🇺🇸 Maine EMPLOYMENT LAW — 2026 UPDATE

Maine Return to Office Mandate 2026

⚠️Informational only — not legal or tax advice.

Last Updated: January 2026
Applicable Period: 2026 and current employment regulations
Key Characteristic: No state-mandated return to office requirement for private sector employers in Maine. Private employers operate under at-will employment framework subject to Maine Human Rights Act protections and federal anti-discrimination laws.

RTO Mandate Maine 2026

Table of Contents

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Introduction

As of January 2026, Maine has not enacted specific legislation or executive orders mandating return to office requirements for private sector employers. Unlike some states with formal return to office directives, Maine’s approach to remote work and office presence operates within the state’s at-will employment framework, subject to existing employment protections under state and federal law.

For Maine state government employees, the Department of Administrative and Financial Services implemented a permanent telework policy effective September 6, 2022, following the COVID-19 pandemic. This policy applies only to eligible state employees and does not create requirements for private sector employers.

This guide compiles official information published by the Maine Human Rights Commission, Maine Department of Labor Bureau of Labor Standards, and other Maine government agencies regarding employment law principles relevant to return to office decisions, employee rights under Maine’s anti-discrimination statutes, and accommodation processes under state and federal disability laws.

Sources consulted:

1.1 At-Will Employment Doctrine in Maine

Maine follows the common law doctrine of at-will employment. While Maine has not enacted a specific at-will employment statute, Maine courts have consistently recognized this principle.

According to Maine case law, as articulated in Taliento v. Portland W. Neighborhood Planning Council, 1997 ME 194, ¶9, 705 A.2d 696:

“In Maine, it has long been the rule that a contract of employment for an indefinite length of time is terminable at the will of either party.”

Source: Maine Supreme Judicial Court Available at: https://www.maine.gov/labor (labor law resources)

The Maine Department of Labor Bureau of Labor Standards publishes workplace regulation information stating:

“Under Maine law, an at-will employee may be terminated for any reason not specifically prohibited by law. In most instances, you are an at-will employee unless you are covered by a collective bargaining agreement or other contract that limits termination.”

Source: Maine Department of Labor – Regulation of Employment Poster Published by: Bureau of Labor Standards Available at: https://www.maine.gov/labor/docs/2023/posters/Regulationofemployment_English.pdf Document type: PDF Last updated: 2023

Exceptions to at-will employment:

  • Collective bargaining agreements
  • Express employment contracts for definite terms
  • Implied contracts based on employer policies or handbooks
  • Public policy exceptions (whistleblower protections)
  • Anti-discrimination laws
  • Anti-retaliation protections

Important legal note: Where a contract for a definite term exists, the at-will employment doctrine has no applicability. According to Madore v. Kennebec Heights Country Club, 2007 ME 92, ¶¶6-9, 926 A.2d 1180, the existence of a definite-term contract removes the employment relationship from at-will status.

Statute of Frauds: Under 33 M.R.S. § 51(5), enforcement of an oral promise to an employee regarding continued employment (such as employment until retirement) generally requires written agreement. See Popanz v. Peregrine Corp., 1998 ME 95, ¶5, 710 A.2d 250.

1.2 State-Specific Return to Office Legislation

Legislative Research Conducted: January 6, 2026 Sources searched:

  • Maine State Legislature website (legislature.maine.gov)
  • Maine Legislature Bill Status Search
  • Governor’s Executive Orders archive
  • Maine Revised Statutes

Result: No specific statutes, bills, or executive orders enacted governing return to office mandates for private sector employers.

According to searches of the 132nd Maine Legislature (2025-2026 session) and prior legislative sessions, no bills specifically addressing “return to office,” “remote work mandates,” or “telework requirements” for private employers have been enacted or are currently pending.

Legislative website: https://legislature.maine.gov Bill search conducted: January 6, 2026 Search terms used: “return to office”, “telework”, “remote work”

132nd Legislature Status:

  • Second Regular Session convenes: January 7, 2026
  • Statutory adjournment date: April 15, 2026
  • No return to office bills identified in bill tracking systems

Important distinction: Private sector employers in Maine are not subject to state-mandated return to office requirements. Return to office decisions by private employers operate under:

  • At-will employment framework (subject to exceptions)
  • Maine Human Rights Act anti-discrimination requirements
  • Americans with Disabilities Act accommodation obligations
  • Contractual agreements (if applicable)
  • Collective bargaining agreements (if applicable)

1.3 State Employee Telework Policy

The State of Maine implemented a permanent telework policy for eligible state employees following the COVID-19 pandemic.

According to the Maine Department of Health and Human Services:

“The Maine Department of Health and Human Services (Department) has begun both ending its pandemic footing and preparing for a permanent telework policy effective September 6, 2022.”

Source: DHHS Re-Entry Update #1 Published: April 27, 2022 Available at: https://www1.maine.gov/dhhs/about-us/re-entry-update-1

According to the Maine Department of Administrative and Financial Services, which oversees state workforce policies:

“After many years of contemplating the viability and possibility of remote work for State employees, at the onset of the Covid-19 pandemic, a large portion of the State’s workforce was moved to ad hoc telework, accelerating us past mere contemplation of telework to full implementation.”

Source: Department of Administrative and Financial Services – WorksForME Available at: https://www.maine.gov/dafs/WorksforME

Key provisions of state employee telework policy:

  • Applies only to eligible state employees
  • Eligibility based on job functions and operational requirements
  • Hybrid schedules available for eligible positions
  • Departments manage their own transition plans
  • Some positions require on-site presence
  • Individual telework agreements required

Critical clarification: This policy applies ONLY to Maine state government employees. It does NOT create requirements, standards, or obligations for private sector employers in Maine.

Competent Government Agencies

2.1 Maine Human Rights Commission (MHRC)

The Maine Human Rights Commission is the state agency charged with enforcing Maine’s anti-discrimination laws, including the Maine Human Rights Act.

Official contact information:

Mailing address: Maine Human Rights Commission 51 State House Station Augusta, Maine 04333-0051

Physical location (for appointments): 19 Union Street, 2nd Floor Augusta, ME 04330

Telephone: (207) 624-6290 Fax: (207) 624-8729 TTY: Maine Relay 711 Email: Not publicly listed for general inquiries Website: https://www.maine.gov/mhrc

Public Window Hours: Daily, 8:00 AM to 5:00 PM

Function: The Commission investigates complaints of unlawful discrimination in employment, housing, education, access to public accommodations, extension of credit, and offensive names. The Commission enforces the Maine Human Rights Act (5 M.R.S.A. §§ 4551-4634).

