
Jurisdiction: State of Wyoming, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

Click any item below to jump to the relevant section

Introduction
Employment Law Framework in Wyoming
Employee Rights in Wyoming
Discrimination Laws in Wyoming
Reasonable Accommodations
Employer Obligations in Wyoming
Filing Complaints
Remote Work in Wyoming
2026 Updates and Recent Changes
Resources
Frequently Asked Questions

Introduction

Wyoming employment law establishes the legal framework governing the relationship between employers and employees in the Equality State. This comprehensive guide covers both state and federal employment law requirements that apply to Wyoming workplaces, including wage and hour standards, discrimination protections, employee rights, and employer obligations for 2026.

Wyoming takes a unique approach to employment regulation, with fewer state-mandated requirements than most other states. The state minimum wage of $5.15 per hour is superseded by the federal minimum wage of $7.25 per hour for most employees. Wyoming does not mandate paid sick leave, meal or rest breaks, or many other workplace protections found in other states, relying instead on federal law and employer discretion.

This guide addresses both employee and employer perspectives, providing a complete reference for understanding employment rights and obligations in Wyoming. Whether you’re an employee seeking to understand your workplace protections or an employer working to maintain compliance, this resource compiles the most current information from official government sources.

Topics covered include:

At-will employment doctrine and exceptions
Wyoming Fair Employment Practices Act protections
Wage and hour requirements under state and federal law
Discrimination and harassment protections
Reasonable accommodation obligations
Employer compliance requirements
Complaint filing procedures and remedies
Remote work considerations
2026 legislative updates

Information sources: This guide compiles information exclusively from official government sources, including Wyoming Statutes, Wyoming Department of Workforce Services regulations and guidance, U.S. Department of Labor standards, Equal Employment Opportunity Commission rules, and other federal agencies.

Employment Law Framework in Wyoming

1.1 At-Will Employment Doctrine

Wyoming follows the employment at-will doctrine, which means that employment relationships are presumed to be terminable by either party at any time, with or without cause or notice, unless otherwise specified by contract.

Statutory Basis:

Wyoming does not have a specific statute codifying at-will employment in the same manner as some states. However, the at-will employment doctrine is recognized under Wyoming common law and is the default rule for employment relationships in the absence of a contract specifying otherwise.

Source: Wyoming common law
Applicable: Statewide
Recognized by: Wyoming Department of Workforce Services
Official guidance: https://dws.wyo.gov/

What at-will employment means for employees:

Employers can terminate employment at any time for any legal reason
No advance notice of termination is legally required (unless contractually specified)
Employment can end immediately without cause
No wrongful termination claim exists unless an exception applies

What at-will employment means for employers:

Right to terminate employees without providing a reason
No obligation to provide progressive discipline or warnings
Flexibility in workforce management decisions
Must still comply with all anti-discrimination and retaliation protections

Exceptions to At-Will Employment:

Four main categories of exceptions limit at-will employment in Wyoming:

1. Contractual Exceptions

Employment contracts, collective bargaining agreements, and employee handbooks may create binding commitments that limit at-will employment. If an employer makes specific promises regarding job security, termination procedures, or grounds for dismissal, these may be legally enforceable.

2. Public Policy Exception

Termination that violates public policy is prohibited. This includes:

Retaliation for filing a workers’ compensation claim
Retaliation for reporting workplace safety violations
Termination for refusing to commit an illegal act
Discharge for exercising a legal right (such as voting or jury duty)

Source: Wyoming common law
Recognized exception: Public policy violations may give rise to wrongful discharge claims

3. Anti-Discrimination Protections

Termination based on protected characteristics violates Wyoming and federal anti-discrimination laws. Protected classes are detailed in Section 3 of this guide.

Source: Wyoming Fair Employment Practices Act, Wyoming Statutes § 27-9-101 through § 27-9-106
Official text: https://wyoleg.gov/
Also protected by: Federal civil rights laws (Title VII, ADA, ADEA, etc.)

4. Anti-Retaliation Protections

Termination in retaliation for engaging in protected activities is prohibited, including:

Filing a discrimination complaint
Participating in an investigation
Filing a wage claim
Reporting workplace safety violations
Engaging in protected union activities

Source: Various federal and state statutes
Primary enforcement: Wyoming Department of Workforce Services, EEOC, OSHA, NLRB

1.2 Labor Law vs. Employment Law

Understanding the distinction between labor law and employment law is important for both employees and employers in Wyoming.

Employment Law:

Employment law is the broader framework that governs the relationship between employers and individual employees. It includes:

Wage and hour requirements
Discrimination and harassment protections
Workplace safety standards
Employee benefits regulations
Termination and wrongful discharge
Privacy rights
Workers’ compensation

Labor Law:

Labor law is a subset of employment law that specifically addresses collective labor relations, including:

Union organizing and representation
Collective bargaining
Union elections
Strikes and picketing
Unfair labor practices
Union security agreements

Distinction in Wyoming:

Wyoming is a right-to-work state, which means employees cannot be required to join a union or pay union dues as a condition of employment.

Source: Wyoming Constitution, Article I, Section 22
Text: “No person shall be denied the opportunity to obtain or retain employment because of nonmembership in a labor organization, or shall the state, or any subdivision thereof, or any corporation, individual or association of any kind enter into any agreement, written or oral, which excludes any person from employment or continuation of employment because of nonmembership in a labor organization.”
Official text: https://wyoleg.gov/

Right-to-Work Implications:

Employees cannot be compelled to join unions
Employees cannot be required to pay union dues
Union security clauses in contracts are void
Applies to both private and public sector employment

Federal Labor Law Application:

The National Labor Relations Act (NLRA) applies in Wyoming, providing:

Right to organize unions
Right to engage in collective bargaining
Protection against employer interference with union activities
Protection against unfair labor practices

Source: National Labor Relations Act, 29 U.S.C. § 151 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section151
Enforcement: National Labor Relations Board
Website: https://www.nlrb.gov/

When Each Applies:

Employment law applies to all Wyoming workers in covered workplaces. Labor law applies primarily to unionized workplaces or workplaces where union organizing is occurring.

For most Wyoming employees and employers, employment law requirements (not labor law) govern the workplace relationship.

Employee Rights in Wyoming

2.1 Wage and Hour Rights

Wyoming wage and hour law establishes minimum standards for employee compensation, though the state relies heavily on federal law for most protections.

Minimum Wage

Wyoming State Minimum Wage (2026): $5.15 per hour

Statutory Authority: Wyoming Statutes § 27-4-202
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

According to Wyoming Statutes § 27-4-202(a):

“The minimum wage paid to employees in Wyoming shall be not less than five dollars and fifteen cents ($5.15) per hour.”

However, most Wyoming employees are covered by federal law:

Federal Minimum Wage (2026): $7.25 per hour

Source: Fair Labor Standards Act, 29 U.S.C. § 206(a)(1)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206
DOL guidance: https://www.dol.gov/agencies/whd/minimum-wage

The federal minimum wage applies to employees of enterprises engaged in interstate commerce or in the production of goods for interstate commerce, which includes the vast majority of Wyoming employers.

Practical Application:

When both state and federal minimum wage laws apply, employers must pay the higher of the two rates. Therefore, most Wyoming employees must be paid at least $7.25 per hour (the federal minimum wage).

Exceptions to Minimum Wage Coverage:

Certain employees may not be covered by federal minimum wage requirements:

According to U.S. Department of Labor guidance: “The FLSA does not cover certain workers, including… casual babysitters and persons employed as companions to the elderly or infirm.”

Source: Fair Labor Standards Act
DOL guidance: https://www.dol.gov/agencies/whd/flsa
Publication date: Current as of January 2026

Other exemptions may include:

Outside salespeople
Certain agricultural workers
Certain seasonal amusement or recreational establishment employees
Newspaper delivery workers

Tipped Employees:

Wyoming minimum wage for tipped employees: $2.13 per hour

Statutory Authority: Wyoming Statutes § 27-4-202(b)

According to Wyoming Statutes § 27-4-202(b):

“Effective April 1, 2001 and thereafter, all employers who employ tipped employees shall not pay less than two dollars and thirteen cents ($2.13) per hour to his tipped employees. Provided further, if the wage paid by the employer combined with the tips received by the employee during a given pay period does not equal at least the applicable minimum wage as prescribed in subsection (a) of this section, the employer shall pay the difference to the tipped employee.”

Source: Wyoming Statutes § 27-4-202(b)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Requirements for tipped employees:

Employer may pay $2.13 per hour as cash wage
Tips plus cash wage must equal at least $7.25 per hour (federal minimum)
Employer must make up any shortfall
Employees must furnish monthly tip records to employer

Federal Tipped Employee Rules Also Apply:

Source: Fair Labor Standards Act, 29 U.S.C. § 203(m)
DOL tip credit guidance: https://www.dol.gov/agencies/whd/fact-sheets/15-flsa-tipped-employees

Overtime Requirements

Wyoming does not have state-specific overtime requirements. Federal law applies.

Federal Overtime Requirements:

Rate: 1.5 times the regular rate of pay
Threshold: Hours worked over 40 in a workweek

According to Fair Labor Standards Act, 29 U.S.C. § 207(a)(1):

“Except as otherwise provided in this section, 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
DOL overtime guidance: https://www.dol.gov/agencies/whd/overtime

Wyoming Overtime for Public Works Projects:

Wyoming law does provide specific overtime requirements for public works projects.

