Missouri Return to Office Mandate 2026
⚠️Informational only — not legal or tax advice.
Last Updated: January 1, 2026
Applicable Period: 2026 and current employment regulations
Key Characteristic: State employee mandate requirements and private sector employer considerations under at-will employment framework in Missouri
Table of Contents
- Introduction
- Applicable Legal Framework - Missouri
- Competent Government Agencies
- Applicable Statutes - Compilation
- Reasonable Accommodations - Official Framework
- Official Complaint Process
- Published Official Documents
- Absence of Specific Private Sector RTO Legislation
- Resources
- Frequently Asked Questions
Introduction
Missouri’s return to office mandate refers to actions taken by Governor Mike Kehoe’s administration requiring state employees to return to in-office work by March 2025. According to news reports from early 2025, the Missouri Office of Administration sent internal memoranda to state employees establishing a gradual re-entry strategy with supervisors and managers required to return by February 25, 2025, and remaining remote workers by March 24, 2025. This mandate applies to Missouri state government employees and does not impose requirements on private sector employers.
This guide compiles official information published by the Missouri Commission on Human Rights, Missouri Department of Labor and Industrial Relations, Missouri Office of Administration, and federal agencies regarding employment rights, anti-discrimination protections, and reasonable accommodation processes applicable in Missouri.
Sources: Missouri Commission on Human Rights, Missouri Department of Labor and Industrial Relations, Missouri Office of Administration, U.S. Equal Employment Opportunity Commission
Applicable Legal Framework -Missouri
1.1 At-Will Employment Doctrine
Missouri operates under the employment-at-will doctrine, which generally permits employers to terminate employees for any reason not prohibited by law, and permits employees to leave employment at any time.
According to Missouri legal precedent, the employment-at-will doctrine provides that either party may terminate the employment relationship at any time, with or without cause, unless the termination violates:
- Federal or state anti-discrimination laws
- Public policy exceptions recognized under Missouri law
- Express employment contract provisions
- Collective bargaining agreements
Missouri courts have recognized limited public policy exceptions to at-will employment. According to case law developments, these exceptions prohibit termination when an employee:
- Refuses to violate the law at the employer’s direction
- Reports illegal employer conduct to government agencies or law enforcement
- Exercises rights under workers’ compensation laws
- Engages in conduct otherwise protected by statute or regulation
Source: Missouri case law and common law principles
Note: Missouri does not have a single codified statute establishing the at-will employment doctrine like some states
1.2 State Employee Return to Office Directive
According to news reports from February 2025, Governor Mike Kehoe’s administration issued internal directives to Missouri state employees regarding return to office requirements.
Reported Key Provisions:
- Supervisors and managers: Return by February 25, 2025
- All remaining remote state workers: Return by March 24, 2025
- Stated rationale: Enhanced customer service and improved collaboration
- Review process: Examination of alternative location and hybrid work arrangements
- Potential exceptions: Call center employees, pre-pandemic remote positions, distributed roles not requiring in-office presence
Important: As of January 1, 2026, these directives apply to Missouri state government employees. Private sector employers in Missouri are not subject to state-mandated return to office requirements and operate under the at-will employment framework subject to anti-discrimination laws, accommodation requirements, contract obligations, and collective bargaining agreements.
Note: Official executive orders and formal policy documents were not identified on Missouri government websites as of January 1, 2026. Information about state employee directives comes from news reporting and administrative communications.
1.3 Historical State Employee Directives
Governor Parson’s May 2021 Directive:
On May 5, 2021, Governor Mike Parson issued a directive requiring all Missouri state workers to return to their offices for in-person work no later than May 17, 2021, and that all state buildings be open and accessible to the public during normal business hours.
According to the Governor’s press release:
“Since the start of COVID-19, our state team members have gone above and beyond to keep state government running and continue providing quality public service to Missourians. Thanks in large part to their efforts, Missouri is in a strong position, and we continue to move forward each day.”
“With COVID-19 vaccines now readily available across the state and virus activity at its lowest levels since early days of the pandemic, we are confident that it is safe to return to pre-COVID-19 work settings and schedules.”
Source: Governor Michael L. Parson Press Release, May 5, 2021
Available at: https://governor.mo.gov/press-releases/archive/governor-parson-issues-state-workforce-directive
1.4 No Private Sector RTO Mandate
As of January 1, 2026, the Missouri Legislature has not enacted specific statutes or executive orders governing return to office mandates for private sector employers.