According to the Commission’s official website:

“The Commission’s purpose is to keep continually in review all practices infringing on the basic human right to a life with dignity, and the causes of these practices, so that corrective measures may, where possible, be promptly recommended and implemented.”

Source: Maine Human Rights Commission – About Available at: https://www.maine.gov/mhrc/about

Publications relevant to employment:

  • Employment Regulations of the MHRC (Chapter 3)
  • Procedural Rule (Chapter 2)
  • Annual Reports
  • Investigator Reports (reasonable grounds decisions)

Filing deadlines: Complaints of discrimination must be filed within 300 days of the date of discrimination.

Executive Director: Kit Thomson Crossman (appointed November 20, 2023)

2.2 Maine Department of Labor – Bureau of Labor Standards

The Bureau of Labor Standards enforces Maine’s wage and hour laws, workplace safety regulations, and other employment standards.

Mailing address: Bureau of Labor Standards 45 State House Station Augusta, Maine 04333-0045

Physical address (Headquarters): 45 Commerce Drive Augusta, Maine 04330

Telephone: (207) 623-7900 Fax: (207) 623-7934 TTY: Maine relay 711 Email: bls.mdol@maine.gov Website: https://www.maine.gov/labor/bls/

General Department of Labor information: Mailing address: 54 State House Station, Augusta, ME 04333-0054 General inquiries: (207) 623-7900 Website: https://www.maine.gov/labor

Function: The Bureau helps workers and businesses make their worksites safer, upholds standards for minimum wages, child labor and other practices, and gathers information on the rapidly changing world of work in Maine.

Services provided:

  • Wage and hour violation complaints
  • Child labor law enforcement
  • Overtime compliance
  • Public sector safety enforcement
  • SafetyWorks! consultations
  • Labor law information

Published resources:

  • Required workplace posters
  • Labor law guides
  • Telecommuter guidance
  • Wage and hour regulations

Wage and hour complaint submission: Available online through website

2.3 Maine Department of Administrative and Financial Services

For state employee matters only (not private sector):

Mailing address: Maine Department of Administrative and Financial Services 78 State House Station Augusta, ME 04333-0078

Website: https://www.maine.gov/dafs

Function: Oversees state employee workforce policies, including telework policies for eligible state employees. Does NOT regulate private sector employment.

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

Maine is within the jurisdiction of the EEOC’s New York District Office and Boston Area Office.

EEOC Boston Area Office: John F. Kennedy Federal Building 15 New Sudbury Street, Room 475 Boston, MA 02203

Jurisdiction: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont

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

Function: The EEOC enforces federal employment discrimination laws, including:

  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Equal Pay Act
  • Genetic Information Nondiscrimination Act (GINA)

Worksharing Agreement: The Maine Human Rights Commission and EEOC have a worksharing agreement. Charges may be dual-filed with both agencies.

Source: EEOC Field Office directory Available at: https://www.eeoc.gov/field-office

Applicable Statutes - Compilation

3.1 Maine Human Rights Act

LAW: Maine Human Rights Act REFERENCE: 5 M.R.S.A. §§ 4551-4634 (Chapter 337) ENACTED: Originally enacted 1971; multiple amendments LAST MAJOR AMENDMENT: 2021 (various provisions) FULL TEXT: https://legislature.maine.gov/statutes/5/title5ch337sec0.html ENFORCEMENT AGENCY: Maine Human Rights Commission

Policy declaration (5 M.R.S.A. § 4552):

“To protect the public health, safety and welfare, it is declared to be the policy of this State to keep continually in review all practices infringing on the basic human right to a life with dignity, and the causes of these practices, so that corrective measures may, where possible, be promptly recommended and implemented, and to prevent discrimination in employment, housing, education, extension of credit or access to public accommodations on account of an individual’s actual or perceived race, color, sex, sexual orientation or gender identity, physical or mental disability, religion, ancestry or national origin; and in employment, housing, extension of credit and access to public accommodations on the basis of age; and in employment and housing on the basis of familial status.”

Source: Maine Revised Statutes Available at: https://legislature.maine.gov/statutes/5/title5sec4552.html

Protected classes in employment:

  • Race
  • Color
  • Sex (including pregnancy)
  • Sexual orientation
  • Gender identity
  • Physical or mental disability
  • Religion
  • Age
  • Ancestry
  • National origin
  • Familial status
  • Previous assertion of workers’ compensation claim
  • Whistleblower activity
  • Receipt of protection order

Source: 5 M.R.S.A. § 4572 Available at: https://legislature.maine.gov/legis/statutes/5/title5sec4572.html

3.2 Unlawful Employment Discrimination (5 M.R.S.A. § 4572)

According to 5 M.R.S.A. § 4572, sub-§1:

“It is unlawful employment discrimination, in violation of this Act, except when based on a bona fide occupational qualification:

A. For any employer to fail or refuse to hire or otherwise discriminate against any applicant for employment because of race or color, sex, sexual orientation or gender identity, physical or mental disability, religion, age, ancestry, national origin or familial status, because of the applicant’s previous assertion of a claim or right under former Title 39 or Title 39‑A, because of previous actions taken by the applicant that are protected under Title 26, chapter 7, subchapter 5‑B or because the applicant sought and received an order of protection under Title 19‑A, section 4007; or, because of those reasons, to discharge an employee or discriminate with respect to hire, tenure, promotion, transfer, compensation, terms, conditions or privileges of employment or any other matter directly or indirectly related to employment.”

Source: Maine Revised Statutes Available at: https://legislature.maine.gov/legis/statutes/5/title5sec4572.html Last accessed: January 6, 2026

Employer definition (5 M.R.S.A. § 4553, sub-§4):

According to Maine law, “employer” means “any person in this State employing any number of employees.” This means Maine’s anti-discrimination law applies to employers of all sizes, including those with one or more employees.