According to Wyoming Department of Workforce Services FAQs, published September 2023:

“State law provides time and one-half overtime pay for all laborers, workmen, or mechanics employed upon any public works project of the state of Wyoming, or of any county, city, town, or of any political subdivision thereof for work in excess of eight hours in a day, or 40 hours in one week.”

Source: Wyoming Statutes § 27-6-101 through § 27-6-115
Published by: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Date: September 5, 2023

This overtime requirement applies only to public works projects, not to private sector employment.

Overtime Exemptions:

Certain employees are exempt from federal overtime requirements, including:

Executive, administrative, and professional employees meeting specific criteria
Outside sales employees
Certain computer employees
Certain highly compensated employees

Source: Fair Labor Standards Act, 29 U.S.C. § 213
DOL exemptions guidance: https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime

Meal and Rest Break Requirements

Wyoming does not require employers to provide meal periods or rest breaks.

According to Wyoming Department of Workforce Services FAQs, published September 2023:

“Wyoming law does not require that employers provide any breaks to their employees.”

Source: Wyoming Department of Workforce Services FAQs
Available at: https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Verified: January 21, 2026
Search conducted: Wyoming Statutes Title 27 reviewed; no meal or rest break requirements found

Federal Law on Breaks:

Federal law does not require meal or rest breaks for adult employees.

According to U.S. Department of Labor, Wage and Hour Division:

“Federal law does not require lunch or coffee breaks. However, when employers do offer short breaks (usually lasting about 5 to 20 minutes), federal law considers the breaks as compensable work hours that would be included in the sum of hours worked during the work week and considered in determining if overtime was worked.”

Source: U.S. Department of Labor, Wage and Hour Division
Available at: https://www.dol.gov/general/topic/workhours/breaks
Topic: Breaks and Meal Periods

Practical Implications:

Employers are not required to provide any breaks
If employers choose to provide short breaks (5-20 minutes), they must be paid
Meal periods (typically 30 minutes or more) may be unpaid if employee is completely relieved of duties
Break policies are determined by employer policy or employment contracts

Paycheck Frequency and Final Paycheck Requirements

Regular Paycheck Requirements:

Wyoming law requires specific employers to pay employees on a semi-monthly basis.

According to Wyoming Statutes § 27-4-101(a):

“Every person, firm or corporation, engaged in the operation of any railroad, mine, refinery, and work incidental to prospecting for, or the production of, oil and gas, or other factory, mill or workshop, within the state of Wyoming, shall, on or before the first day of each month, pay their employees the wages earned by them during the first half of the preceding month ending with the fifteenth day of the month, and on or before the fifteenth day of each month pay their employees the wages earned by them during the last half of the preceding month.”

Source: Wyoming Statutes § 27-4-101(a)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Covered employers:

Railroads
Mines
Refineries
Oil and gas operations
Factories, mills, workshops

Payment schedule:

By the 1st of each month: wages earned during the first half of the preceding month (1st-15th)
By the 15th of each month: wages earned during the second half of the preceding month (16th-end)

Employers not covered: Most other Wyoming employers have no state-mandated paycheck frequency requirement and may establish their own pay schedules.

Final Paycheck Requirements:

According to Wyoming Department of Workforce Services FAQs, published September 2023:

“Employees who separate from employment for any reason (including terminations, resignations and layoffs) must be paid all final wages by the next regularly scheduled payday.”

Source: Wyoming Statutes § 27-4-501 and § 27-4-507
Published by: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Date: September 5, 2023

Timing for final paycheck:

Payment must be made no later than the employer’s usual practice on regularly scheduled payroll dates
No requirement for immediate payment
Applies to voluntary resignations, terminations, and layoffs

Unused Vacation Pay:

According to Wyoming Department of Workforce Services guidance:

“With regard to unused vacation days, an employer may provide that this will not be paid upon cessation of employment if the written policies of the employer provide that accrued vacation is forfeited upon termination of employment and the written policies are acknowledged in writing by the employee.”

Source: Wyoming Statutes § 27-4-507, Wyoming Statutes § 27-4-501(a)(iii), and Attorney General Opinion No. 53
Published by: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Date: September 5, 2023

Key requirements:

Vacation payout upon termination depends on employer policy
Policy must be in writing
Employee must acknowledge the policy in writing
If policy states vacation is forfeited, employer need not pay out

Child Labor Protections

Federal child labor laws apply in Wyoming.

Source: Fair Labor Standards Act, 29 U.S.C. § 212
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section212
DOL child labor guidance: https://www.dol.gov/agencies/whd/child-labor

General protections:

Minimum age of 14 for most non-agricultural employment
Restrictions on hours for workers under 16
Prohibition on hazardous occupations for workers under 18
Special provisions for agricultural employment

2.2 Paid Sick Leave

Wyoming does not have a state-mandated paid sick leave law.

Search conducted:

Wyoming Legislature website: https://wyoleg.gov/
Search terms: “paid sick leave”, “sick time”, “paid leave”
Date: January 21, 2026
Result: No relevant state sick leave legislation found

Federal Requirements:

There is no federal law requiring private employers to provide paid sick leave to employees.

Source: U.S. Department of Labor
Available at: https://www.dol.gov/general/topic/workhours/sickleave
Statement: Federal law does not require sick leave. The Family and Medical Leave Act (FMLA) provides unpaid leave for certain medical situations, but there is no federal paid sick leave requirement for private employers.

For Wyoming employees: Paid sick leave policies are determined by:

Employer policy
Employment contracts
Collective bargaining agreements (if applicable)
Employer discretion

Some employers may voluntarily offer paid sick leave as a benefit.

2.3 Family and Medical Leave

Wyoming does not have a state family and medical leave law beyond federal requirements.

Federal Family and Medical Leave Act (FMLA):

The FMLA provides eligible employees with unpaid, job-protected leave for specified family and medical reasons.

Coverage:

Employers with 50 or more employees
Employees who have worked for the employer for at least 12 months
Employees who have worked at least 1,250 hours in the 12 months before leave
Employees who work at a location where 50 or more employees work within 75 miles

Source: Family and Medical Leave Act, 29 U.S.C. § 2601 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section2601
DOL FMLA guidance: https://www.dol.gov/agencies/whd/fmla

Leave entitlement:

Up to 12 weeks of unpaid leave in a 12-month period for:
- Birth and care of newborn child
- Placement of a child for adoption or foster care
- Care for immediate family member with a serious health condition
- Employee’s own serious health condition
- Qualifying exigencies related to military service
Up to 26 weeks of unpaid leave in a single 12-month period to care for a covered servicemember with a serious injury or illness

Job protection:

Right to return to same or equivalent position
Continuation of health insurance during leave
Protection against retaliation

2.4 Other Leave Rights

Voting Leave

Wyoming provides limited voting leave.

According to Wyoming Statutes § 22-2-115:

“Any elector entitled to vote at any general, special or primary election is entitled to absent himself from his duties or employment for a period of one (1) hour to vote, other than his lunch hour or any other time off. The employee shall not because of the absence be liable to any penalty, nor shall any deduction be made on account thereof from his usual salary or wages.”

Source: Wyoming Statutes § 22-2-115
Official text: https://wyoleg.gov/

Requirements:

Up to one hour of paid time off to vote
Does not apply if employee has three consecutive hours before or after work while polls are open
Cannot be lunch hour or other scheduled time off
Protected from penalties or wage deductions

Jury Duty Leave

Wyoming prohibits employer retaliation for jury service.

Source: Wyoming Statutes § 1-11-401
Official text: https://wyoleg.gov/

Protections:

Employees cannot be terminated, threatened, or coerced for serving on a jury
No requirement for employers to provide paid jury duty leave
Protection against intimidation or job loss

Military Leave

Federal law provides employment protections for military service members.

Source: Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. § 4301 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title38-section4301
DOL USERRA guidance: https://www.dol.gov/agencies/vets/programs/userra

Protections include:

Right to reemployment after military service
Accumulation of seniority during service
Health insurance continuation
Protection against discrimination based on military service

Discrimination Laws in Wyoming

3.1 Overview of Anti-Discrimination Protections

Wyoming prohibits employment discrimination through the Wyoming Fair Employment Practices Act and through applicable federal civil rights laws. These laws make it illegal for employers to discriminate against employees or job applicants based on protected characteristics in hiring, firing, compensation, terms and conditions of employment, and other employment decisions.

State Law Framework:

Source: Wyoming Fair Employment Practices Act
Citation: Wyoming Statutes § 27-9-101 through § 27-9-106
Official text: https://wyoleg.gov/statutes/compress/title27.pdf
Last amended: Various dates, current as of 2026

Covered employers:

According to Wyoming Statutes § 27-9-104(b):

“‘Employer’ shall mean the state of Wyoming or any political subdivision or board, commission, department, institution or school district thereof, and every other person employing two (2) or more employees within the state; but it does not mean religious organizations or associations.”