Legislative Research:
- Website: Missouri Legislature (www.senate.mo.gov and www.house.mo.gov)
- Search conducted: January 1, 2026
- Search terms: “return to office,” “remote work mandate,” “telework requirements”
- Result: No relevant legislation identified for private sector employers
Private sector employers in Missouri operate under:
- At-will employment framework
- Missouri Human Rights Act (Chapter 213, RSMo)
- Federal anti-discrimination laws (Title VII, ADA, ADEA, etc.)
- Disability accommodation requirements
- Contract obligations and collective bargaining agreements
- Anti-retaliation protections
Competent Government Agencies
2.1 Missouri Commission on Human Rights
The Missouri Commission on Human Rights (MCHR) enforces the Missouri Human Rights Act, which prohibits discrimination in employment, housing, and places of public accommodations.
Official Contact Information:
Missouri Commission on Human Rights
421 E. Dunklin Street
P.O. Box 1129
Jefferson City, MO 65102-1129
Telephone: (573) 751-3325
Toll-Free Complaint Hotline: 1-877-781-4236
Relay Missouri: 711
TDD: 1-800-735-2966
Fax: (573) 751-2905
Email: MCHRIntake@labor.mo.gov (for inquiries and new filings)
General Email: mchr@labor.mo.gov
Official Website: https://labor.mo.gov/mohumanrights
Office Hours: Monday-Friday, normal business hours (contact for specific hours)
Function: The Missouri Commission on Human Rights investigates complaints of discrimination in employment, housing, and places of public accommodations based on race, color, religion, national origin, ancestry, sex, disability, age (40-69 in employment), and familial status (in housing).
2.2 Missouri Department of Labor and Industrial Relations
The Missouri Department of Labor and Industrial Relations provides information and resources related to employment matters in Missouri.
Official Contact Information:
Missouri Department of Labor and Industrial Relations
421 East Dunklin Street
P.O. Box 504
Jefferson City, MO 65102
Telephone: (573) 751-4091
Website: https://labor.mo.gov
Function: Oversees workforce development, labor standards, workers’ rights, unemployment insurance, and workplace safety in Missouri. Houses the Missouri Commission on Human Rights.
2.3 Missouri Office of Administration – Division of Personnel
The Missouri Office of Administration Division of Personnel manages human resources functions for Missouri state employees.
Official Contact Information:
Missouri Office of Administration
Division of Personnel
301 West High Street, Room 430
P.O. Box 809
Jefferson City, MO 65102
Website: https://pers.oa.mo.gov
General OA Website: https://oa.mo.gov
Function: Administers personnel policies, benefits, leave programs, and employment practices for Missouri state government employees.
Note: State employee-specific policies and guidance may be available through this division.
2.4 U.S. Equal Employment Opportunity Commission (EEOC)
The EEOC enforces federal laws prohibiting employment discrimination. Missouri is within the jurisdiction of the EEOC’s St. Louis District Office.
St. Louis District Office:
U.S. Equal Employment Opportunity Commission
St. Louis District Office
Robert A. Young Federal Building
1222 Spruce Street, Room 8.100
St. Louis, MO 63103
Telephone: 1-800-669-4000
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122
Website: https://www.eeoc.gov/field-office/stlouis
Director: David Davis
Regional Attorney: Andrea Baran
Office Hours: Monday-Friday, 8:00 AM – 4:00 PM (except federal holidays)
Walk-in Hours: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Public Portal: https://publicportal.eeoc.gov/
Jurisdiction: The St. Louis District Office has jurisdiction over Missouri, Kansas, Nebraska, Oklahoma, and 16 counties in southern Illinois.
Kansas City Area Office:
U.S. Equal Employment Opportunity Commission
Kansas City Area Office
Gateway Tower II
400 State Avenue, Suite 905
Kansas City, KS 66101
Telephone: (913) 551-5655
Email: kansascityintake@eeoc.gov
Website: https://www.eeoc.gov/field-office/kansascity
Office Hours: Monday-Friday, 8:00 AM – 4:00 PM (except federal holidays)
Walk-in Hours: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Applicable Statutes - Compilation
3.1 Missouri Human Rights Act
Law: Missouri Human Rights Act
Reference: Chapter 213, Revised Statutes of Missouri (RSMo)
Primary Sections: §§ 213.010 through 213.137
Full Text: https://revisor.mo.gov/main/Home.aspx (search “Chapter 213”)
Protected Classes Under Missouri Human Rights Act:
According to RSMo § 213.010 and related sections:
Employment Discrimination Protections:
- Race
- Color
- Religion
- National origin
- Ancestry
- Sex
- Disability
- Age (40 to 69 years)
Housing Discrimination Protections:
- Race
- Color
- Religion
- National origin
- Ancestry
- Sex
- Disability
- Familial status
Employer Coverage: According to Missouri law, the Missouri Human Rights Act applies to employers with six or more employees.