Source: 5 M.R.S.A. § 4553 Available at: https://legislature.maine.gov/statutes/5/title5sec4553.html

3.3 Federal Anti-Discrimination Laws

Americans with Disabilities Act (ADA) REFERENCE: 42 U.S.C. § 12101 et seq. EMPLOYER COVERAGE: 15 or more employees PROTECTED CLASS: Disability ENFORCEMENT: EEOC FULL TEXT: https://www.ada.gov

Title VII of the Civil Rights Act of 1964 REFERENCE: 42 U.S.C. § 2000e et seq. EMPLOYER COVERAGE: 15 or more employees PROTECTED CLASSES: Race, color, religion, sex, national origin ENFORCEMENT: EEOC FULL TEXT: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964

Age Discrimination in Employment Act (ADEA) REFERENCE: 29 U.S.C. § 621 et seq. EMPLOYER COVERAGE: 20 or more employees PROTECTED CLASS: Age 40 and older ENFORCEMENT: EEOC

Summary Table:

State Law – Maine Human Rights Act:

  • Statutory citation: 5 M.R.S.A. §§ 4571-4634
  • Employer size: 1 or more employees
  • Protected classes: Race, color, sex, sexual orientation, gender identity, disability, religion, age, ancestry, national origin, familial status, whistleblower activity, workers’ comp claims, protection orders
  • Official source: https://legislature.maine.gov/statutes/5/title5ch337sec0.html

Federal Law – Americans with Disabilities Act:

  • Statutory citation: 42 U.S.C. § 12101
  • Employer size: 15 or more employees
  • Protected class: Disability
  • Official source: https://www.ada.gov

Federal Law – Title VII Civil Rights Act:

  • Statutory citation: 42 U.S.C. § 2000e
  • Employer size: 15 or more employees
  • Protected classes: Race, color, religion, sex, national origin
  • Official source: https://www.eeoc.gov

Federal Law – Age Discrimination in Employment Act:

  • Statutory citation: 29 U.S.C. § 621
  • Employer size: 20 or more employees
  • Protected class: Age 40+
  • Official source: https://www.eeoc.gov

Reasonable Accommodations - Official Framework

4.1 State Law Requirements – Maine Human Rights Act

The Maine Human Rights Act prohibits discrimination based on physical or mental disability and requires reasonable accommodations for qualified individuals.

According to 5 M.R.S.A. § 4553, sub-§8:

“Physical or mental disability” means “a physical or mental impairment that substantially limits one or more major life activities.”

Source: Maine Revised Statutes Available at: https://legislature.maine.gov/statutes/5/title5sec4553.html

Employer coverage: The Maine Human Rights Act applies to ALL employers in Maine with one or more employees, providing broader coverage than the federal ADA (which requires 15+ employees).

Reasonable accommodation requirements:

According to the Maine Human Rights Commission:

“The Maine Human Rights Act prohibits discrimination because of race, color, sex, sexual orientation, age, physical or mental disability, genetic pre-disposition, religion, ancestry or national origin.”

Source: Maine Human Rights Commission – Employment Guarantees Available at: https://www.maine.gov/mhrc/laws-guidance/employment/guarantees

The Commission states:

“Physical or mental disability: means a physical or mental impairment that (a) substantially limits one or more of a person’s major life activities; (b) significantly impairs physical or mental health; or (c) requires special education, vocational rehabilitation, or related services.”

Source: Maine Human Rights Commission website Available at: https://www.maine.gov/mhrc

Reasonable accommodation may include:

  • Modifications to work schedules
  • Adjustments to workplace facilities
  • Provision of auxiliary aids
  • Job restructuring
  • Modified policies or procedures
  • Remote work or telework arrangements (when feasible)
  • Reassignment to vacant positions

Important note: The specific accommodations required depend on individual circumstances and must be determined through an interactive process between employer and employee.

4.2 Federal ADA Requirements

For employers with 15 or more employees, the Americans with Disabilities Act applies concurrently with Maine law.

According to the U.S. Equal Employment Opportunity Commission:

“The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications.”

Source: EEOC – Americans with Disabilities Act Available at: https://www.eeoc.gov/laws/guidance/fact-sheet-disability-discrimination

ADA reasonable accommodation requirements:

The EEOC states:

“Reasonable accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.”

Source: EEOC Technical Assistance Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Types of reasonable accommodations may include:

  • Making existing facilities accessible
  • Job restructuring
  • Part-time or modified work schedules
  • Reassignment to a vacant position
  • Acquisition or modification of equipment or devices
  • Appropriate adjustment or modifications of examinations, training materials, or policies
  • Provision of qualified readers or interpreters
  • Remote work arrangements (when reasonable)

4.3 Interactive Process

Both Maine law and federal ADA require an “interactive process” to determine appropriate reasonable accommodations.

According to EEOC guidance:

“When an employee requests accommodation or when the need for accommodation is obvious, the employer must engage in what is referred to as an ‘interactive process’ with the employee to determine whether there is a reasonable accommodation that will allow the employee to perform the essential functions of the position.”

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

Interactive process generally involves:

Step 1: Request for accommodation

  • Employee requests accommodation (oral or written)
  • Request does not need to use specific language
  • Medical documentation may be requested

Step 2: Discussion between employer and employee

  • Identify the limitation or barrier
  • Discuss possible accommodations
  • Consider employee’s preference
  • Assess effectiveness of accommodations

Step 3: Evaluation by employer

  • Determine if accommodation is reasonable
  • Assess whether accommodation creates undue hardship
  • Consider alternative accommodations if needed

Step 4: Implementation

  • Implement agreed-upon accommodation
  • Monitor effectiveness
  • Make adjustments as necessary

Undue hardship standard:

An employer may deny accommodation if it would impose an “undue hardship” – significant difficulty or expense relative to the employer’s size, financial resources, and nature of operations.

Source: 42 U.S.C. § 12111(10)

4.4 Remote Work as Reasonable Accommodation

Remote work or telework may constitute a reasonable accommodation under certain circumstances.

According to EEOC guidance issued during the COVID-19 pandemic and continuing:

“Telework may be a reasonable accommodation. Before the COVID-19 pandemic, employers were required to consider requests to work at home as a reasonable accommodation for individuals with disabilities. That has not changed.”

Source: EEOC – What You Should Know About COVID-19 and the ADA Available at: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

Factors to consider:

  • Whether essential job functions can be performed remotely
  • Whether employer has granted telework to other employees
  • Technology and resources available
  • Need for direct supervision
  • Security concerns
  • Impact on business operations

Important principle: If an employer has allowed remote work for other employees (such as during COVID-19), it may be more difficult to claim remote work is not feasible as an accommodation.

4.5 Medical Documentation

Employers may request medical documentation to support accommodation requests.

According to EEOC guidance:

“When the disability and/or need for accommodation is not obvious, the employer may ask the individual for reasonable documentation about his/her disability and functional limitations.”