Source: Wyoming Statutes § 27-9-104(b)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Coverage:

State government and political subdivisions
Private employers with 2 or more employees
Excludes religious organizations and associations

Federal Law Framework:

Multiple federal civil rights laws prohibit employment discrimination and apply to Wyoming employers:

Title VII of the Civil Rights Act of 1964 (employers with 15+ employees)
Age Discrimination in Employment Act (employers with 20+ employees)
Americans with Disabilities Act (employers with 15+ employees)
Genetic Information Nondiscrimination Act (employers with 15+ employees)
Equal Pay Act (applies to most employers)

3.2 Protected Classes Under Wyoming Law

Wyoming law prohibits discrimination based on the following protected characteristics:

According to Wyoming Statutes § 27-9-105:

State-Protected Classes:

Age (40 years and older)
Sex
Race
Creed (religion)
Color
National origin
Ancestry
Pregnancy
Disability (qualified disabled persons)
Tobacco use outside of employment (with exceptions)

Source: Wyoming Statutes § 27-9-105
Citation: Wyoming Statutes § 27-9-105(a)(i) and (ii)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Specific statutory language:

According to Wyoming Statutes § 27-9-105(a)(i):

“For an employer to refuse to hire, to discharge, to promote or demote, or to discriminate in matters of compensation or the terms, conditions or privileges of employment against, a qualified disabled person or any person otherwise qualified, because of age, sex, race, creed, color, national origin, ancestry or pregnancy.”

According to Wyoming Statutes § 27-9-105(a)(ii):

“For a person, an employment agency, a labor organization, or its employees or members, to discriminate in matters of employment or membership against any person, otherwise qualified, because of age, sex, race, creed, color, national origin, ancestry or pregnancy, or a qualified disabled person.”

Age Discrimination:

According to Wyoming Statutes § 27-9-105(b):

“The prohibitions against discrimination based on age in this section apply only to persons at least forty (40) years of age.”

Source: Wyoming Statutes § 27-9-105(b)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Protection applies to workers aged 40 and older.

Disability Discrimination:

According to Wyoming Statutes § 27-9-105(d):

“As used in this section ‘qualified disabled person’ means a disabled person who is capable of performing a particular job, or who would be capable of performing a particular job with reasonable accommodation to his disability.”

Source: Wyoming Statutes § 27-9-105(d)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Tobacco Use Protection:

According to Wyoming Statutes § 27-9-105(a)(iv):

“For an employer to require as a condition of employment that any employee or prospective employee use or refrain from using tobacco products outside the course of his employment, or otherwise to discriminate against any person in matters of compensation or the terms, conditions or privileges of employment on the basis of use or nonuse of tobacco products outside the course of his employment unless it is a bona fide occupational qualification that a person not use tobacco products outside the workplace.”

Source: Wyoming Statutes § 27-9-105(a)(iv)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Employers cannot discriminate based on off-duty tobacco use unless it is a bona fide occupational qualification (such as for firefighters).

3.3 Protected Classes Under Federal Law

Federal civil rights laws provide additional protections that apply in Wyoming.

Title VII of the Civil Rights Act of 1964:

According to Title VII, 42 U.S.C. § 2000e-2(a)(1):

“It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.”

Source: Title VII of the Civil Rights Act
Citation: 42 U.S.C. § 2000e-2(a)(1)
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

Protected classes under Title VII:

Race
Color
Religion
Sex (including pregnancy, sexual orientation, and gender identity)
National origin

Coverage: Employers with 15 or more employees

Age Discrimination in Employment Act (ADEA):

Source: Age Discrimination in Employment Act
Citation: 29 U.S.C. § 621 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section621
EEOC guidance: https://www.eeoc.gov/laws/statutes/adea.cfm

Protected class: Age (40 and older)
Coverage: Employers with 20 or more employees

Americans with Disabilities Act (ADA):

Source: Americans with Disabilities Act
Citation: 42 U.S.C. § 12101 et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12101
EEOC guidance: https://www.eeoc.gov/laws/statutes/ada.cfm

Protected class: Qualified individuals with disabilities
Coverage: Employers with 15 or more employees

Genetic Information Nondiscrimination Act (GINA):

Source: Genetic Information Nondiscrimination Act
Citation: 42 U.S.C. § 2000ff et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000ff
EEOC guidance: https://www.eeoc.gov/laws/statutes/gina.cfm

Protected class: Genetic information
Coverage: Employers with 15 or more employees

Pregnancy Discrimination Act:

Source: Pregnancy Discrimination Act (amendment to Title VII)
Citation: 42 U.S.C. § 2000e(k)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e
EEOC guidance: https://www.eeoc.gov/laws/statutes/pregnancy.cfm

Protected: Pregnancy, childbirth, and related medical conditions
Coverage: Employers with 15 or more employees

3.4 Types of Prohibited Discrimination

Wyoming and federal law prohibit several forms of discriminatory conduct:

Disparate Treatment:

Treating an employee or applicant less favorably because of their protected characteristic. This includes decisions about:

Hiring and recruitment
Termination and layoffs
Promotion and demotion
Compensation and benefits
Job assignments
Training opportunities
Discipline

Disparate Impact:

Employment policies or practices that appear neutral but have a disproportionately negative effect on a protected class, unless the practice is job-related and consistent with business necessity.

Harassment:

Unwelcome conduct based on a protected characteristic that creates a hostile work environment or results in an adverse employment action.

Retaliation:

Adverse action against an employee for:

Filing a discrimination complaint
Participating in an investigation
Opposing discriminatory practices
Exercising rights under discrimination laws

3.5 Sexual Harassment

Sexual harassment is a form of sex discrimination prohibited under both Wyoming and federal law.

Federal Definition:

According to Equal Employment Opportunity Commission guidance:

“Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.”

Source: EEOC Sexual Harassment Guidance
Available at: https://www.eeoc.gov/sexual-harassment
Last updated: Current as of January 2026

Two Types of Sexual Harassment:

1. Quid Pro Quo Harassment:

Occurs when submission to or rejection of sexual conduct is used as the basis for employment decisions affecting the individual. Examples include:

Supervisor conditioning a promotion on sexual favors
Threatening adverse action for rejecting sexual advances
Promising benefits in exchange for sexual conduct

2. Hostile Work Environment Harassment:

Occurs when unwelcome sexual conduct unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment. This may include:

Offensive sexual comments or jokes
Unwanted physical contact
Display of sexually suggestive materials
Repeated unwanted sexual advances
Sexual comments about a person’s body or appearance

Employer Liability:

Employers may be held liable for sexual harassment by:

Supervisors (strict liability in quid pro quo cases; vicarious liability in hostile environment cases with affirmative defense)
Co-workers (if employer knew or should have known and failed to take prompt remedial action)
Non-employees (if employer had control over the situation and failed to act)

Source: Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998); Faragher v. City of Boca Raton, 524 U.S. 775 (1998)
EEOC enforcement guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-vicarious-employer-liability-unlawful-harassment-supervisors

Harassment Training Requirements:

Wyoming does not have a state law requiring sexual harassment prevention training.

Search conducted:

Wyoming Legislature website: https://wyoleg.gov/
Wyoming Department of Workforce Services website: https://dws.wyo.gov/
Search terms: “harassment training”, “sexual harassment training requirement”
Date: January 21, 2026
Result: No state-mandated training requirement found

However, employers are strongly encouraged to implement harassment prevention training and policies as best practices to reduce liability and create a respectful workplace.

3.6 Equal Pay Requirements

Wyoming law prohibits gender-based wage discrimination.

According to Wyoming Statutes § 27-4-301:

“No employer shall discriminate, within the same establishment in which the employees are employed, between employees on the basis of gender by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite gender for equal work on jobs the performance of which requires equal skill, effort and responsibility and which are performed under similar working conditions.”

Source: Wyoming Equal Pay Act
Citation: Wyoming Statutes § 27-4-301
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Requirements:

Equal pay for equal work regardless of gender
Work must require equal skill, effort, and responsibility
Work must be performed under similar working conditions
Applies within the same establishment

Exceptions:

Wage differentials are permissible if based on:

Seniority system
Merit system
System measuring earnings by quantity or quality of production
Differential based on any factor other than sex

Federal Equal Pay Act:

The federal Equal Pay Act also prohibits gender-based wage discrimination.

Source: Equal Pay Act of 1963
Citation: 29 U.S.C. § 206(d)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206
EEOC guidance: https://www.eeoc.gov/laws/statutes/epa.cfm

3.7 Enforcement and Remedies

Employees who believe they have experienced discrimination may file complaints with state or federal agencies or pursue private legal action.

Wyoming Fair Employment Program:

The Wyoming Department of Workforce Services, Labor Standards Office operates the Wyoming Fair Employment Program, which investigates discrimination complaints.

Filing Requirements:

According to Wyoming Statutes § 27-9-106(a):

“Any person claiming to be aggrieved by a discriminatory or unfair employment practice may, personally or through his attorney, make, sign and file with the department within six (6) months of the alleged violation a verified, written complaint in duplicate which shall state the name and address of the person, employer, employment agency or labor organization alleged to have committed the discriminatory or unfair employment practice, and which shall set forth the particulars of the claim and contain other information as shall be required by the department.”

Source: Wyoming Statutes § 27-9-106(a)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Deadline: 6 months from the date of the alleged violation

Process:

Employee files written complaint with Wyoming Department of Workforce Services
Department investigates the complaint
Department issues determination
If discrimination found, department may attempt conciliation
If aggrieved party disagrees with determination, may request fair hearing
Hearing conducted pursuant to Wyoming Administrative Procedure Act
Department issues order requiring compliance or remedial action

Available Remedies:

According to Wyoming Statutes § 27-9-106(g), the hearing officer may:

“(i) Require the employer, employment agency or labor organization to cease and desist from the discriminatory or unfair practice;

(ii) Require remedial action which may include hiring, retaining, reinstating or upgrading of employees, referring of applications for employment by a respondent employment agency or the restoration to membership by a respondent labor organization;

(iii) Require the posting of notices, the making of reports as to the manner of compliance and any other relief that the hearing officer deems necessary and appropriate to make the complainant whole; or

(iv) Require the employer, employment agency or labor organization to pay backpay or front pay.”