Source: Missouri Commission on Human Rights
Available at: https://labor.mo.gov/mohumanrights/discrimination
3.2 Key Statutory Provisions
RSMo § 213.010 – Definitions
This section defines key terms including “disability,” “employer,” “employment agency,” “labor organization,” and other terms used throughout the Missouri Human Rights Act.
Disability Definition:
According to RSMo § 213.010(5), “disability” means:
“A physical or mental impairment which substantially limits one or more of a person’s major life activities, being regarded as having such an impairment, or a record of having such an impairment, which with or without reasonable accommodation does not interfere with performing the job, utilizing the place of public accommodation, or occupying the dwelling in question.”
Source: Missouri Revised Statutes § 213.010
Available at: https://revisor.mo.gov/main/OneSection.aspx?section=213.010
RSMo § 213.055 – Unlawful Employment Practices
This section establishes unlawful employment practices, including discrimination in hiring, firing, compensation, terms, conditions, or privileges of employment because of protected characteristics.
Source: Missouri Revised Statutes § 213.055
Available at: https://revisor.mo.gov/main/Home.aspx
RSMo § 213.070 – Employer Duties Regarding Disability
This section addresses employer obligations regarding employees with disabilities, including reasonable accommodation requirements.
Source: Missouri Revised Statutes § 213.070
Available at: https://revisor.mo.gov/main/Home.aspx
3.3 Federal Anti-Discrimination Laws
Americans with Disabilities Act (ADA)
Reference: 42 U.S.C. § 12101 et seq.
Enforcing Agency: U.S. Equal Employment Opportunity Commission
Employer Coverage: 15 or more employees
Protected Class: Disability
Official Website: https://www.ada.gov
EEOC ADA Information: https://www.eeoc.gov/laws/guidance/fact-sheet-disability-discrimination
Title VII of the Civil Rights Act of 1964
Reference: 42 U.S.C. § 2000e et seq.
Enforcing Agency: U.S. Equal Employment Opportunity Commission
Employer Coverage: 15 or more employees
Protected Classes: Race, color, religion, sex, national origin
EEOC Website: https://www.eeoc.gov/laws/statutes/titlevii.cfm
Age Discrimination in Employment Act (ADEA)
Reference: 29 U.S.C. § 621 et seq.
Enforcing Agency: U.S. Equal Employment Opportunity Commission
Employer Coverage: 20 or more employees
Protected Class: Age (40 years and older)
EEOC Website: https://www.eeoc.gov/laws/statutes/adea.cfm
3.4 Comparison Table – Coverage Requirements
State vs. Federal Anti-Discrimination Law Coverage:
Missouri Human Rights Act:
- Minimum employer size: 6 employees
- Age protection: 40-69 years
- Protected classes: Race, color, religion, national origin, ancestry, sex, disability, age (employment)
Federal Laws (ADA, Title VII):
- Minimum employer size: 15 employees (ADA, Title VII); 20 employees (ADEA)
- Age protection: 40 years and older (ADEA)
- Protected classes: Race, color, religion, sex, national origin, disability, age
Note: Missouri law provides broader coverage for smaller employers (6+ employees vs. 15+ employees federally) and has a defined upper age limit for employment age discrimination (69 years).
Reasonable Accommodations - Official Framework
4.1 Missouri Law Requirements
The Missouri Human Rights Act requires employers with six or more employees to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would impose an undue hardship on the employer.
According to the Missouri Commission on Human Rights, disability discrimination occurs when an employer:
“Fails to make reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless the employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business.”
Source: Missouri Commission on Human Rights – Discrimination in Employment
Available at: https://labor.mo.gov/mohumanrights/discrimination/employment
Reasonable Accommodation May Include:
According to federal EEOC guidance, which Missouri courts may consider persuasive:
- Modifications to work schedules or policies
- Physical modifications to the workplace
- Acquisition or modification of equipment
- Reassignment to a vacant position
- Remote work or telework arrangements (when feasible)
- Unpaid leave
- Modified break schedules
Note: Remote work may be considered as a potential reasonable accommodation depending on the essential functions of the position and operational requirements.
4.2 Federal ADA Requirements
The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to provide reasonable accommodations to qualified individuals with disabilities.