Source: EEOC Enforcement Guidance Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees

Permissible medical inquiry scope:

  • Nature, severity, and duration of impairment
  • Activity or activities the impairment limits
  • Extent to which the impairment limits the employee’s ability to perform essential job functions
  • Why the requested accommodation is needed

Restrictions:

  • Inquiries must be limited to obtaining information about the disability and the functional limitations that require accommodation
  • Employers cannot require disclosure of unrelated medical conditions
  • Medical information must be kept confidential

4.6 Official Forms and Resources

Maine Human Rights Commission:

  • Online intake questionnaire available
  • Electronic filing option
  • Complaint forms available by request

Website: https://www.maine.gov/mhrc/file

EEOC:

  • Online assessment tool
  • Public Portal for appointment scheduling
  • Charge filing forms

Website: https://publicportal.eeoc.gov

Maine Department of Labor:

  • Telecommuter guidance
  • General employment information

Website: https://www.maine.gov/labor/labor_laws/telecommuters.html

Official Complaint Process

5.1 Maine Human Rights Commission Filing Process

CRITICAL DEADLINE: Complaints must be filed within 300 days of the date of discrimination.

Source: Maine Human Rights Act (5 M.R.S.A. § 4611) Available at: https://legislature.maine.gov/statutes/5/title5sec4611.html

How to file a complaint:

According to the Maine Human Rights Commission:

“Complaints of discrimination must be filed at the office of the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333-0051. A complaint may be initiated by calling, writing, or visiting the Commission’s office.”

Source: Maine Human Rights Commission – File a Complaint Available at: https://www.maine.gov/mhrc/file

Filing methods:

1. Online – Electronic Intake Questionnaire:

  • Available on Commission website
  • Complete intake questionnaire form
  • Submit electronically

2. By telephone:

  • Call (207) 624-6290
  • Speak with intake officer
  • Provide initial information

3. By mail:

  • Send written description of discrimination
  • Mail to: 51 State House Station, Augusta, Maine 04333-0051

4. In person:

  • Visit: 19 Union Street, 2nd Floor, Augusta, ME 04330
  • Public Window hours: Daily, 8:00 AM to 5:00 PM
  • Speak with staff member

Processing timeline:

According to the Commission:

“Intake Questionnaires are processed in the order they are received, please allow 4-6 weeks processing time before contacting the Commission to check on the status.”

Source: Maine Human Rights Commission Available at: https://www.maine.gov/mhrc/how-do-i/check-the-status-of-a-complaint

Official process:

Step 1: Intake

  • Intake officer screens information
  • If meets minimum requirements, formal complaint drafted
  • Complaint sent to complainant by mail

Step 2: Verification

  • Complainant reviews complaint for accuracy
  • Must sign before notary public
  • Return signed complaint to Commission

Step 3: Notice to Respondent

  • Commission notifies parties named as Respondents
  • Requests information from Respondent
  • Complainant receives information and may respond

Step 4: Review

  • After initial document exchange, case goes to “review”
  • Submissions examined to verify claim is covered by MHRA
  • Complainant must provide information to substantiate claim

Step 5: Investigation

  • If reasonable grounds found, investigation proceeds
  • Conciliation negotiations may occur
  • If settlement not reached, civil action may be filed in Superior Court

Source: Maine Human Rights Commission – About the Maine Human Rights Act Available at: https://www.maine.gov/mhrc/about

Contact information for filing:

Maine Human Rights Commission 51 State House Station Augusta, Maine 04333-0051

Phone: (207) 624-6290 TTY: Maine Relay 711 Fax: (207) 624-8729 Website: https://www.maine.gov/mhrc Public Window: Daily, 8:00 AM to 5:00 PM

5.2 EEOC Filing Process (Federal)

CRITICAL DEADLINE: Charges must be filed within 300 days of the discriminatory act in states with Fair Employment Practice Agencies (FEPAs) like Maine.

Source: 42 U.S.C. § 2000e-5(e)

Maine worksharing agreement:

Maine Human Rights Commission and EEOC have a worksharing agreement. This means:

  • Charges may be dual-filed with both agencies
  • Filing with one agency may satisfy deadline for both
  • Agencies share information and coordinate investigations

Source: EEOC Worksharing Agreement with Maine Human Rights Commission Available at: https://www.eeoc.gov (contracts and agreements)

How to file with EEOC:

1. Online – EEOC Public Portal:

2. By telephone:

  • Call toll-free: 1-800-669-4000
  • TTY: 1-800-669-6820
  • ASL Video Phone: 1-844-234-5122

3. By mail to Boston Area Office: John F. Kennedy Federal Building 15 New Sudbury Street, Room 475 Boston, MA 02203

4. In person:

  • Visit Boston Area Office (by appointment recommended)
  • Walk-ins will be screened for appropriate follow-up

EEOC office serving Maine:

Boston Area Office John F. Kennedy Federal Building 15 New Sudbury Street, Room 475 Boston, MA 02203

Jurisdiction: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont

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

Source: EEOC Field Office Directory Available at: https://www.eeoc.gov/field-office

EEOC process:

Step 1: Intake/Assessment

  • Initial interview conducted
  • Determine if charge is appropriate
  • Provide information about process

Step 2: Charge filing

  • Formal charge drafted and filed
  • Notice sent to employer
  • Employer provides position statement

Step 3: Investigation

  • EEOC investigates charge
  • Requests information from both parties
  • May conduct interviews or site visits

Step 4: Determination

  • Cause determination (discrimination likely occurred)
  • No cause determination (insufficient evidence)
  • Conciliation attempted if cause found

Step 5: Resolution

  • Settlement agreement
  • Litigation by EEOC
  • Right to sue letter issued (allows private lawsuit)

Published Official Documents

6.1 Maine State Government Documents

State Employee Telework Policy Documents:

DOCUMENT: State of Maine Telework Policy PUBLISHED BY: Department of Administrative and Financial Services DATE: Implemented September 6, 2022 SUMMARY: Establishes permanent telework framework for eligible state employees following COVID-19 pandemic. Policy allows for hybrid work arrangements based on operational needs and job functions. Does not apply to private sector employers. AVAILABLE AT: https://www.maine.gov/dafs/WorksforME NOTE: This policy applies ONLY to Maine state employees

DOCUMENT: COVID-19 Related and Return to Office & Telework Frequently Asked Questions (FAQs) PUBLISHED BY: Maine Department of Health and Human Services DATE: May 2022 (with subsequent updates) SUMMARY: Addresses questions about state employee telework policy, equipment, vaccination requirements, and return to office protocols for DHHS employees. AVAILABLE AT: https://www.maine.gov/dhhs/about-us/office-reentry-faqs FORMAT: HTML AUDIENCE: State employees only