Source: Wyoming Statutes § 27-9-106(g)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Federal Enforcement – EEOC:

Employees may also file charges with the Equal Employment Opportunity Commission for violations of federal civil rights laws.

EEOC Contact Information:

Wyoming is served by the EEOC Phoenix District Office and Denver Field Office.

Phoenix District Office:
3300 N. Central Avenue, Suite 690
Phoenix, AZ 85012
Phone: 1-800-669-4000
TTY: 1-800-669-6820

Denver Field Office:
950 17th Street, Suite 1800
Denver, CO 80202
Phone: 1-800-669-4000
TTY: 1-800-669-6820

EEOC website: https://www.eeoc.gov/
File a charge online: https://publicportal.eeoc.gov/Portal/Login.aspx

EEOC Filing Deadline:

180 days from the date of discrimination (extended to 300 days if state law also applies)

Source: Title VII of the Civil Rights Act, 42 U.S.C. § 2000e-5(e)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-5
EEOC charge filing information: https://www.eeoc.gov/how-file-charge-employment-discrimination

Reasonable Accommodations

4.1 Disability Accommodation Requirements

Wyoming and federal law require employers to provide reasonable accommodations to qualified individuals with disabilities.

Wyoming Law:

According to Wyoming Statutes § 27-9-105(d):

Source: Wyoming Statutes § 27-9-105(d)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Federal Law – ADA:

The Americans with Disabilities Act requires covered employers (15+ employees) to provide reasonable accommodations to qualified individuals with disabilities unless doing so would cause undue hardship.

Source: Americans with Disabilities Act
Citation: 42 U.S.C. § 12112(b)(5)(A)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12112
EEOC guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Who is a qualified individual with a disability?

According to the ADA:

Has a physical or mental impairment that substantially limits one or more major life activities
Has a record of such an impairment
Is regarded as having such an impairment
Can perform the essential functions of the job with or without reasonable accommodation

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:

Modified work schedules
Reassignment to a vacant position
Acquisition or modification of equipment or devices
Adjustment of training materials or policies
Provision of qualified readers or interpreters
Making the workplace readily accessible
Telecommuting arrangements

4.2 Interactive Process

Employers and employees may engage in an informal, interactive process to identify appropriate reasonable accommodations.

According to EEOC guidance:

“When an individual with a disability requests a reasonable accommodation, the employer and individual may engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.”

Source: EEOC Enforcement Guidance on Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
Section: The Reasonable Accommodation Process

Interactive Process Steps:

Step 1: Employee Requests Accommodation

Employee notifies employer of need for adjustment or change due to medical condition
Request need not be in writing or use the term “accommodation”
Request must indicate disability-related limitation

Step 2: Employer Gathers Information

Employer may request medical documentation
Documentation may establish that employee has a disability
Documentation may explain why accommodation is needed

Step 3: Employer and Employee Discuss Options

Identify the barriers to job performance
Consider the employee’s preferred accommodation
Explore alternative accommodations if preferred option is not feasible
Evaluate effectiveness and reasonableness of options

Step 4: Employer Selects and Implements Accommodation

Employer chooses effective accommodation
Employer need not provide employee’s first choice if another effective option exists
Implement accommodation in timely manner

Step 5: Monitor Effectiveness

Assess whether accommodation is effective
Make adjustments if needed
Continue interactive process if circumstances change

4.3 Undue Hardship Exception

Employers are not required to provide accommodations that would impose an undue hardship on the operation of the business.

According to the ADA, 42 U.S.C. § 12111(10):

“The term ‘undue hardship’ means an action requiring significant difficulty or expense.”

Source: Americans with Disabilities Act
Citation: 42 U.S.C. § 12111(10)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12111

Factors considered in determining undue hardship:

Nature and cost of the accommodation
Overall financial resources of the facility
Number of employees at the facility
Effect on expenses and resources
Overall financial resources of the covered entity
Type of operation of the covered entity

The undue hardship standard is high. Cost alone is not usually sufficient to establish undue hardship unless the accommodation would be unduly expensive relative to employer resources.

4.4 Religious Accommodations

Employers must reasonably accommodate employees’ sincerely held religious beliefs, practices, and observances unless doing so would cause undue hardship.

Source: Title VII of the Civil Rights Act
Citation: 42 U.S.C. § 2000e(j)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e
EEOC guidance: https://www.eeoc.gov/laws/guidance/section-12-religious-discrimination

Examples of religious accommodations:

Schedule changes to observe religious holidays or Sabbath
Voluntary shift substitutions or swaps
Flexible scheduling
Exceptions to dress or grooming policies
Use of prayer breaks or prayer space
Exemption from certain duties that conflict with religious beliefs

Undue hardship for religious accommodation:

According to Groff v. DeJoy, 143 S. Ct. 2279 (2023), undue hardship means “substantial increased costs in relation to the conduct of its particular business.”

Source: Groff v. DeJoy, 143 S. Ct. 2279 (2023)
EEOC updated guidance: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation

4.5 Pregnancy Accommodations

Employers must treat pregnant employees the same as other employees similar in their ability or inability to work.

Source: Pregnancy Discrimination Act
Citation: 42 U.S.C. § 2000e(k)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e

The Pregnant Workers Fairness Act, effective June 27, 2023, requires covered employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions.

Source: Pregnant Workers Fairness Act
Citation: 42 U.S.C. § 2000gg et seq.
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000gg
EEOC guidance: https://www.eeoc.gov/laws/guidance/pregnant-workers-fairness-act-frequently-asked-questions
Effective date: June 27, 2023

Coverage: Employers with 15 or more employees

Examples of pregnancy accommodations:

Ability to sit or drink water
Receive closer parking
Have flexible hours
Receive appropriately sized uniforms and safety apparel
Receive additional break time to use the bathroom, eat, and rest
Take leave or time off to recover from childbirth
Be excused from strenuous activities and/or activities that involve exposure to compounds not safe for pregnancy
Receive light duty
Have access to telework

4.6 How to Request Accommodations

For Employees:

Notify your employer of your need for an accommodation
Explain that you need an adjustment or change at work due to a medical condition, disability, pregnancy, or religious practice
Be prepared to provide medical documentation if requested
Discuss possible accommodations with your employer
If accommodation is denied, ask for explanation in writing

You do not need to use specific words like “reasonable accommodation” or “ADA” when making a request. A simple statement that you need an adjustment due to a medical condition is sufficient to trigger the interactive process.

For Employers:

Train supervisors and managers to recognize accommodation requests
Respond promptly to all accommodation requests
Engage in good-faith interactive process
Request only job-related medical documentation
Consider employee’s preferred accommodation
Explore all possible accommodations before denying request
Document the interactive process
Implement chosen accommodation promptly
Keep all medical information confidential
Do not retaliate against employees who request accommodations

Employer Obligations in Wyoming

5.1 Required Workplace Postings

Wyoming employers must display various state and federal workplace notices in locations accessible to all employees.

Federal Workplace Posting Requirements:

According to U.S. Department of Labor:

All private employers must display the following federal posters:

1. Fair Labor Standards Act (FLSA) Poster

“Employee Rights Under the Fair Labor Standards Act”
Required for all employers covered by FLSA

Source: U.S. Department of Labor
Download: https://www.dol.gov/agencies/whd/posters

2. Equal Employment Opportunity (EEO) Poster

“EEO is the Law”
Required for employers with 15+ employees

Source: Equal Employment Opportunity Commission
Download: https://www.eeoc.gov/poster

3. Occupational Safety and Health Act (OSHA) Poster

“Job Safety and Health: It’s the Law”
Required for most employers

Source: Occupational Safety and Health Administration
Download: https://www.osha.gov/sites/default/files/publications/osha3165.pdf

4. Employee Polygraph Protection Act Poster

Required for most private employers
Not applicable to certain security and pharmaceutical employers

Source: U.S. Department of Labor
Download: https://www.dol.gov/agencies/whd/posters

5. Family and Medical Leave Act (FMLA) Poster

Required for covered employers (50+ employees within 75 miles)

Source: U.S. Department of Labor
Download: https://www.dol.gov/agencies/whd/posters/fmla

6. Uniformed Services Employment and Reemployment Rights Act (USERRA)

“Your Rights Under USERRA”
Required for most employers

Source: U.S. Department of Labor
Download: https://www.dol.gov/agencies/vets/programs/userra/poster

Wyoming State Posting Requirements:

According to Wyoming Department of Workforce Services:

Wyoming employers must post the following state notices:

1. Wyoming Minimum Wage Poster

Source: Wyoming Department of Workforce Services
Download: https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/
Available: Wyoming-Specific Labor Law Posters (includes minimum wage)

2. Workers’ Compensation Notice

Required for all employers with workers’ compensation coverage

Source: Wyoming Department of Workforce Services
Download: https://dws.wyo.gov/dws-division/workers-compensation/

3. Unemployment Insurance Poster

Information about unemployment insurance benefits

Source: Wyoming Department of Workforce Services
Download: https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/

4. Wyoming OSHA Poster

State workplace safety requirements

Source: Wyoming Department of Workforce Services
Download: https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/

5. Workers’ Rights Poster

Wyoming employment law information

Source: Wyoming Department of Workforce Services
Download: https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/

Posting Locations:

All required posters must be displayed:

In conspicuous places
Where they are readily accessible to employees and job applicants
In areas where employees typically gather or pass through
In languages understood by employees if significant portion of workforce is not English-proficient

Verification:
Source: Wyoming Department of Workforce Services website
Available at: https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/
Last verified: January 21, 2026

5.2 New Hire Reporting

Wyoming employers must report all newly hired employees to the Wyoming Department of Workforce Services.