According to the U.S. Equal Employment Opportunity Commission:
“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 – Disability Discrimination
Available at: https://www.eeoc.gov/disability-discrimination
Three Categories of Reasonable Accommodation:
- Modifications or adjustments to a job application process
- Modifications or adjustments to enable a qualified individual with a disability to perform the essential functions of a position
- Modifications or adjustments that enable a qualified employee with a disability to enjoy equal benefits and privileges of employment
4.3 Interactive Process
According to EEOC guidance, when an employee requests an accommodation, the employer should engage in an informal interactive process with the employee to:
Step 1: Recognize the Accommodation Request
- An accommodation request does not need to use specific legal language
- The employee should indicate a work-related difficulty due to a medical condition
- Requests may be oral or written
Step 2: Gather Information
- The employer may request medical documentation to verify the disability and need for accommodation
- Documentation should come from an appropriate healthcare provider
- Employers should only request information necessary to establish that the individual has a disability and needs the requested accommodation
Step 3: Explore Accommodation Options
- The employer and employee should discuss potential effective accommodations
- The employer has discretion to choose among effective accommodations
- The employee’s preference should be given primary consideration
Step 4: Implement the Accommodation
- Once an effective accommodation is identified, implement it
- Monitor effectiveness and make adjustments as needed
Source: EEOC – Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the ADA
Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
4.4 Remote Work as Reasonable Accommodation
According to EEOC guidance, telework or remote work may be a form of reasonable accommodation. Factors to consider include:
- Whether the employee can perform essential job functions remotely
- Whether remote work is already offered to other employees
- Whether the employer has experience with remote work arrangements
- Whether remote work would eliminate a workplace barrier
- Whether there are alternative effective accommodations
Important: Employers are not required to eliminate essential job functions or grant remote work if in-person presence is an essential function of the position.
Source: EEOC – Work at Home/Telework as a Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation
Official Complaint Process
5.1 Missouri Commission on Human Rights (MCHR)
Filing Deadline
CRITICAL: Complaints under the Missouri Human Rights Act must be filed with the Missouri Commission on Human Rights within 180 days of the alleged discriminatory act.
Source: Missouri law – Chapter 213, RSMo
Available at: https://labor.mo.gov/mohumanrights/file-complaint
How to File a Complaint
Step 1: Complaint Assessment
Before filing, individuals may complete the online Discrimination Complaint Assessment at:
https://labor.mo.gov/mohumanrights/file-complaint
This assessment consists of up to four questions designed to determine if MCHR may have jurisdiction over the issue.
Step 2: Filing Methods
Online:
Visit: https://labor.mo.gov/mohumanrights/file-complaint
Email completed forms to: MCHRIntake@labor.mo.gov
By Phone:
Toll-Free Complaint Hotline: 1-877-781-4236
Main Office: (573) 751-3325
TDD: 1-800-735-2966
By Mail:
Missouri Commission on Human Rights
P.O. Box 1129
Jefferson City, MO 65102-1129
In Person:
Missouri Commission on Human Rights
421 E. Dunklin Street
Jefferson City, MO 65102
Step 3: Investigation Process
According to the Missouri Commission on Human Rights:
- Intake: MCHR reviews the complaint to determine jurisdiction
- Notification: The employer/respondent receives a copy of the complaint
- Investigation: MCHR investigates the allegations
- Determination: The Executive Director determines whether probable cause exists
- Conciliation: If probable cause is found, MCHR attempts conciliation
- Hearing: If conciliation fails, the case may proceed to hearing before the Administrative Hearings Commission
Source: Missouri Commission on Human Rights – Complaint Process
Available at: https://labor.mo.gov/mohumanrights/file-complaint/complaint-process
Contact Information
Missouri Commission on Human Rights
421 E. Dunklin Street
P.O. Box 1129
Jefferson City, MO 65102-1129
Telephone: (573) 751-3325
Toll-Free: 1-877-781-4236
Relay Missouri: 711
TDD: 1-800-735-2966
Fax: (573) 751-2905
Email: MCHRIntake@labor.mo.gov
Website: https://labor.mo.gov/mohumanrights
Hours: Monday-Friday, normal business hours
5.2 U.S. Equal Employment Opportunity Commission (EEOC)
Filing Deadline
Federal Law: Employment discrimination charges must generally be filed with the EEOC within 180 days of the alleged discriminatory act. In states with a Fair Employment Practice Agency (FEPA) like Missouri, the deadline extends to 300 days.
Source: EEOC – Filing a Charge of Discrimination
Available at: https://www.eeoc.gov/employees/charge.cfm
Dual-Filing with MCHR and EEOC
Missouri has a worksharing agreement with the EEOC. When a charge is filed with one agency, it is automatically cross-filed with the other agency.
Source: EEOC – State and Local Fair Employment Practice Agencies
Available at: https://www.eeoc.gov/field-office/stlouis/fepa
How to File with EEOC
Step 1: Online Inquiry
Visit the EEOC Public Portal: https://publicportal.eeoc.gov/
Complete an online inquiry to schedule an interview with an EEOC representative.