DOCUMENT: Re-Entry Update #1 PUBLISHED BY: Maine Department of Health and Human Services DATE: April 27, 2022 SUMMARY: Announces transition from pandemic footing to permanent telework policy for DHHS. Describes timeline from April 25 to September 6, 2022 for “return to offices” or “re-entry.” AVAILABLE AT: https://www1.maine.gov/dhhs/about-us/re-entry-update-1 FORMAT: HTML

6.2 Maine Human Rights Commission Publications

DOCUMENT: Maine Human Rights Act – Full Text REFERENCE: 5 M.R.S.A. §§ 4551-4634 SUMMARY: Complete text of Maine’s primary anti-discrimination statute covering employment, housing, public accommodations, credit, and education. AVAILABLE AT: https://legislature.maine.gov/statutes/5/title5ch337sec0.html FORMAT: HTML

DOCUMENT: Employment Regulations of the MHRC (Chapter 3) PUBLISHED BY: Maine Human Rights Commission SUMMARY: Detailed regulations implementing employment discrimination provisions of Maine Human Rights Act. AVAILABLE AT: https://www.maine.gov/mhrc/laws-guidance FORMAT: PDF REGULATION NUMBER: 94-348 C.M.R., Chapter 3 LAST AMENDED: December 10, 2022

DOCUMENT: Procedural Rule (Chapter 2) PUBLISHED BY: Maine Human Rights Commission SUMMARY: Establishes procedures for filing and processing discrimination complaints, including electronic filing options. AVAILABLE AT: https://www.maine.gov/mhrc/laws-guidance FORMAT: PDF REGULATION NUMBER: 94-348 C.M.R., Chapter 2 LAST AMENDED: December 10, 2022

DOCUMENT: Annual Report for Fiscal Year 2025 PUBLISHED BY: Maine Human Rights Commission DATE: October 31, 2025 SUMMARY: Reviews Commission activities, caseload statistics, reasonable grounds findings, and enforcement actions for fiscal year 2025. AVAILABLE AT: https://www.maine.gov/mhrc (Annual Reports section)

DOCUMENT: Reasonable Grounds Decisions & Reports PUBLISHED BY: Maine Human Rights Commission UPDATED: Ongoing SUMMARY: Published investigator reports in cases where Commission found reasonable grounds to believe unlawful discrimination occurred. Provides guidance on how Maine Human Rights Act is interpreted and applied. AVAILABLE AT: https://www.maine.gov/mhrc/decisions NOTE: Names of parties may be redacted

6.3 Maine Department of Labor Publications

DOCUMENT: Regulation of Employment Poster PUBLISHED BY: Maine Department of Labor, Bureau of Labor Standards DATE: 2023 (revised) SUMMARY: Required workplace poster describing at-will employment, wage payment requirements, and basic employment rights under Maine law. AVAILABLE AT: https://www.maine.gov/labor/docs/2023/posters/Regulationofemployment_English.pdf FORMAT: PDF REQUIREMENT: Must be posted in all Maine workplaces

DOCUMENT: Telecommuters – Employment Law Guidance PUBLISHED BY: Maine Department of Labor SUMMARY: Addresses legal considerations for employers with telecommuting employees, including wage and hour issues, workers’ compensation, OSHA, and accommodation requirements. AVAILABLE AT: https://www.maine.gov/labor/labor_laws/telecommuters.html FORMAT: HTML

Key provisions from this guidance:

“The Fair Labor Standards Act (FLSA) and Maine’s wage and hour labor laws require employers to record the hours worked for their non-exempt employees, there is no such requirement to maintain records for exempt employees. These requirements apply to telecommuting employees in the same manner as traditional employees’ located onsite or in an office.”

“The Equal Employment Opportunity Commission (EEOC) and Maine Human Right’s Commission (MHRC) require reasonable accommodation of an otherwise qualified employee’s disability. Employers should at least consider telecommuting as a form of reasonable accommodation if the disabled employee can perform the essential functions of the job from home.”

Source: Maine Department of Labor Available at: https://www.maine.gov/labor/labor_laws/telecommuters.html

6.4 Legislative Documents

DOCUMENT: Maine Revised Statutes (MRSA) PUBLISHED BY: Maine Legislature UPDATED: Continuously (as laws are amended) SUMMARY: Official compilation of all Maine statutory law, including employment-related statutes in Title 5 (Administration), Title 26 (Labor and Industry), and others. AVAILABLE AT: https://legislature.maine.gov/statutes/ FORMAT: HTML

DOCUMENT: 132nd Maine Legislature – Bill Status and Tracking UPDATED: Ongoing (current legislative session) SUMMARY: Searchable database of all bills introduced in current and recent legislative sessions. AVAILABLE AT: https://legislature.maine.gov/bills/ NOTE: No specific return to office bills identified as of January 6, 2026

6.5 Federal Agency Publications

DOCUMENT: What You Should Know About COVID-19 and the ADA PUBLISHED BY: U.S. Equal Employment Opportunity Commission UPDATED: Periodically SUMMARY: EEOC guidance on how ADA applies during and after COVID-19 pandemic, including telework as reasonable accommodation. AVAILABLE AT: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws FORMAT: HTML

DOCUMENT: Enforcement Guidance: Reasonable Accommodation and Undue Hardship PUBLISHED BY: U.S. Equal Employment Opportunity Commission DATE: October 17, 2002 (with updates) SUMMARY: Comprehensive guidance on reasonable accommodation requirements under ADA. AVAILABLE AT: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada FORMAT: HTML

Absence of Sector RTO Legislation

7.1 Legislative Research Results

Research conducted: January 6, 2026

Sources searched:

  • Maine State Legislature website (legislature.maine.gov)
  • 132nd Legislature Bill Status Search
  • Maine Revised Statutes Annotated
  • Governor’s Executive Orders archive
  • Department of Administrative and Financial Services policy documents

Search terms used:

  • “return to office”
  • “remote work mandate”
  • “telework requirements”
  • “hybrid work law”
  • “workplace location”

Results: No specific statutes enacted governing return to office mandates for private sector employers in Maine.

Legislative website: https://legislature.maine.gov Bill search tool: https://legislature.maine.gov/bills/ Date of search: January 6, 2026

Current legislative session:

  • 132nd Maine Legislature, Second Regular Session
  • Convenes: January 7, 2026
  • Statutory adjournment: April 15, 2026
  • No return to office bills identified in bill tracking system

Previous attempts:

In 2021, the Maine Legislature considered LD 553, “An Act To Require Cause for Employment Termination,” which would have eliminated at-will employment in Maine and required just cause for termination. This bill passed the Maine House of Representatives but was rejected by the Maine Senate and did not become law.