According to Wyoming Statutes § 27-1-115(b):

“Except as provided in subsection (c) of this section, each employer in the state shall furnish to the department of workforce services within twenty (20) days of hiring a new employee, or in the case of an employer transmitting reports magnetically or electronically, by two (2) monthly transmissions not less than twelve (12) days nor more than sixteen (16) days apart, a report that contains the name, address and social security number of the employee, the date services for remuneration were first performed by the employee and the name and address of, and identifying number assigned to, the employer under section 6109 of the Internal Revenue Code.”

Source: Wyoming Statutes § 27-1-115(b)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Reporting Requirements:

Report must be filed within 20 days of hire
Electronic/magnetic reporters may use two monthly transmissions
Report using W-4 form or equivalent form approved by department
May be transmitted by mail, electronically, or magnetically

Required Information:

Employee’s name
Employee’s address
Employee’s Social Security number
Date services first performed
Employer’s name and address
Employer’s federal identification number

Purpose:

New hire reporting assists with:

Locating individuals for child support enforcement
Establishing paternity
Establishing, modifying, and enforcing child support obligations
Unemployment insurance administration
Workers’ compensation administration

Reporting Portal:

New hire reports are submitted to Wyoming Department of Workforce Services.

Contact Information:
Wyoming Department of Workforce Services
122 West 25th Street, Suite E600
Cheyenne, WY 82002
Phone: (307) 235-3217

Website: https://dws.wyo.gov/

5.3 Recordkeeping Requirements

Employers must maintain various employment records as required by federal and state law.

Federal Recordkeeping Requirements – FLSA:

According to Fair Labor Standards Act regulations:

Employers must keep payroll records, collective bargaining agreements, sales and purchase records for at least 3 years.

Employers must keep employee time cards, wage rate tables, work schedules, and records of additions to or deductions from wages for at least 2 years.

Source: Fair Labor Standards Act regulations
Citation: 29 C.F.R. § 516.5 and § 516.6
Official text: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-A/part-516
DOL recordkeeping guidance: https://www.dol.gov/agencies/whd/fact-sheets/21-flsa-recordkeeping

Records to maintain for 3 years:

Employee’s full name and Social Security number
Address, including zip code
Birth date (if younger than 19)
Sex and occupation
Time and day of week when employee’s workweek begins
Hours worked each day and total hours worked each workweek
Basis on which employee’s wages are paid
Regular hourly pay rate
Total daily or weekly straight-time earnings
Total overtime earnings for the workweek
All additions to or deductions from wages
Total wages paid each pay period
Date of payment and pay period covered

Records to maintain for 2 years:

Basic employment and earnings records
Wage rate tables
Work time schedules
Records of additions to or deductions from wages

I-9 Form Requirements:

Employers must complete and retain Form I-9 for all employees hired after November 6, 1986.

Source: Immigration and Nationality Act
Citation: 8 U.S.C. § 1324a
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title8-section1324a
USCIS guidance: https://www.uscis.gov/i-9

Retention requirements:

Keep completed I-9 for 3 years after date of hire, OR
1 year after employment ends, whichever is later

Wyoming-Specific Records:

Employers may maintain records of:

New hire reports submitted
Workplace injury reports
Workers’ compensation coverage documentation
Unemployment insurance tax records
Wage payment records

Record Access:

Employers must make records available for inspection by authorized representatives of the Wyoming Department of Workforce Services and federal agencies.

5.4 Form I-9 and E-Verify

Form I-9 – Employment Eligibility Verification:

All U.S. employers must complete Form I-9 for each employee hired.

Purpose: Verify identity and employment authorization

Timing:

Complete Section 1 on employee’s first day of work
Complete Section 2 within 3 business days of employee’s first day
Re-verify or update as needed in Section 3

Source: U.S. Citizenship and Immigration Services
Form download: https://www.uscis.gov/i-9
Instructions: https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274

Acceptable Documents:

Employees must present documentation from:

List A (documents that establish both identity and employment authorization), OR
One document from List B (identity) AND one document from List C (employment authorization)

E-Verify:

E-Verify is an internet-based system that compares information from Form I-9 to government records to confirm employment eligibility.

Source: U.S. Citizenship and Immigration Services
Website: https://www.e-verify.gov/

Wyoming E-Verify Requirements:

Wyoming does not mandate E-Verify participation for private employers.

Search conducted:

Wyoming Legislature website: https://wyoleg.gov/
Search terms: “E-Verify”, “employment verification”
Date: January 21, 2026
Result: No state E-Verify mandate found

However, federal contractors may be required to use E-Verify under federal acquisition regulations.

Voluntary Participation:

Employers may voluntarily enroll in E-Verify. Benefits include:

Improved accuracy of employment eligibility verification
Protection against certain civil penalties
Compliance tool for immigration verification

5.5 Wage Payment Requirements

Covered Wyoming employers must follow specific wage payment schedules.

According to Wyoming Statutes § 27-4-101(a):

Source: Wyoming Statutes § 27-4-101(a)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Covered employers:

Railroads
Mines
Refineries
Oil and gas operations (including work incidental to prospecting or production)
Factories
Mills
Workshops

Payment schedule:

1st of each month: wages earned 1st-15th of preceding month
15th of each month: wages earned 16th-end of preceding month

Method of Payment:

Wyoming law does not require employers to provide written pay statements or mandate specific payment methods.

According to Wyoming Department of Workforce Services FAQs, published September 2023:

“There is nothing prohibiting an employer of depositing wages due in an account in any financial institution authorized by the United States or any state if the employee has voluntarily authorized such request.”

Source: Wyoming Statutes § 27-4-101(b)
Published by: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/
Date: September 5, 2023

Permissible payment methods:

Cash
Check
Direct deposit (with employee authorization)

Wage Deductions:

Employers may make deductions from wages only as permitted by law or with employee authorization.

Permissible deductions include:

Taxes required by law
Court-ordered garnishments
Deductions authorized in writing by employee
Deductions for uniforms or equipment (if authorized)

Filing Complaints

6.1 When to File a Complaint

Employees may file complaints when they believe their employer has violated employment laws. Common situations include:

Unpaid wages or minimum wage violations
Unpaid overtime
Discrimination based on protected characteristics
Sexual or other harassment
Retaliation for engaging in protected activities
Denial of reasonable accommodations
Workplace safety violations
Wrongful termination

The appropriate agency for filing depends on the nature of the complaint.

6.2 Wyoming Department of Workforce Services – Wage Claims

For wage and hour violations, file with Wyoming Department of Workforce Services, Labor Standards Office.

Jurisdiction:

Unpaid wages
Minimum wage violations
Wage payment timing violations
Final paycheck issues
Illegal wage deductions

Filing Deadline:

According to Wyoming Department of Workforce Services guidance, wage claims may be filed within a reasonable time after the violation occurs. Wyoming law does not specify a statute of limitations for wage claims, but prompt filing preserves rights.

How to File:

Online: File wage claim online at Wyoming Department of Workforce Services website

Contact Information:
Wyoming Department of Workforce Services
Labor Standards Office
122 West 25th Street, Suite E600
Cheyenne, WY 82002
Phone: (307) 235-3217
Email: dws-lso@wyo.gov

Website: https://dws.wyo.gov/dws-division/labor-standards/
File claim: https://dws.wyo.gov/dws-division/labor-standards/

Process:

Employee files written complaint
Department investigates claim
Department attempts mediation between parties
Department may issue determination
Department may assist with collection if wages owed
Either party may request administrative hearing if dissatisfied

Required Information:

Your name and contact information
Employer’s name and address
Description of wage violation
Amount of wages claimed
Dates of employment
Pay rate and pay schedule
Documentation (pay stubs, time records, etc.)

6.3 Wyoming Fair Employment Program – Discrimination Claims

For discrimination, harassment, or retaliation claims, file with Wyoming Department of Workforce Services, Wyoming Fair Employment Program.

Filing Deadline: 6 months from date of alleged violation

According to Wyoming Statutes § 27-9-106(a):

Source: Wyoming Statutes § 27-9-106(a)
Official text: https://wyoleg.gov/statutes/compress/title27.pdf

Contact Information:
Wyoming Department of Workforce Services
Wyoming Fair Employment Program
Labor Standards Office
122 West 25th Street, Suite E600
Cheyenne, WY 82002
Phone: (307) 235-3217

Website: https://dws.wyo.gov/dws-division/labor-standards/
Information: https://dws.wyo.gov/dws-division/labor-standards/your-labor-rights/

Intake Questionnaires:

The Wyoming Fair Employment Program provides intake questionnaires to assist with filing discrimination charges. These are available on the department’s website.

