Kansas Return to Office Mandate 2026

What is Kansas’s return to office mandate?

Kansas does not currently have a return to office mandate for private sector employers. In March 2025, the Kansas Legislature considered Senate Bill 256, known as the “back to work act,” which would require Kansas state government employees to return to their assigned offices, facilities, or field locations by July 1, 2025. This proposed legislation applies only to Kansas state employees and does not regulate private sector employers. As of December 30, 2025, the bill awaits final approval in the Senate committee and has not yet been introduced in the House.

Source: Kansas Legislature hearings (March 2025), Kansas Reflector reporting Available at: https://www.kslegislature.org/

Does Kansas’s proposed RTO mandate apply to private employers?

No. Senate Bill 256, if enacted, would apply only to Kansas state government employees. The proposed legislation does not impose return to office requirements on private sector employers, local government employers, or other non-state government entities. Private employers in Kansas may establish workplace location policies under the at-will employment framework, subject to anti-discrimination laws and reasonable accommodation obligations.

Source: Senate Bill 256 (proposed legislation)

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

For private sector employees, Kansas operates under the at-will employment framework, which generally permits employers to set workplace policies including work location requirements. However, employers must comply with:

Anti-Discrimination Laws: Employers cannot implement return to office policies in a discriminatory manner based on race, color, religion, sex, disability, national origin, ancestry, age (40+), or genetic information.

Reasonable Accommodation Obligations: Employers must provide reasonable accommodations for employees with disabilities, which may include remote work arrangements when such arrangements would enable the employee to perform essential job functions without imposing undue hardship on the employer.

Contractual Obligations: Employers must honor terms of employment contracts, collective bargaining agreements, and any commitments made regarding remote work arrangements.

Anti-Retaliation Protections: Employers cannot retaliate against employees for opposing discrimination, filing complaints, or exercising protected rights.

For Kansas state employees, if Senate Bill 256 is enacted, state employees would generally be required to return to offices unless granted exceptions by agency heads under specific circumstances.

Source: Kansas common law, K.S.A. 44-1009, Kansas employment law framework

What are my accommodation rights under Kansas law?

Under the Kansas Act Against Discrimination, employers with 4 or more employees must provide reasonable accommodations for qualified employees with disabilities unless doing so would impose an undue hardship. Kansas law defines reasonable accommodation to include:

Facility Accessibility: Making existing facilities used by employees readily accessible to and usable by individuals with disabilities

Work Modifications:

• Job restructuring
• Part-time or modified work schedules
• Reassignment to a vacant position
• Acquisition or modification of equipment or devices
• Appropriate adjustments or modifications of examinations, training materials, or policies
• Provision of qualified readers or interpreters
• Other similar accommodations for individuals with disabilities

Under federal law (ADA), employers with 15 or more employees have similar obligations. Remote work may constitute a reasonable accommodation when it enables an employee with a disability to perform essential job functions without imposing undue hardship.

Source: K.S.A. 44-1002(k), Americans with Disabilities Act Available at: https://www.ksrevisor.org/statutes/chapters/ch44/044_010_0002.html

How do I file a discrimination complaint in Kansas?

Employees who believe they have experienced discrimination may file complaints with:

Kansas Human Rights Commission (State Agency):

Filing Deadline: 180 days (6 months) from the discriminatory act

How to File:

• Email: khrc.intake@ks.gov
• Fax: (785) 296-0589
• Mail: Kansas Human Rights Commission, Landon State Office Building, 900 SW Jackson, Suite 568 South, Topeka, KS 66612-1258
• In Person: Visit office Monday-Friday 8:00 AM – 5:00 PM

Contact: (785) 296-3206 or khrc.intake@ks.gov

U.S. Equal Employment Opportunity Commission (Federal):

Filing Deadline: 300 days in Kansas (extended from 180 days due to state law coverage)

How to File:

• Online: https://publicportal.eeoc.gov/
• Telephone: 1-800-669-4000
• In Person: Kansas City Area Office, 400 State Avenue, 9th Floor, Kansas City, KS 66101

Dual-Filing: Kansas has worksharing agreement with EEOC; charges may be automatically cross-filed between agencies.

Source: Kansas Human Rights Commission, EEOC

Can I request remote work as a reasonable accommodation?

Yes. Under both Kansas law and federal law (ADA), remote work may constitute a reasonable accommodation for employees with disabilities when:

The employee has a disability: As defined under Kansas or federal law Remote work addresses the limitation: The accommodation enables the employee to perform essential job functions No undue hardship: The accommodation does not impose significant difficulty or expense on the employer

According to EEOC guidance, factors to consider include:

• Whether the employer has successfully permitted remote work for other employees (including during COVID-19 pandemic)
• Whether essential job functions can be performed remotely
• Whether remote work prevents the employer from meeting legitimate business needs
• Whether effective supervision can be maintained

Employees requesting remote work as accommodation should engage in the interactive process with their employer to discuss the disability-related need, potential accommodations, and any concerns.