Step 2: Interview
Participate in a telephone, video, or in-person interview with EEOC staff to provide information about the alleged discrimination.
Step 3: Charge Filing
If appropriate, file a formal charge of discrimination with the EEOC.
Alternative Methods:
By Phone:
Call 1-800-669-4000 (Voice)
1-800-669-6820 (TTY)
1-844-234-5122 (ASL Video Phone)
In Person:
St. Louis District Office:
1222 Spruce Street, Room 8.100
St. Louis, MO 63103
Hours: Monday-Friday, 8:00 AM – 4:00 PM
Walk-ins: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Kansas City Area Office:
400 State Avenue, Suite 905
Kansas City, KS 66101
Hours: Monday-Friday, 8:00 AM – 4:00 PM
Walk-ins: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Note: Appointments are strongly recommended. Individuals with appointments or expiring deadlines receive priority.
Published Official Documents
Missouri State Documents
Governor Parson’s May 2021 Workforce Directive
Document: Press Release – “Governor Parson Issues State Workforce Directive”
Published By: Office of Governor Michael L. Parson
Date: May 5, 2021
Summary: Directive requiring all Missouri state workers to return to offices for in-person work no later than May 17, 2021, and state buildings to open to the public during normal business hours.
Link: https://governor.mo.gov/press-releases/archive/governor-parson-issues-state-workforce-directive
Format: HTML
Missouri Revised Statutes – Chapter 213 (Missouri Human Rights Act)
Document: Missouri Human Rights Act
Reference: Chapter 213, RSMo
Published By: Missouri Revisor of Statutes
Summary: Complete text of Missouri’s anti-discrimination law covering employment, housing, and public accommodations.
Link: https://revisor.mo.gov/main/Home.aspx (search “Chapter 213”)
Format: HTML
Missouri Commission on Human Rights – Discrimination Resources
Published By: Missouri Department of Labor and Industrial Relations
Summary: Information on types of discrimination, protected classes, filing complaints, and the complaint process.
Link: https://labor.mo.gov/mohumanrights/discrimination
Format: HTML/PDF resources
State Employee Benefits and Leave Information
Published By: Missouri Office of Administration – Division of Personnel
Summary: Information on types of leave available to state team members, including FMLA, sick leave, and other leave categories.
Link: https://pers.oa.mo.gov/state-team-members/team-member-benefits/types-leave-available-state-team-members
Format: HTML
Federal Documents
EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship
Published By: U.S. Equal Employment Opportunity Commission
Date: October 17, 2002 (as updated)
Summary: Comprehensive guidance on reasonable accommodation requirements under the Americans with Disabilities Act.
Link: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
Format: HTML
Pages: Extensive
EEOC Guidance: Work at Home/Telework as a Reasonable Accommodation
Published By: U.S. Equal Employment Opportunity Commission
Summary: Guidance on when telework or work-at-home arrangements may be reasonable accommodations under the ADA.
Link: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation
Format: HTML
ADA: Know Your Rights
Published By: U.S. Department of Justice, Civil Rights Division
Summary: Overview of rights and protections under the Americans with Disabilities Act.
Link: https://www.ada.gov/topics/intro-to-ada/
Format: HTML/PDF
Missouri Commission on Human Rights Forms
Employment Discrimination Complaint Form (MCHR-44)
Published By: Missouri Commission on Human Rights
Date: June 2024 revision
Summary: Official form for filing employment discrimination complaints with MCHR.
Link: https://labor.mo.gov/media/22096/download
Format: PDF
Note: Can be submitted by email to mchrintake@labor.mo.gov or by mail
Complaint Assessment Tool
Published By: Missouri Commission on Human Rights
Summary: Online tool to help determine if MCHR has jurisdiction over a potential discrimination claim.
Link: https://labor.mo.gov/mohumanrights/file-complaint
Format: Online form
Absence of Specific Private Sector RTO Legislation
Legislative Research Results
As of January 1, 2026, searches of the Missouri Legislature website reveal:
No specific statutes enacted governing return to office mandates for private sector employers.
Search conducted:
- Websites: Missouri Senate (www.senate.mo.gov) and Missouri House (www.house.mo.gov)
- Date: January 1, 2026
- Search terms: “return to office,” “remote work mandate,” “telework requirements,” “work from home requirements”
- Result: No relevant legislation identified for private employers
General Employment Framework Applies:
Private sector employment in Missouri is governed by:
- At-will employment doctrine (Missouri common law)
- Missouri Human Rights Act (Chapter 213, RSMo) – discrimination prohibitions
- Federal anti-discrimination laws (Title VII, ADA, ADEA, etc.)