Source: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/your-labor-rights/
Resources: “Steps in filing a charge of discrimination with the Wyoming Fair Employment Program/Equal Employment Opportunity Commission”

Process:

According to Wyoming Department of Workforce Services:

Charging party completes intake questionnaire
Compliance officer reviews and sends charge draft to charging party OR requests additional information
Charging party signs and notarizes charge draft
Charge is officially filed
Respondent (employer) served with charge within 10 days
Respondent given 30 days to respond (extensions possible)
Charging party given 14 days to rebut respondent’s answer
Department investigates
Department issues determination
If violation found, department may attempt conciliation
Either party may request fair hearing if aggrieved by determination

Source: Wyoming Department of Workforce Services
Available at: https://dws.wyo.gov/dws-division/labor-standards/resources/
Date: July 23, 2025

6.4 Equal Employment Opportunity Commission (EEOC) – Federal Discrimination Claims

For violations of federal civil rights laws, file charge with EEOC.

Filing Deadline:

180 days from date of discrimination, OR
300 days if state law also prohibits the practice (Wyoming law applies)

Source: Title VII of the Civil Rights Act, 42 U.S.C. § 2000e-5(e)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-5

Contact Information:

Wyoming is served by EEOC field offices in Phoenix and Denver.

Phoenix District Office:
3300 N. Central Avenue, Suite 690
Phoenix, AZ 85012
Phone: 1-800-669-4000
TTY: 1-800-669-6820

Denver Field Office:
950 17th Street, Suite 1800
Denver, CO 80202
Phone: 1-800-669-4000
TTY: 1-800-669-6820

EEOC Public Portal: https://publicportal.eeoc.gov/Portal/Login.aspx
EEOC website: https://www.eeoc.gov/
How to file: https://www.eeoc.gov/how-file-charge-employment-discrimination

Process:

File charge online, by mail, or in person
EEOC sends copy of charge to employer within 10 days
EEOC investigates charge
EEOC makes determination (reasonable cause or no reasonable cause)
If reasonable cause found, EEOC attempts conciliation
If conciliation fails, EEOC may sue or issue right-to-sue letter
Employee may file lawsuit in federal court with right-to-sue letter

Dual Filing:

Charges filed with EEOC are often automatically dual-filed with state agencies and vice versa through work-sharing agreements.

6.5 Occupational Safety and Health Administration (OSHA) – Safety Complaints

For workplace safety and health violations, file complaint with OSHA.

No deadline for filing safety complaints, but file promptly to ensure timely inspection.

Contact Information:

Wyoming is served by OSHA’s Billings Area Office.

OSHA Billings Area Office:
2900 4th Avenue North, Suite 303
Billings, MT 59101
Phone: (406) 247-7494
Fax: (406) 247-7499

OSHA website: https://www.osha.gov/
File complaint online: https://www.osha.gov/workers/file-complaint

How to File:

Online through OSHA website
By phone at 1-800-321-OSHA (6742)
By mail or fax to area office
In person at area office

Types of Complaints:

Imminent danger situations
Workplace hazards
Lack of required safety equipment
Unsafe working conditions
Employer retaliation for safety complaints

Whistleblower Complaints:

OSHA also investigates retaliation complaints under various whistleblower protection statutes.

Deadline: Typically 30 days from retaliatory action (varies by statute)

Source: OSHA Whistleblower Protection Programs
Website: https://www.whistleblowers.gov/
File complaint: https://www.osha.gov/whistleblower/WBComplaint.html

6.6 Private Lawsuit Options

Employees may have the right to file private lawsuits for certain employment law violations.

When Private Lawsuits Are Available:

After receiving right-to-sue letter from EEOC (discrimination claims)
For wage and hour violations under FLSA
For breach of employment contract
For wrongful termination in violation of public policy
For retaliation claims under various statutes

Statute of Limitations:

Deadlines for filing lawsuits vary by claim type. Common limitations periods in Wyoming:

Breach of written contract: 10 years
Breach of oral contract: 8 years
Personal injury claims: 4 years
Wage claims: No specific statute (file promptly)
Federal discrimination claims: 90 days after receiving EEOC right-to-sue letter

Source: Wyoming Statutes §§ 1-3-101 through 1-3-118
Official text: https://wyoleg.gov/

Legal Representation:

Employees considering lawsuits may wish to consult with an employment attorney to evaluate their claims and understand procedural requirements.

To find an attorney, individuals may contact the courts or search for licensed attorneys in Wyoming.

6.7 Quick Reference Table – Where to File

Wage and Hour Violations:

Agency: Wyoming Department of Workforce Services, Labor Standards Office
Phone: (307) 235-3217
Website: https://dws.wyo.gov/dws-division/labor-standards/
File online: Available through department website

Discrimination/Harassment (State Law):

Agency: Wyoming Fair Employment Program
Phone: (307) 235-3217
Deadline: 6 months
Website: https://dws.wyo.gov/dws-division/labor-standards/

Discrimination/Harassment (Federal Law):

Agency: Equal Employment Opportunity Commission
Phone: 1-800-669-4000
Deadline: 300 days (with state claim)
File online: https://publicportal.eeoc.gov/Portal/Login.aspx

Workplace Safety:

Agency: Occupational Safety and Health Administration
Phone: 1-800-321-OSHA (6742)
Deadline: File promptly
File online: https://www.osha.gov/workers/file-complaint

Workers’ Compensation:

Agency: Wyoming Department of Workforce Services, Workers’ Compensation Division
Phone: (307) 777-7441
Website: https://dws.wyo.gov/dws-division/workers-compensation/

Unemployment Insurance:

Agency: Wyoming Department of Workforce Services, Unemployment Insurance Division
Phone: (307) 235-3200
Website: https://dws.wyo.gov/dws-division/unemployment-insurance/

Remote Work in Wyoming

7.1 Key Considerations for Remote Work in Wyoming

Remote work has become increasingly common, and Wyoming employers and employees may find it useful to understand how employment laws apply to remote work arrangements.

At-Will Employment Applies:

Remote work does not change Wyoming’s at-will employment doctrine. Employers can generally terminate remote workers for any legal reason, and remote workers can resign at any time, unless a contract provides otherwise.

Wage and Hour Compliance:

Federal wage and hour laws apply to remote workers. Employers must:

Pay at least federal minimum wage
Track and pay for all hours worked
Pay overtime for non-exempt employees working over 40 hours per week
Ensure remote workers can take meal periods (if provided)

Workers’ Compensation:

Remote workers are generally covered by Wyoming workers’ compensation if injured while performing job duties.

Source: Wyoming Department of Workforce Services, Workers’ Compensation Division
Website: https://dws.wyo.gov/dws-division/workers-compensation/

Workplace Safety:

OSHA requirements generally do not apply to home offices. Employers may wish to ensure remote workers have safe work environments.

According to OSHA:

“OSHA will not conduct inspections of employees’ home offices. OSHA will not hold employers liable for employees’ home offices, and does not expect employers to inspect the home offices of their employees.”

Source: OSHA Directive CPL 02-00-125
Available at: https://www.osha.gov/

Expense Reimbursement:

Wyoming does not have a law requiring employers to reimburse remote workers for business expenses.

Search conducted:

Wyoming Legislature website: https://wyoleg.gov/
Search terms: “expense reimbursement”, “business expenses”
Date: January 21, 2026
Result: No state expense reimbursement requirement found

Reimbursement policies are determined by employer policy or employment agreement.

Technology and Equipment:

Employers may clarify:

What equipment will be provided
Who owns equipment used for work
Security requirements for company data
Internet and phone usage expectations

Discrimination Laws Apply:

All anti-discrimination laws apply equally to remote workers. Employers cannot discriminate against employees based on protected characteristics regardless of work location.

Accommodations for Remote Work:

Telework may be a reasonable accommodation for employees with disabilities or pregnancy-related limitations, depending on job requirements.

7.2 Interstate Remote Work

When Wyoming employers have remote workers in other states, or out-of-state employers have remote workers in Wyoming, additional considerations apply:

Workers may be subject to employment laws of their work location state
Employers may need to register in states where remote workers are located
State income tax withholding may be required in worker’s location state
Unemployment insurance may be owed in worker’s location state

Employers with interstate remote workers may wish to consult with legal and tax professionals regarding compliance.

7.3 Right to Request Remote Work

Wyoming does not have a law giving employees the right to request remote work arrangements.

Search conducted:

Wyoming Legislature website: https://wyoleg.gov/
Search terms: “remote work”, “telework”, “flexible work”
Date: January 21, 2026
Result: No right-to-request remote work legislation found

Remote work arrangements are determined by employer policy and mutual agreement.

7.4 Return-to-Office Mandates

Employers generally have the right to require employees to return to the workplace, subject to:

Contractual obligations (if remote work is guaranteed in contract)
Reasonable accommodation requirements (if remote work is needed as disability or pregnancy accommodation)
Anti-discrimination protections (if mandate disproportionately affects protected class)

Employers implementing return-to-office policies may:

Provide reasonable advance notice
Consider accommodation requests
Apply policies consistently
Document business reasons for policy

2026 Updates and Recent Changes

8.1 Federal Minimum Wage

The federal minimum wage remains $7.25 per hour as of January 2026, unchanged since 2009.

Source: Fair Labor Standards Act, 29 U.S.C. § 206(a)(1)
Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206
Current rate: $7.25 per hour (effective July 24, 2009)

There have been no federal minimum wage increases enacted for 2026.

8.2 Wyoming State Developments

No Major State Employment Law Changes for 2026:

As of January 21, 2026, Wyoming has not enacted significant new employment law legislation taking effect in 2026.