Source: EEOC guidance, K.S.A. 44-1002(k) Available at: https://www.eeoc.gov/laws/guidance/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

What is the Kansas Act Against Discrimination?

The Kansas Act Against Discrimination (KAAD) is Kansas’s primary civil rights law prohibiting employment discrimination. Enacted in 1953 and significantly amended since then, KAAD prohibits discrimination in employment, housing, and public accommodations.

Coverage: Employers with 4 or more employees

Protected Classes in Employment:

• Race
• Color
• Religion
• Sex (including pregnancy, sexual orientation, gender identity)
• Disability
• National origin
• Ancestry
• Genetic information

Enforcing Agency: Kansas Human Rights Commission

Equivalency: KAAD has been declared equivalent to Title VII of the Civil Rights Act of 1964, permitting Kansas Human Rights Commission to process federal charges under worksharing agreement with EEOC.

Source: K.S.A. 44-1001 et seq. Available at: https://www.ksrevisor.org/statutes/chapters/ch44/044_010_0000_article/

Where do I file an EEOC complaint in Kansas?

Kansas is served by the EEOC’s Kansas City Area Office:

Kansas City Area Office
Gateway Tower II
400 State Avenue, 9th Floor
Kansas City, KS 66101

Contact Information:

• Telephone: (913) 340-8810
• Toll-Free: 1-800-669-4000
• TTY: 1-800-669-6820
• Videophone: 1-844-234-5122 (Deaf/Hard of Hearing)
• Email: kansascityintake@eeoc.gov

Filing Options:

• Online: https://publicportal.eeoc.gov/ (schedule interview)
• By Phone: Call toll-free number to schedule intake interview
• In Person: Visit office during walk-in hours (Monday, Tuesday, Thursday, Friday 8:00 AM – 12:00 PM) – appointments strongly recommended

Filing Deadline: 300 days in Kansas (extended from 180-day federal baseline due to state law coverage)

Office Hours: Monday-Friday 8:00 AM – 4:00 PM (excluding federal holidays)

Source: EEOC Kansas City Area Office Available at: https://www.eeoc.gov/field-office/kansascity/location

What is at-will employment in Kansas?

At-will employment is the default employment relationship in Kansas under common law. It means that either the employer or employee may terminate the employment relationship at any time, with or without cause, and with or without notice, subject to certain exceptions.

Exceptions to At-Will Employment in Kansas:

Employment Contracts: Written or implied contracts that specify employment terms or termination procedures

Collective Bargaining Agreements: Union contracts that establish just cause requirements or other termination procedures

Statutory Protections: Kansas and federal laws prohibiting discrimination and retaliation

Public Policy Exception: Kansas courts recognize limited public policy exception for terminations that violate clearly established public policy

Anti-Retaliation Protections: Kansas statutes protect employees from retaliation for:

• Opposing discrimination (K.S.A. 44-1009(a)(4))
• Filing wage claims (K.S.A. 44-1210)
• Reporting health and safety violations (K.S.A. 44-636)

Under at-will employment, employers may generally establish workplace policies including work location requirements, subject to the exceptions above.

Source: Kansas common law, Kansas Statutes

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

State Employees:

If Senate Bill 256 is enacted, Kansas state employees would be required to return to their assigned offices, facilities, or field locations by July 1, 2025, with exceptions permitted by agency heads under specific circumstances:

• Employees with nonstandard work hours
• Positions where in-office work is deemed unreasonable
• Cases where office space constraints would necessitate additional expenditures

Private Sector Employees:

No return to office mandate exists for private sector employers. Private employers may establish workplace location policies under at-will employment framework, subject to:

• Anti-discrimination laws (Kansas Act Against Discrimination, federal laws)
• Reasonable accommodation obligations for disability and religion
• Contractual obligations and collective bargaining agreements
• Anti-retaliation protections

Common Requirements (Both Sectors):

Both state and private employers must:

• Comply with anti-discrimination laws
• Provide reasonable accommodations for employees with disabilities
• Engage in interactive process for accommodation requests
• Refrain from retaliation against employees exercising protected rights

Source: Senate Bill 256 (proposed), Kansas employment law framework

What telework data exists for Kansas state employees?