- Reasonable accommodation requirements (Missouri and federal)
- Anti-retaliation protections (Missouri and federal)
- Employment contracts and collective bargaining agreements
- Workers’ compensation protections (Chapter 287, RSMo)
- Public policy exceptions to at-will employment (Missouri case law)
State Employee Directives
2025 Return to Office Directive:
According to news reports from February-March 2025, Governor Mike Kehoe’s administration issued internal memoranda requiring Missouri state employees to return to in-office work. These directives were administrative in nature and not published as formal executive orders on the Governor’s website.
Reported Timeline:
- Supervisors and managers: February 25, 2025
- All remaining remote state workers: March 24, 2025
Reported Exceptions Under Review:
- Call center employees
- Pre-pandemic approved remote positions
- Distributed roles not requiring in-office presence
Source: News media reports; official executive order not identified on Governor’s website
Resources & Contacts
State Government Agencies
Missouri Commission on Human Rights
421 E. Dunklin Street
P.O. Box 1129
Jefferson City, MO 65102-1129
Phone: (573) 751-3325
Toll-Free: 1-877-781-4236
TDD: 1-800-735-2966
Relay Missouri: 711
Fax: (573) 751-2905
Email: MCHRIntake@labor.mo.gov
Website: https://labor.mo.gov/mohumanrights
Function: Investigates complaints of discrimination in employment, housing, and public accommodations based on protected characteristics under Missouri law.
Missouri Department of Labor and Industrial Relations
421 East Dunklin Street
P.O. Box 504
Jefferson City, MO 65102
Phone: (573) 751-4091
Website: https://labor.mo.gov
Function: Provides information on employment matters, workforce development, labor standards, workers’ rights, and unemployment insurance.
Missouri Office of Administration – Division of Personnel
301 West High Street, Room 430
P.O. Box 809
Jefferson City, MO 65102
Website: https://pers.oa.mo.gov
General Website: https://oa.mo.gov
Function: Administers personnel policies, benefits, and employment practices for Missouri state government employees.
Federal Government Agencies
U.S. Equal Employment Opportunity Commission – St. Louis District Office
Robert A. Young Federal Building
1222 Spruce Street, Room 8.100
St. Louis, MO 63103
Phone: 1-800-669-4000
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122
Website: https://www.eeoc.gov/field-office/stlouis
Public Portal: https://publicportal.eeoc.gov/
Director: David Davis
Regional Attorney: Andrea Baran
Hours: Monday-Friday, 8:00 AM – 4:00 PM (except federal holidays)
Walk-in Hours: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Function: Enforces federal employment discrimination laws in Missouri, Kansas, Nebraska, Oklahoma, and southern Illinois.
U.S. Equal Employment Opportunity Commission – Kansas City Area Office
400 State Avenue, Suite 905
Kansas City, KS 66101
Phone: (913) 551-5655
Email: kansascityintake@eeoc.gov
Website: https://www.eeoc.gov/field-office/kansascity
Hours: Monday-Friday, 8:00 AM – 4:00 PM (except federal holidays)
Walk-in Hours: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Function: EEOC Area Office serving the Kansas City metropolitan area and surrounding regions.
U.S. Department of Justice – Civil Rights Division
950 Pennsylvania Avenue, NW
Washington, DC 20530
Phone: (202) 514-4609
Toll-Free: 1-855-856-1247
Website: https://www.justice.gov/crt
Function: Enforces federal civil rights laws, including employment discrimination for certain public sector employers.
Additional Official Resources
Americans with Disabilities Act (ADA) Information
ADA.gov (Official U.S. Department of Justice ADA Website)
Website: https://www.ada.gov
Phone: 1-800-514-0301
TTY: 1-833-610-1264
Function: Official U.S. Department of Justice website providing information about the Americans with Disabilities Act.
Missouri Secretary of State – Revisor of Statutes
Website: https://revisor.mo.gov/main/Home.aspx
Function: Provides access to Missouri Revised Statutes, including Chapter 213 (Missouri Human Rights Act) and other employment-related laws.
Missouri Legislature
Senate Website: https://www.senate.mo.gov
House Website: https://www.house.mo.gov
Function: Search for pending legislation, bill status, and legislative history related to employment matters.
Governor of Missouri – Official Website
Website: https://governor.mo.gov
Function: Executive orders, press releases, and official gubernatorial communications.