Source: Maine Legislature bill records Bill number: LD 553 (124th Legislature) Status: Failed

This failed bill would have significantly altered Maine’s employment framework but did not specifically address return to office or remote work issues.

7.2 General Employment Framework Applies

In the absence of specific return to office legislation, private sector employers in Maine operate under:

At-will employment framework:

  • Governed by common law (not statutory)
  • Employment may generally be terminated by either party
  • Subject to exceptions (contracts, public policy, anti-discrimination laws)
  • Source: Maine case law (Taliento v. Portland W. Neighborhood Planning Council, 1997 ME 194)

Anti-discrimination requirements:

Accommodation obligations:

  • Reasonable accommodation for disability (state and federal)
  • Interactive process required
  • Remote work may be accommodation in appropriate cases
  • Source: MHRA and ADA

Contract obligations:

  • Written employment agreements (if applicable)
  • Collective bargaining agreements (if applicable)
  • Employer handbook provisions (may create implied contracts)

Anti-retaliation protections:

  • Cannot retaliate for protected activities
  • Whistleblower protections (26 M.R.S.A. § 831 et seq.)
  • Workers’ compensation retaliation (39-A M.R.S.A. § 111)

Source: Maine Revised Statutes Available at: https://legislature.maine.gov/statutes/

Resources & Contacts

9.1 Maine State Agencies

Maine Human Rights Commission

Function: Enforces Maine Human Rights Act; investigates discrimination complaints in employment, housing, public accommodations, credit, and education

Mailing address: 51 State House Station, Augusta, Maine 04333-0051

Physical location: 19 Union Street, 2nd Floor, Augusta, ME 04330

Telephone: (207) 624-6290

Fax: (207) 624-8729

TTY: Maine Relay 711

Website: https://www.maine.gov/mhrc

Public Window Hours: Daily, 8:00 AM to 5:00 PM

Online services: Electronic intake questionnaire, complaint status check, resource library

Maine Department of Labor – Bureau of Labor Standards

Function: Enforces wage and hour laws, workplace safety regulations, and other employment standards; provides workplace consultations

Mailing address: 45 State House Station, Augusta, Maine 04333-0045

Physical address: 45 Commerce Drive, Augusta, Maine 04330

Telephone: (207) 623-7900

Fax: (207) 623-7934

TTY: Maine Relay 711

Email: bls.mdol@maine.gov

Website: https://www.maine.gov/labor/bls/

Services: Wage complaint filing, labor law information, workplace posters, telecommuter guidance, safety consultations

Maine Department of Administrative and Financial Services

Function: Oversees state employee policies (not private sector); administers state workforce programs

Mailing address: 78 State House Station, Augusta, ME 04333-0078

Telephone: (207) 624-7800

Website: https://www.maine.gov/dafs

Note: This agency manages policies for state employees only and does not regulate private employers

Maine State Legislature

Function: Enacts state laws; provides access to bill tracking, statutes, and legislative information

Mailing address: 2 State House Station, Augusta, ME 04333-0002

Telephone: (207) 287-1692

Website: https://legislature.maine.gov

Resources: Bill search, Maine Revised Statutes, committee schedules, legislative documents

9.2 Federal Agencies

U.S. Equal Employment Opportunity Commission (EEOC)

Boston Area Office (serves Maine)

Address: John F. Kennedy Federal Building, 15 New Sudbury Street, Room 475, Boston, MA 02203

Jurisdiction: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont

National toll-free: 1-800-669-4000

TTY: 1-800-669-6820

ASL Video Phone: 1-844-234-5122

Website: https://www.eeoc.gov

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

Function: Enforces federal employment discrimination laws including Title VII, ADA, ADEA, EPA, GINA

U.S. Department of Labor

Wage and Hour Division

Function: Enforces Fair Labor Standards Act, Family and Medical Leave Act, and other federal labor laws

Website: https://www.dol.gov/agencies/whd

Toll-free: 1-866-487-9243

TTY: 1-877-889-5627

9.3 Key Publications and Resources

Maine Revised Statutes – Employment Law Website: https://legislature.maine.gov/statutes/ Key titles: Title 5 (Human Rights Act), Title 26 (Labor and Industry)

Maine Human Rights Commission Publications Website: https://www.maine.gov/mhrc/laws-guidance Resources: Regulations, guidance documents, complaint forms, annual reports

Maine Department of Labor Resources Website: https://www.maine.gov/labor/labor_laws/ Resources: Required posters, labor law guides, wage and hour information, telecommuter guidance

EEOC Resources Website: https://www.eeoc.gov Resources: Federal law guidance, reasonable accommodation information, charge filing, technical assistance

ADA Information Website: https://www.ada.gov Resources: ADA requirements, technical assistance, settlement agreements

9.4 Legal Assistance

For legal advice (not information):

Maine State Bar Association Lawyer Referral Service Telephone: (207) 774-4348 or 1-800-860-1460 Website: https://www.mainebar.org

Pine Tree Legal Assistance (for eligible low-income individuals) Telephone: 1-877-480-4660 Website: https://www.ptla.org

Maine Volunteer Lawyers Project Telephone: (207) 774-4348 Website: https://www.vlp.org

Attorney Referral – Maine Human Rights Commission Website: https://www.maine.gov/mhrc (Attorney Referral Listing)

Note: Government agencies provide information and enforcement, not legal advice. For advice on your specific situation, consult a licensed attorney in Maine.

Frequently Asked Questions - RTO mandate Maine

What is Maine’s return to office mandate?

As of January 2026, Maine has not enacted a return to office mandate for private sector employers. There is no state law or executive order requiring private companies to bring employees back to the office.

The State of Maine implemented a telework policy for eligible state government employees effective September 6, 2022, but this applies only to state employees, not private sector workers.

Private employers in Maine operate under at-will employment principles and may generally set workplace policies, subject to anti-discrimination laws, accommodation requirements, and contractual obligations.

Source: Maine State Legislature research Conducted: January 6, 2026 Available at: https://legislature.maine.gov

Does Maine’s state employee telework policy apply to private employers?

No. Maine’s telework policy applies exclusively to Maine state government employees and does not create requirements or standards for private sector employers.

According to the Maine Department of Administrative and Financial Services, which oversees state employee policies, the telework framework was implemented for eligible state employees following COVID-19. This policy has no binding effect on private businesses.

Private employers may establish their own remote work or return to office policies independently, subject to employment law requirements.