Legislative session: Wyoming Legislature meets annually in general session. The 2026 session will convene in January/February 2026.

Source: Wyoming Legislature
Website: https://wyoleg.gov/
Session information: https://wyoleg.gov/Sessions

Areas to Monitor:

Wyoming employers and employees may wish to monitor potential legislative activity regarding:

Minimum wage adjustments
Paid leave requirements
Anti-discrimination protections
Workplace safety standards

8.3 Federal Regulatory Updates

FLSA Overtime Exemption Salary Threshold:

The U.S. Department of Labor has issued regulations adjusting the salary threshold for white-collar overtime exemptions.

Current threshold (as of July 1, 2024): $43,888 annually ($844 per week)
Scheduled increase (January 1, 2025): $58,656 annually ($1,128 per week)

Source: U.S. Department of Labor Final Rule
Citation: 29 C.F.R. § 541
Published: April 26, 2024
DOL guidance: https://www.dol.gov/agencies/whd/overtime/rulemaking

However, implementation of the January 1, 2025 increase has been subject to legal challenges. Employers may wish to verify current requirements.

Pregnant Workers Fairness Act Implementation:

The Pregnant Workers Fairness Act, effective June 27, 2023, requires reasonable accommodations for pregnancy, childbirth, and related conditions. EEOC enforcement guidance and regulations are now in effect.

Source: Pregnant Workers Fairness Act
Citation: 42 U.S.C. § 2000gg et seq.
EEOC regulations: 29 C.F.R. Part 1636
Effective date: Regulations effective June 18, 2024
EEOC guidance: https://www.eeoc.gov/laws/guidance/pregnant-workers-fairness-act

8.4 How to Stay Updated

Employers and employees can stay informed about employment law changes through:

Wyoming Department of Workforce Services:
Website: https://dws.wyo.gov/
Sign up for email updates: Available through department website

Wyoming Legislature:
Website: https://wyoleg.gov/
Track legislation: https://wyoleg.gov/Legislation

U.S. Department of Labor:
Website: https://www.dol.gov/
Subscribe to newsletters: https://www.dol.gov/general/newsletter

Equal Employment Opportunity Commission:
Website: https://www.eeoc.gov/
Newsroom: https://www.eeoc.gov/newsroom

Occupational Safety and Health Administration:
Website: https://www.osha.gov/
Email updates: https://www.osha.gov/email

8.5 Next Scheduled Review

This guide will be reviewed and updated quarterly throughout 2026:

April 2026: Review of first quarter developments
July 2026: Mid-year comprehensive review
October 2026: Third quarter updates
January 2027: Annual comprehensive update

For the most current information, always consult official government sources and consider consulting with a qualified employment attorney regarding specific situations.

Resources

10.1 State Government Agencies

Wyoming Department of Workforce Services
Main Office:
122 West 25th Street, Suite E600
Cheyenne, WY 82002
Phone: (307) 235-3611
Website: https://dws.wyo.gov/
Services: Labor standards enforcement, unemployment insurance, workers’ compensation, workforce development, employment services

Labor Standards Office:
Phone: (307) 235-3217
Email: dws-lso@wyo.gov
Services: Wage claims, discrimination complaints, prevailing wage, employment agency licensing
Website: https://dws.wyo.gov/dws-division/labor-standards/

Wyoming Fair Employment Program:
Phone: (307) 235-3217
Services: Investigation of employment discrimination complaints
Website: https://dws.wyo.gov/dws-division/labor-standards/your-labor-rights/

Unemployment Insurance Division:
Phone: (307) 235-3200
Website: https://dws.wyo.gov/dws-division/unemployment-insurance/
File claim online: https://wyui.wyo.gov/

Workers’ Compensation Division:
Phone: (307) 777-7441
Email: DWS-wcemployerservices@wyo.gov
Website: https://dws.wyo.gov/dws-division/workers-compensation/

Wyoming Legislature:
Address: State Capitol Building, 200 West 24th Street, Cheyenne, WY 82002
Phone: (307) 777-7881
Website: https://wyoleg.gov/
Statutes: https://wyoleg.gov/Statutes
Bill tracking: https://wyoleg.gov/Legislation

10.2 Federal Agencies

U.S. Department of Labor
National Contact Center:
Phone: 1-866-4-USA-DOL (1-866-487-2365)
TTY: 1-877-889-5627
Website: https://www.dol.gov/

Wage and Hour Division:
Phone: 1-866-487-9243
Website: https://www.dol.gov/agencies/whd
File complaint: https://www.dol.gov/agencies/whd/contact/complaints

Equal Employment Opportunity Commission (EEOC)
National Contact Center:
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Website: https://www.eeoc.gov/
File charge: https://publicportal.eeoc.gov/Portal/Login.aspx

Field Offices Serving Wyoming:
Phoenix District Office: (602) 640-5000
Denver Field Office: (303) 866-1300

Occupational Safety and Health Administration (OSHA)
National Phone: 1-800-321-OSHA (6742)
Website: https://www.osha.gov/
File complaint: https://www.osha.gov/workers/file-complaint

Billings Area Office (serves Wyoming):
2900 4th Avenue North, Suite 303
Billings, MT 59101
Phone: (406) 247-7494

National Labor Relations Board (NLRB)
Phone: 1-844-762-NLRB (6572)
Website: https://www.nlrb.gov/

Subregion 27 Office (serves Wyoming):
2300 Main Street, Suite 1100
Kansas City, MO 64108
Phone: (816) 410-2900

U.S. Citizenship and Immigration Services (USCIS)
Phone: 1-800-375-5283
TTY: 1-800-767-1833
Website: https://www.uscis.gov/
E-Verify: https://www.e-verify.gov/
Form I-9: https://www.uscis.gov/i-9

10.3 Key Publications and Guidance Documents

Wyoming Department of Workforce Services Publications:

Wyoming Labor Standards FAQs:
https://dws.wyo.gov/dws-division/labor-standards/frequently-asked-questions/

Required Workplace Posters:
https://dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms/

Discrimination Filing Process:
https://dws.wyo.gov/dws-division/labor-standards/your-labor-rights/

Federal Publications:

DOL Wage and Hour Fact Sheets:
https://www.dol.gov/agencies/whd/fact-sheets

EEOC Compliance Manual:
https://www.eeoc.gov/laws/guidance/compliance-manual

OSHA Quick Start Guide for Employers:
https://www.osha.gov/

FMLA Fact Sheet:
https://www.dol.gov/agencies/whd/fmla

10.4 Additional Federal Resources

U.S. Small Business Administration – Wyoming:
Website: https://www.sba.gov/offices/district/wy/casper
Services: Business guidance and resources

10.5 Staying Informed and Monitoring Updates

Subscribe to Updates:

Wyoming Department of Workforce Services newsletter:
Available through https://dws.wyo.gov/

U.S. Department of Labor email updates:
https://www.dol.gov/general/newsletter

EEOC news and updates:
https://www.eeoc.gov/newsroom

OSHA QuickTakes newsletter:
https://www.osha.gov/quicktakes

Follow Official Social Media:

Wyoming DWS on social media platforms (verify through official website)

U.S. Department of Labor: @USDOL
EEOC: @USEEOC
OSHA: @OSHA_DOL

Check Official Websites Regularly:

Wyoming Legislature for new laws: https://wyoleg.gov/
Federal Register for new regulations: https://www.federalregister.gov/

Frequently Asked Questions - Wyoming Employment Law

1. What is employment law in Wyoming?

Employment law in Wyoming is the body of state and federal laws, regulations, and court decisions that govern the relationship between employers and employees. This includes laws about wages, working conditions, discrimination, workplace safety, and employee benefits. Wyoming relies heavily on federal employment law, with fewer state-specific mandates than many other states.

Key Wyoming employment law sources include:

Wyoming Fair Employment Practices Act (anti-discrimination)
Wyoming wage and hour statutes
Wyoming workers’ compensation law
Federal laws including the Fair Labor Standards Act, Title VII, ADA, and FMLA

2. What is the difference between labor law and employment law in Wyoming?

Employment law is the broader framework covering all aspects of the employer-employee relationship, including wages, discrimination, safety, and benefits. Labor law is a subset of employment law that specifically addresses collective labor relations, including unions, collective bargaining, and strikes.

Wyoming is a right-to-work state, meaning employees cannot be required to join a union or pay union dues as a condition of employment. This is guaranteed by the Wyoming Constitution, Article I, Section 22. However, employees retain the right to organize unions and engage in collective bargaining under federal law.

3. Is Wyoming an at-will employment state?

Yes, Wyoming follows the employment at-will doctrine. This means that in the absence of a contract specifying otherwise, either the employer or employee can terminate the employment relationship at any time, with or without cause or advance notice.

However, important exceptions apply:

Termination cannot violate anti-discrimination laws
Termination cannot be in retaliation for exercising legal rights
Termination cannot violate public policy
Employment contracts may limit at-will employment

4. What is the minimum wage in Wyoming for 2026?

The Wyoming state minimum wage is $5.15 per hour. However, most Wyoming employees are covered by the federal Fair Labor Standards Act, which requires a minimum wage of $7.25 per hour.

Employers must pay the higher of the two rates, so in practice, most Wyoming employees must be paid at least $7.25 per hour. The federal minimum wage applies to employees of enterprises engaged in interstate commerce, which includes the vast majority of businesses.