Local Fair Employment Practice Agencies
Missouri has several local commissions that work with the EEOC and MCHR:
Kansas City Civil Rights & Equal Opportunity Department (FEPA)
414 East 12th Street, City Hall, 4th Floor
Kansas City, MO 64106
Phone: (816) 513-1836
Fax: (816) 513-1805
Email: hrdgeneral.inquiries@kcmo.org
Website: https://www.kcmo.gov/city-hall/departments/human-relations
St. Louis Civil Rights Enforcement Agency (FEPA)
1114 Market Street, Suite 932
St. Louis, MO 63101
Phone: (314) 622-3301
TTY: 1-800-735-2966
Fax: (314) 622-4190
Website: https://www.stlouis-mo.gov/government/departments/civil-rights-enforcement/
Legal Assistance Resources
For General Information (Not Legal Advice):
Missouri Commission on Human Rights: (573) 751-3325
EEOC: 1-800-669-4000
Missouri Department of Labor: (573) 751-4091
For Legal Advice and Representation:
Individuals seeking legal advice should consult a private attorney who practices employment law in Missouri.
To find an attorney:
- Contact your local bar association for referrals
- Search for employment law attorneys in your area
- Ask for recommendations from trusted sources
IMPORTANT: Government agencies provide information and enforcement of laws, not legal advice. For advice specific to your situation, consult a licensed attorney in Missouri who practices employment law.
Frequently Asked Questions - RTO mandate Missouri
What is Missouri’s return to office mandate?
Missouri’s return to office mandate refers to internal directives issued by Governor Mike Kehoe’s administration in early 2025 requiring Missouri state government employees to return to in-office work. According to news reports, supervisors and managers were required to return by February 25, 2025, with remaining remote state workers returning by March 24, 2025. This mandate applies only to Missouri state employees and does not impose requirements on private sector employers in Missouri.
Source: News reports from Missouri media outlets, February-March 2025
Does Missouri’s RTO mandate apply to private employers?
No. The return to office directives issued by the Governor’s administration apply to Missouri state government employees only. Private sector employers in Missouri are not subject to state-mandated return to office requirements.
Private employers in Missouri operate under the at-will employment framework and must comply with:
- Federal anti-discrimination laws (Title VII, ADA, ADEA)
- Missouri Human Rights Act
- Reasonable accommodation requirements for disabilities
- Employment contracts and collective bargaining agreements
- Anti-retaliation protections
Source: Missouri employment law framework
Can my employer force me back to the office in Missouri?
For most private sector employees in Missouri, employment operates under the at-will doctrine. This means employers generally may change work locations, schedules, or policies, including requiring employees to work in-office rather than remotely.
However, employers cannot:
- Discriminate based on protected characteristics (race, color, religion, national origin, ancestry, sex, disability, age 40-69)
- Retaliate against employees for exercising legal rights
- Violate employment contract provisions
- Violate collective bargaining agreements
- Deny reasonable accommodations for qualified individuals with disabilities
If you have a disability that may require remote work as an accommodation, you should request a reasonable accommodation through your employer’s process.
Important: For specific advice about your situation, consult a licensed Missouri employment attorney.
What are my accommodation rights under Missouri law?
Under the Missouri Human Rights Act, employers with six or more employees must provide reasonable accommodations to qualified individuals with disabilities, unless doing so would impose an undue hardship.
Key points:
- You must have a disability that substantially limits one or more major life activities
- You must be qualified to perform the essential functions of your job with or without accommodation
- The accommodation must be reasonable and not cause undue hardship to the employer
- Remote work may be considered as a potential accommodation depending on job requirements
To request an accommodation:
- Notify your employer of your need for accommodation (may be oral or written)
- Provide medical documentation if requested by your employer
- Engage in the interactive process to identify effective accommodations
- Follow your employer’s accommodation request procedures
Source: Missouri Commission on Human Rights
Available at: https://labor.mo.gov/mohumanrights/discrimination/employment
Federal law (ADA) provides similar protections for employers with 15 or more employees.
How do I file a discrimination complaint in Missouri?
State Level – Missouri Commission on Human Rights:
Deadline: Within 180 days of the discriminatory act
How to file:
- Complete the online Complaint Assessment: https://labor.mo.gov/mohumanrights/file-complaint
- Submit complaint by email to MCHRIntake@labor.mo.gov or by mail to P.O. Box 1129, Jefferson City, MO 65102-1129
- Call toll-free: 1-877-781-4236
Federal Level – EEOC:
Deadline: 300 days in Missouri (due to worksharing agreement)
How to file:
- Visit EEOC Public Portal: https://publicportal.eeoc.gov/
- Schedule an interview (phone, video, or in-person)
- Call 1-800-669-4000
- Visit St. Louis or Kansas City EEOC office
Note: Due to the worksharing agreement, filing with one agency typically results in cross-filing with the other.