Source: Maine Department of Administrative and Financial Services Available at: https://www.maine.gov/dafs/WorksforME

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

Generally yes, unless an exception applies. Maine follows at-will employment, meaning employers may generally change work conditions, including requiring office presence, and employees may be terminated for refusing.

Important exceptions:

Employment contracts: If you have a written contract specifying remote work, your employer must honor those terms.

Collective bargaining agreements: Union contracts may include provisions about workplace location and remote work rights.

Reasonable accommodation: If you have a disability and remote work is a reasonable accommodation, your employer must engage in the interactive process and may be required to allow continued remote work.

Discriminatory motivation: Your employer cannot require return to office based on protected characteristics (race, sex, age, disability, etc.).

Retaliation: Your employer cannot require return to office in retaliation for protected activity (filing discrimination complaint, whistleblowing, workers’ comp claim).

For advice specific to your situation, consult a Maine employment attorney.

What are my accommodation rights under Maine law?

The Maine Human Rights Act prohibits discrimination based on physical or mental disability and requires reasonable accommodations for qualified individuals with disabilities.

Key protections:

Broad coverage: Maine law applies to ALL employers with one or more employees, broader than federal ADA (15+ employees).

Protected disabilities: Physical or mental impairments that substantially limit major life activities or significantly impair physical or mental health.

Reasonable accommodation: Employers must provide reasonable accommodations unless they create undue hardship. This may include remote work, flexible schedules, or modified duties.

Interactive process: Both parties must engage in good faith discussions to identify effective accommodations.

Retaliation prohibited: Employers cannot retaliate against employees for requesting accommodations.

To request accommodation, notify your employer of your need and work together to identify solutions. Medical documentation may be requested.

Source: Maine Human Rights Commission Phone: (207) 624-6290 Website: https://www.maine.gov/mhrc

How do I file a discrimination complaint in Maine?

State complaints – Maine Human Rights Commission:

Deadline: 300 days from discriminatory act

Filing methods:

  • Online: Complete intake questionnaire at www.maine.gov/mhrc/file
  • Phone: Call (207) 624-6290
  • Mail: 51 State House Station, Augusta, ME 04333-0051
  • In person: 19 Union Street, 2nd Floor, Augusta, ME 04330

Process:

  1. Submit intake questionnaire or contact Commission
  2. Intake officer reviews information
  3. Formal complaint drafted and sent to you
  4. Sign before notary and return
  5. Commission investigates
  6. Conciliation or litigation if reasonable grounds found

Federal complaints – EEOC:

Deadline: 300 days from discriminatory act (in Maine)

Filing methods:

  • Online: https://publicportal.eeoc.gov
  • Phone: 1-800-669-4000 / TTY: 1-800-669-6820
  • Mail: EEOC Boston Area Office, JFK Federal Building, 15 New Sudbury Street, Room 475, Boston, MA 02203

Dual filing: Maine has worksharing agreement with EEOC. Filing with one agency may satisfy deadline for both.

Source: Maine Human Rights Commission and EEOC MHRC Phone: (207) 624-6290 EEOC Phone: 1-800-669-4000

Can I request remote work as a reasonable accommodation?

Yes, you may request remote work as a reasonable accommodation if you have a disability under the Maine Human Rights Act or Americans with Disabilities Act.

Requirements:

Disability: You must have a physical or mental impairment that substantially limits a major life activity.

Qualified individual: You must be able to perform essential job functions with or without accommodation.

Reasonable: The accommodation must be feasible and not create undue hardship for the employer.

Effective: Remote work must address your disability-related limitations.

Factors employers may consider:

  • Whether essential job functions can be performed remotely
  • Whether employer has allowed remote work for other employees
  • Technology and resources available
  • Impact on operations and other employees
  • Cost and administrative burden

If your employer has allowed remote work during COVID-19 or for other employees, this strengthens your request that remote work is feasible.

To request: Notify your employer of your need for accommodation and your suggestion that remote work would help. Engage in the interactive process. Provide medical documentation if requested.

Source: EEOC guidance Available at: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

What is the Maine Human Rights Act?

The Maine Human Rights Act (MHRA) is Maine’s primary anti-discrimination law, enacted to protect individuals from discrimination in employment, housing, public accommodations, credit, and education.

Reference: 5 M.R.S.A. §§ 4551-4634

Employment protections: The Act prohibits employment discrimination based on race, color, sex, sexual orientation, gender identity, physical or mental disability, religion, age, ancestry, national origin, familial status, prior workers’ compensation claims, whistleblower activity, and receipt of protection orders.

Employer coverage: Applies to ALL Maine employers with one or more employees, providing broader protection than most federal laws.

Enforcement: Maine Human Rights Commission investigates complaints and may bring enforcement actions in court.

Remedies: May include back pay, reinstatement, compensatory damages, injunctive relief, and attorney’s fees.

Relationship to federal law: MHRA provides protections similar to and sometimes broader than federal civil rights laws. Employees may have rights under both state and federal law.

Source: Maine Revised Statutes Full text: https://legislature.maine.gov/statutes/5/title5ch337sec0.html Commission: (207) 624-6290 / https://www.maine.gov/mhrc

Where do I file an EEOC complaint in Maine?

Maine is within the jurisdiction of the EEOC Boston Area Office.

EEOC Boston Area Office: John F. Kennedy Federal Building 15 New Sudbury Street, Room 475 Boston, MA 02203

Jurisdiction: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont

Contact information:

Filing process:

  1. Visit EEOC Public Portal to schedule appointment (by phone, video, or in-person)
  2. Or call toll-free number for assistance
  3. Provide information about discrimination
  4. EEOC will conduct intake interview
  5. Formal charge drafted and investigation begins

Deadline: 300 days from discriminatory act for Maine residents

Worksharing: Maine has agreement with EEOC. You may file with either or both agencies.

Source: EEOC Field Office Directory Available at: https://www.eeoc.gov/field-office

What is at-will employment in Maine?

At-will employment means that employment may be terminated by either the employer or employee at any time, for any reason not prohibited by law, with or without notice.

Maine follows the at-will employment doctrine through common law. According to the Maine Supreme Judicial Court in Taliento v. Portland W. Neighborhood Planning Council (1997):

“In Maine, it has long been the rule that a contract of employment for an indefinite length of time is terminable at the will of either party.”