According to a 2023 Kansas Legislative Division of Post Audit report examining 81 Kansas state executive branch agencies:

Overall Telework Usage:

• 30% of Kansas state workers work from home all or part of the time
• Approximately 5,500 of Kansas’s 18,000 state employees have “telework agreements”
• Telework agreement = Kansas’s official term for working from home full-time or on a hybrid schedule

Agency-Specific Examples (Spring 2023 data):

High Telework Agencies:

• Kansas Department for Children and Families: 85% engaged in some form of remote work
• Kansas Department of Health and Environment: More than 50% of ~1,500 employees worked remotely

Lower Telework Agencies:

• Kansas Department of Transportation: 14% (~300 of 2,100+ employees) had telework agreements

Small Agencies with High Telework: (Agencies with 100 or fewer employees, most or all telework):

• Kansas Water Office
• Kansas Sentencing Commission
• State Board of Optometry Examiners
• Board of Mortuary Arts
• Kansas Board of Regents
• Office of the State Fire Marshal
• Office of the State Bank Commissioner

Source: Kansas Legislative Division of Post Audit (2023), Kansas Reflector reporting (March 2025)

How do I request a reasonable accommodation for remote work?

To request remote work as a reasonable accommodation for disability:

Step 1: Make the Request

• Communicate to your employer (supervisor, HR, or designated contact) that you need remote work due to a medical condition
• Request may be verbal or written
• No specific language required; simply indicate you need an adjustment due to a medical condition

Step 2: Provide Information

• Employer may request medical documentation to verify:
  • That you have a disability as defined by law
  • That you need the accommodation due to disability-related limitations
• Work with your healthcare provider to obtain necessary documentation

Step 3: Engage in Interactive Process

• Participate in good-faith discussion with employer about:
  • Your specific limitations
  • How remote work would address those limitations
  • Whether essential job functions can be performed remotely
  • Alternative accommodations if remote work is not feasible

Step 4: Employer Evaluation

• Employer assesses whether remote work:
  • Enables you to perform essential job functions
  • Imposes undue hardship (significant difficulty or expense)
• Employer considers their experience with remote work (including during pandemic)

Step 5: Decision and Implementation

• If approved: Employer implements remote work arrangement
• If denied: Employer should explain why and offer alternative accommodations
• If disagreement: You may file complaint with Kansas Human Rights Commission or EEOC

Resources:

• Kansas Human Rights Commission: (785) 296-3206
• EEOC Toll-Free: 1-800-669-4000

Source: EEOC guidance, Kansas Human Rights Commission

What should I do if my accommodation request is denied?

If your reasonable accommodation request is denied:

Step 1: Request Written Explanation Ask your employer to provide in writing:

• Why the accommodation was denied
• What factors were considered
• Whether alternative accommodations are available

Step 2: Consider Alternative Accommodations Engage with employer about:

• Different accommodations that might address your needs
• Modified versions of your original request
• Interim accommodations while exploring options

Step 3: Document Everything Maintain records of:

• Your accommodation request (date, method, content)
• Medical documentation provided
• Communications with employer
• Employer’s response and reasons for denial

Step 4: File Complaint if Necessary

Kansas Human Rights Commission:

• Deadline: 180 days from denial
• Contact: (785) 296-3206 or khrc.intake@ks.gov
• Form: Available at http://www.khrc.net/pdf/ComplaintForm1209.pdf

EEOC:

• Deadline: 300 days in Kansas
• Contact: 1-800-669-4000 or https://publicportal.eeoc.gov/

Step 5: Consult Legal Counsel Consider consulting with employment attorney who can:

• Evaluate strength of your case
• Advise on negotiation strategies
• Represent you in administrative proceedings or litigation

Free Legal Resources:

Kansas Legal Services:

• Provides free civil legal assistance to eligible low-income Kansans
• Website: https://www.kansaslegalservices.org/

Kansas State Bar Association Lawyer Referral Service:

• Can connect you with employment law attorneys
• Website: https://www.ksbar.org/

Source: Kansas Human Rights Commission, EEOC procedures

Are there pending bills regarding remote work in Kansas?

As of December 30, 2025, the primary legislation under consideration is:

Senate Bill 256 – “Back to Work Act” (Proposed)

• Status: Awaiting final approval in Senate Committee on Government Efficiency; not yet introduced in House
• Subject: Kansas state employee return to office mandate
• Effective Date (if enacted): July 1, 2025
• Applicability: Kansas state government employees only; does not apply to private sector

No Other Identified Pending Legislation: Legislative searches as of December 30, 2025 did not reveal other bills specifically addressing remote work, telework, or return to office policies for private sector employers.

How to Monitor:

Kansas Legislature Bill Search:

• Website: https://www.kslegislature.org/
• Search terms: “remote work,” “telework,” “return to office,” “workplace location”
• Session: 2025-2026 Regular Session

Legislative News:

• Kansas Legislature website provides bill tracking
• News outlets like Kansas Reflector provide legislative coverage

Source: Kansas Legislature (kslegislature.org)