Can I request remote work as a reasonable accommodation?
Potentially, yes. According to EEOC guidance, telework or remote work may be a form of reasonable accommodation for employees with disabilities.
Factors that may be considered:
- Whether you can perform essential job functions remotely
- Whether your employer has experience with or already offers remote work
- Whether remote work would effectively eliminate a workplace barrier related to your disability
- Whether there are alternative effective accommodations
- Whether in-person presence is an essential function of your position
To request remote work as an accommodation:
- Notify your employer that you need an accommodation due to a disability
- Explain how remote work would address the disability-related limitation
- Provide medical documentation if requested
- Participate in the interactive process
Important: Employers are not required to eliminate essential job functions. If in-person presence is essential to your job, remote work may not be required as an accommodation.
Source: EEOC – Work at Home/Telework as a Reasonable Accommodation
Available at: https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation
What is the Missouri Human Rights Act?
The Missouri Human Rights Act (Chapter 213, RSMo) is Missouri’s primary state law prohibiting discrimination in employment, housing, and places of public accommodations.
In employment, the Act prohibits discrimination based on:
- Race
- Color
- Religion
- National origin
- Ancestry
- Sex
- Disability
- Age (40-69 years)
Coverage: Applies to employers with six or more employees
Enforcement: Missouri Commission on Human Rights
Remedies: May include back pay, compensatory damages (subject to caps), injunctive relief, and attorney’s fees
Source: Missouri Commission on Human Rights
Available at: https://labor.mo.gov/mohumanrights/discrimination
Statute: https://revisor.mo.gov/main/Home.aspx (Chapter 213)
Where do I file an EEOC complaint in Missouri?
St. Louis District Office (Main Office for Missouri):
U.S. Equal Employment Opportunity Commission
Robert A. Young Federal Building
1222 Spruce Street, Room 8.100
St. Louis, MO 63103
Phone: 1-800-669-4000
TTY: 1-800-669-6820
ASL Video Phone: 1-844-234-5122
Website: https://www.eeoc.gov/field-office/stlouis
Hours: Monday-Friday, 8:00 AM – 4:00 PM
Walk-ins: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Kansas City Area Office:
U.S. Equal Employment Opportunity Commission
400 State Avenue, Suite 905
Kansas City, KS 66101
Phone: (913) 551-5655
Email: kansascityintake@eeoc.gov
Website: https://www.eeoc.gov/field-office/kansascity
Hours: Monday-Friday, 8:00 AM – 4:00 PM
Walk-ins: Monday, Tuesday, Thursday, Friday, 8:00 AM – 12:00 PM
Online: EEOC Public Portal: https://publicportal.eeoc.gov/
Note: Scheduling an appointment is strongly recommended.
What is at-will employment in Missouri?
At-will employment in Missouri means that either the employer or the employee may terminate the employment relationship at any time, for any reason, or for no reason, unless the termination:
Violates anti-discrimination laws:
- Federal laws (Title VII, ADA, ADEA)
- Missouri Human Rights Act
Violates public policy:
- Refusing to violate the law
- Reporting illegal employer conduct (whistleblowing)
- Exercising workers’ compensation rights
- Engaging in protected statutory conduct
Violates a contract:
- Written employment contract
- Collective bargaining agreement
Important exceptions under Missouri law:
- Employers cannot terminate employees in violation of clearly established public policy
- Employers cannot retaliate against employees for reporting illegal conduct or refusing to violate the law
Source: Missouri common law and statutory provisions
What is the difference between state employee and private sector RTO requirements in Missouri?
State Employees:
According to 2025 administrative directives, Missouri state government employees were required to return to in-office work by March 24, 2025 (with supervisors/managers by February 25, 2025). Some exceptions may apply for certain positions such as call center employees, pre-pandemic remote positions, or distributed roles.
Applicable to: Missouri state government employees only
Authority: Governor’s administrative directives through Office of Administration
Exceptions: Subject to review for specific positions
Private Sector Employees:
No state-mandated return to office requirements. Private employers have discretion to set workplace policies subject to:
- Anti-discrimination laws
- Reasonable accommodation requirements
- Contract obligations
- Collective bargaining agreements
- Public policy protections
Applicable to: Private companies, non-governmental employers
Authority: At-will employment framework with legal exceptions
Protections: Federal and state anti-discrimination laws, disability accommodation rights, whistleblower protections
Common Requirements for Both:
- Must comply with anti-discrimination laws
- Must provide reasonable accommodations for disabilities
- Cannot retaliate for exercising legal rights