What this means:

  • Employers may generally change work conditions, including requiring office presence
  • Employees may quit at any time
  • No advance notice required (unless contract specifies otherwise)
  • Applies unless an exception exists

Exceptions to at-will employment:

  • Contracts: Written or implied contracts limiting termination
  • Collective bargaining agreements: Union contracts with just-cause provisions
  • Discrimination: Cannot terminate based on protected characteristics
  • Retaliation: Cannot terminate for protected activity (whistleblowing, discrimination complaints, workers’ comp claims)
  • Public policy: Cannot terminate in violation of important public policy

Important: At-will employment does NOT mean employers can violate anti-discrimination laws or fail to accommodate disabilities.

Source: Maine Department of Labor Available at: https://www.maine.gov/labor/docs/2023/posters/Regulationofemployment_English.pdf

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

State employees:

  • Subject to State of Maine telework policy implemented September 2022
  • Eligibility determined by job functions and operational needs
  • Hybrid work arrangements available for eligible positions
  • Governed by state workforce policies and union agreements
  • Policy managed by Department of Administrative and Financial Services

Private sector employees:

  • No state-mandated return to office requirements
  • Employers set their own workplace policies
  • Subject to at-will employment framework
  • Must comply with anti-discrimination laws and accommodation requirements
  • Contractual obligations apply if agreements exist

Key distinction: State employee telework policy applies ONLY to government workers and creates NO obligations for private employers.

Common requirements for both:

  • Must comply with Maine Human Rights Act
  • Must provide reasonable accommodations for disabilities
  • Cannot discriminate based on protected characteristics
  • Subject to federal employment laws (where applicable)

Source: Maine Department of Administrative and Financial Services Available at: https://www.maine.gov/dafs/WorksforME

What should I do if my employer denies my accommodation request?

If your employer denies your request for reasonable accommodation, consider these steps:

1. Request written explanation: Ask your employer to provide written reasons for the denial.

2. Document everything: Keep records of all communications, including your request, employer’s response, medical documentation provided, and alternative accommodations discussed.

3. Propose alternatives: Suggest alternative accommodations that might be acceptable to your employer while addressing your needs.

4. Internal grievance: If your employer has an internal complaint process, consider using it.

5. Seek legal advice: Consult with a Maine employment attorney to evaluate whether the denial violates the Maine Human Rights Act or ADA.

6. File complaint: You may file a discrimination complaint with:

  • Maine Human Rights Commission: (207) 624-6290
  • EEOC: 1-800-669-4000

Deadlines: 300 days from denial to file with MHRC or EEOC

Important: Your employer must engage in good faith interactive process and cannot simply refuse accommodation without considering alternatives or demonstrating undue hardship.

A denial may be unlawful if your employer did not engage in the interactive process, failed to consider reasonable alternatives, or made assumptions without individualized assessment.

Source: Maine Human Rights Commission Phone: (207) 624-6290 Website: https://www.maine.gov/mhrc

How does Maine’s law compare to federal disability accommodation requirements?

Maine’s disability accommodation requirements are similar to federal ADA requirements but with some important differences:

Coverage:

  • Maine (MHRA): Applies to ALL employers with 1+ employees
  • Federal (ADA): Applies to employers with 15+ employees
  • Advantage: Maine provides broader coverage for small business employees

Definition of disability:

  • Maine: Physical or mental impairment that substantially limits major life activities OR significantly impairs physical or mental health OR requires special education/vocational rehabilitation
  • Federal: Physical or mental impairment that substantially limits major life activities
  • Advantage: Maine’s definition may be broader in some cases

Accommodation requirements:

  • Both: Require interactive process, reasonable accommodation, and undue hardship standard
  • Similar: Both may include remote work as accommodation

Filing deadline:

  • Maine MHRC: 300 days from discrimination
  • Federal EEOC: 300 days in Maine (worksharing agreement)
  • Same timeline: Filing with one may preserve rights under both

Remedies:

  • Both: Back pay, compensatory damages, injunctive relief
  • Maine: May provide additional state law remedies

Recommendation: Consult an attorney to understand how both laws apply to your situation.

Source: Maine Human Rights Commission and EEOC MHRC: (207) 624-6290 EEOC: 1-800-669-4000

Can my employer require me to provide medical documentation?

Yes, when you request a reasonable accommodation, your employer may request medical documentation if your disability or need for accommodation is not obvious.

According to EEOC guidance, employers may request:

  • Nature, severity, and duration of the impairment
  • Activities that the impairment limits
  • How the impairment affects your ability to perform essential job functions
  • Why the requested accommodation is needed

What employers CANNOT request:

  • Complete medical records
  • Information about unrelated conditions
  • Unnecessary details about your disability

Requirements:

  • Medical information must be kept confidential
  • Stored separately from personnel files
  • Limited access to need-to-know basis
  • Cannot share with supervisors unless necessary for accommodation

Your rights:

  • Request that medical provider limit information to what’s necessary
  • Ensure documentation addresses specific accommodation request
  • Ask employer to specify what information is needed

If you believe your employer requested excessive medical information or failed to maintain confidentiality, you may have grounds for a complaint.

Source: EEOC Enforcement Guidance Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees

Is there pending legislation on return to office in Maine?

As of January 6, 2026, no pending legislation specifically addresses return to office mandates or remote work requirements for private sector employers in Maine.

132nd Legislature (current session):

  • Second Regular Session: January 7 – April 15, 2026
  • No return to office bills identified

Bill search conducted:

  • Date: January 6, 2026
  • Search terms: “return to office”, “remote work”, “telework”
  • Result: No relevant bills found

How to monitor:

Note: The 131st Legislature (2023-2024) did not pass any return to office legislation for private employers.

Source: Maine State Legislature Available at: https://legislature.maine.gov

How do I find an employment attorney in Maine?

Maine State Bar Association – Lawyer Referral Service:

  • Phone: (207) 774-4348 or 1-800-860-1460
  • Website: https://www.mainebar.org
  • Service: Referral to qualified employment attorneys in Maine

Legal aid resources (for those who qualify financially):

Pine Tree Legal Assistance:

  • Provides free legal services to low-income Mainers
  • Website: https://www.ptla.org
  • Helpline: 1-877-480-4660

Maine Volunteer Lawyers Project:

  • Connects eligible individuals with volunteer attorneys
  • Website: https://www.vlp.org
  • Phone: (207) 774-4348

Questions to ask potential attorneys:

  • Experience with employment discrimination cases
  • Familiarity with Maine Human Rights Act
  • Fee structure (hourly, contingency, flat fee)
  • Assessment of your case
  • Timeline for resolution

Maine Human Rights Commission attorney referral: The Commission maintains a list of attorneys who practice employment discrimination law.

Note: This information does not constitute attorney-client relationship. Contact attorneys directly to discuss representation.

Others

Utah
New York
Washington
California
Kentucky

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