Source: Wyoming Statutes § 27-4-202 (state); 29 U.S.C. § 206 (federal)

5. Does Wyoming require overtime pay?

Wyoming does not have its own overtime law for private sector employment. Federal law applies.

Under the Fair Labor Standards Act, non-exempt employees must be paid overtime at one and one-half times their regular rate for hours worked over 40 in a workweek. This federal requirement applies to most Wyoming employees.

Wyoming does have specific overtime requirements for public works projects, requiring time-and-a-half pay for hours over 8 in a day or 40 in a week for laborers, workmen, or mechanics on state, county, or municipal public works projects.

6. Are meal and rest breaks required in Wyoming?

No. Wyoming does not require employers to provide meal periods or rest breaks to employees.

Federal law also does not require breaks for adult employees. However, if an employer chooses to provide short breaks (typically 5-20 minutes), federal law requires these to be paid. Meal periods (typically 30 minutes or longer) may be unpaid if the employee is completely relieved of duties.

Break policies are determined by employer discretion or employment contracts.

Source: Wyoming Department of Workforce Services; U.S. Department of Labor

7. What are my employee rights in Wyoming?

Wyoming employees have numerous rights under state and federal law, including:

Right to be paid at least the federal minimum wage ($7.25/hour)
Right to overtime pay for hours over 40/week (if non-exempt)
Right to a workplace free from discrimination based on age (40+), sex, race, creed, color, national origin, ancestry, pregnancy, and disability
Right to a workplace free from harassment
Right to reasonable accommodations for disabilities, pregnancy, and religious beliefs
Right to file complaints about wage violations, discrimination, or safety hazards without retaliation
Right to safe workplace under OSHA standards
Right to workers’ compensation for work-related injuries
Right to take FMLA leave (if eligible)
Right to be free from retaliation for exercising legal rights

8. Can my employer fire me for any reason in Wyoming?

Due to at-will employment, your employer can generally terminate your employment at any time without providing a reason. However, your employer cannot fire you for illegal reasons, including:

Discrimination based on age, sex, race, religion, color, national origin, ancestry, pregnancy, or disability
Retaliation for filing a workers’ compensation claim
Retaliation for reporting workplace safety violations
Retaliation for filing a discrimination complaint
Retaliation for exercising rights under employment laws
Violation of public policy
Breach of an employment contract (if you have one)

If you believe you were fired for an illegal reason, you may have grounds for a wrongful termination claim.

9. How do I file a discrimination complaint in Wyoming?

To file a discrimination complaint in Wyoming:

State Agency – Wyoming Fair Employment Program:

Deadline: 6 months from the date of discrimination
Contact: Wyoming Department of Workforce Services, Labor Standards Office
Phone: (307) 235-3217
Website: https://dws.wyo.gov/dws-division/labor-standards/

Federal Agency – EEOC:

Deadline: 300 days from the date of discrimination (with state law coverage)
Contact: EEOC Phoenix District Office or Denver Field Office
Phone: 1-800-669-4000
File online: https://publicportal.eeoc.gov/Portal/Login.aspx

You can file with both agencies, and charges are often automatically dual-filed through work-sharing agreements.

10. Can I request remote work as a reasonable accommodation?

Yes, remote work may be a reasonable accommodation under certain circumstances. If you have a disability or pregnancy-related limitation that affects your ability to perform your job in the workplace, you may request telework as an accommodation.

The employer must engage in an interactive process to determine if remote work is a reasonable accommodation. Factors include:

Whether essential job functions can be performed remotely
Whether the accommodation would cause undue hardship
Whether remote work is feasible for the position
Technology and communication needs

Not all positions can be performed remotely, but employers must seriously consider remote work requests when made as a disability or pregnancy accommodation.

11. What are my employer’s obligations in Wyoming?

Wyoming employers must comply with numerous state and federal requirements, including:

Pay at least federal minimum wage and overtime (when applicable)
Follow wage payment schedules (if covered employer)
Display required federal and state workplace posters
Report new hires to the state within 20 days
Complete Form I-9 for all employees
Maintain required employment and payroll records
Provide workers’ compensation coverage
Pay unemployment insurance taxes
Maintain safe workplace under OSHA standards
Prohibit discrimination and harassment based on protected characteristics
Provide reasonable accommodations when required
Refrain from retaliation against employees exercising legal rights
Pay final wages by next regular payday after termination

12. What workplace posters are required in Wyoming?

Wyoming employers must display both federal and state workplace posters, including:

Federal posters:

Fair Labor Standards Act (FLSA)
Equal Employment Opportunity (EEO) is the Law
OSHA Job Safety and Health
Employee Polygraph Protection Act
Family and Medical Leave Act (if covered employer)
USERRA (Your Rights Under USERRA)

Wyoming posters:

Wyoming Minimum Wage
Workers’ Compensation Notice
Unemployment Insurance
Wyoming OSHA
Workers’ Rights

All posters are available for free download from the Wyoming Department of Workforce Services and U.S. Department of Labor websites.

13. How long must employers keep employment records?

Federal law requires employers to keep various employment records for specified periods:

3 years:

Payroll records
Collective bargaining agreements
Sales and purchase records
Form I-9 (3 years after hire or 1 year after termination, whichever is later)

2 years:

Time cards and work schedules
Wage rate tables
Records of additions to or deductions from wages

Other records may have different retention requirements depending on the type of record and applicable laws.

14. Does Wyoming require paid sick leave?

No. Wyoming does not have a state law requiring employers to provide paid sick leave to employees.

There is also no federal law requiring private employers to provide paid sick leave. Paid sick leave policies are determined by employer discretion, employment contracts, or collective bargaining agreements.

Some employers voluntarily provide paid sick leave as a benefit. Employees may review their employer’s policies or employment agreements to determine if paid sick leave is available.

15. What protections do remote workers have in Wyoming?

Remote workers in Wyoming are protected by the same employment laws that apply to on-site employees, including:

Minimum wage and overtime requirements
Anti-discrimination and anti-harassment protections
Right to reasonable accommodations
Workers’ compensation coverage (for work-related injuries)
Protection against retaliation
Right to file complaints about violations

Remote work does not change at-will employment status. Employers can generally require employees to return to the workplace, subject to contractual obligations and accommodation requirements.

Wyoming does not have a law giving employees the right to request remote work arrangements.

Others

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

Wyoming Employment Law 2026

⚠️Informational only — not legal or tax advice.

Table of Contents

Introduction

Employment Law Framework in Wyoming

1.1 At-Will Employment Doctrine

1.2 Labor Law vs. Employment Law

Employee Rights in Wyoming

2.1 Wage and Hour Rights

Minimum Wage

Overtime Requirements

Meal and Rest Break Requirements

Paycheck Frequency and Final Paycheck Requirements

Child Labor Protections

2.2 Paid Sick Leave

2.3 Family and Medical Leave

2.4 Other Leave Rights

Voting Leave

Jury Duty Leave

Military Leave

Discrimination Laws in Wyoming

3.1 Overview of Anti-Discrimination Protections

3.2 Protected Classes Under Wyoming Law

3.3 Protected Classes Under Federal Law

3.4 Types of Prohibited Discrimination

3.5 Sexual Harassment

3.6 Equal Pay Requirements

3.7 Enforcement and Remedies

Reasonable Accommodations

4.1 Disability Accommodation Requirements

4.2 Interactive Process

4.3 Undue Hardship Exception

4.4 Religious Accommodations

4.5 Pregnancy Accommodations

4.6 How to Request Accommodations

Employer Obligations in Wyoming

5.1 Required Workplace Postings

5.2 New Hire Reporting

5.3 Recordkeeping Requirements

5.4 Form I-9 and E-Verify

5.5 Wage Payment Requirements

Filing Complaints

6.1 When to File a Complaint

6.2 Wyoming Department of Workforce Services – Wage Claims

6.3 Wyoming Fair Employment Program – Discrimination Claims

6.4 Equal Employment Opportunity Commission (EEOC) – Federal Discrimination Claims

6.5 Occupational Safety and Health Administration (OSHA) – Safety Complaints

6.6 Private Lawsuit Options

6.7 Quick Reference Table – Where to File

Remote Work in Wyoming

7.1 Key Considerations for Remote Work in Wyoming

7.2 Interstate Remote Work

7.3 Right to Request Remote Work

7.4 Return-to-Office Mandates

2026 Updates and Recent Changes

8.1 Federal Minimum Wage

8.2 Wyoming State Developments

8.3 Federal Regulatory Updates

8.4 How to Stay Updated

8.5 Next Scheduled Review

Resources

10.1 State Government Agencies

10.2 Federal Agencies

10.3 Key Publications and Guidance Documents

10.4 Additional Federal Resources

10.5 Staying Informed and Monitoring Updates

Frequently Asked Questions - Wyoming Employment Law

1. What is employment law in Wyoming?

2. What is the difference between labor law and employment law in Wyoming?

3. Is Wyoming an at-will employment state?

4. What is the minimum wage in Wyoming for 2026?

5. Does Wyoming require overtime pay?

6. Are meal and rest breaks required in Wyoming?

7. What are my employee rights in Wyoming?

8. Can my employer fire me for any reason in Wyoming?

9. How do I file a discrimination complaint in Wyoming?

10. Can I request remote work as a reasonable accommodation?

11. What are my employer’s obligations in Wyoming?

12. What workplace posters are required in Wyoming?

13. How long must employers keep employment records?