🇺🇸 Rhode Island EMPLOYMENT LAW — 2026 UPDATE

Rhode Island 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 statewide return to office mandate for private sector employers; at-will employment framework with state employee hybrid work policies in Rhode Island

RTO Mandate Rhode Island 2026

Table of Contents

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Introduction

Rhode Island’s return to office mandate landscape primarily involves individual employer policies operating under the state’s at-will employment framework. As of January 2026, Rhode Island has not enacted specific legislation requiring private sector employees to return to physical workplaces. State employees operate under varied hybrid arrangements, with thousands of Rhode Island state workers maintaining hybrid schedules approved by their respective agencies.

This guide compiles official information published by the Rhode Island Department of Labor and Training, Rhode Island Commission for Human Rights, and other government agencies regarding employment rights, accommodation processes, and anti-discrimination protections relevant to workplace location arrangements in Rhode Island.

Sources: Rhode Island Department of Labor and Training, Rhode Island Commission for Human Rights, Rhode Island General Assembly, U.S. Equal Employment Opportunity Commission

1.1 At-Will Employment Doctrine

Rhode Island operates under the at-will employment doctrine, which permits employers to terminate employment relationships for any legal reason and allows employees to leave employment at any time. This framework provides employers with significant discretion in establishing workplace policies, including return to office requirements.

While Rhode Island has not codified a specific at-will employment statute equivalent to other states, Rhode Island courts have consistently recognized the at-will employment doctrine as the default employment relationship. According to Rhode Island case law and employment practices, employment relationships are presumed to be at-will unless modified by an employment contract, collective bargaining agreement, or statutory exception.

The Rhode Island Department of Labor and Training acknowledges at-will employment as the standard framework governing employment relationships in the state. Exceptions to at-will employment include:

  • Employment contracts specifying terms and conditions
  • Collective bargaining agreements negotiated through labor unions
  • Statutory protections against discrimination and retaliation
  • Public policy exceptions recognized by Rhode Island courts

Source: Rhode Island Department of Labor and Training
Available at: https://dlt.ri.gov
Additional reference: Rhode Island Commission for Human Rights enforcement of anti-discrimination laws

1.2 State-Specific RTO Legislation/Orders

Legislative Research Conducted: January 6, 2026
Search locations: Rhode Island General Assembly website (www.rilegislature.gov), Governor’s Executive Orders (governor.ri.gov/executive-orders)

As of January 2026, the Rhode Island General Assembly has not enacted specific statutes or executive orders governing return to office mandates for private sector employers.

Search Results:

Executive Orders Review:
Rhode Island Governor Dan McKee’s executive orders from 2020-2025 addressed COVID-19 workplace safety protocols, remote work recommendations, and quarantine requirements during the pandemic. These orders included:

  • Executive Order 20-14 (March 2020): Required Rhode Island residents working in other states to work from home when possible during COVID-19 State of Emergency
  • Executive Order 20-58 (July 2020): Provided guidance for office-based businesses reopening with COVID-19 Control Plans
  • Executive Order 20-95 and 20-100 (November-December 2020): Encouraged voluntary increase in remote work during pandemic surges
  • Executive Order 21-57 (May 2021): Continued Phase III reopening with modified restrictions

Source: Governor’s Executive Orders
Available at: https://governor.ri.gov/executive-orders
Status: COVID-19 emergency orders expired; no active RTO mandates for private sector

Legislative Search:
Search of Rhode Island General Assembly bill database conducted January 6, 2026
Search terms: “return to office,” “remote work mandate,” “telework requirements”
Result: No current or pending legislation identified requiring or regulating return to office policies for private sector employers

Source: Rhode Island General Assembly
Available at: https://www.rilegislature.gov
Search date: January 6, 2026

1.3 State Employee Remote Work Policies

Rhode Island state agencies have implemented varied hybrid and remote work arrangements for state employees. According to reporting from 2025, thousands of Rhode Island state workers operate under hybrid agreements:

State Employee Hybrid Work Data (2025):

According to news reports reviewing state agency policies:

  • Rhode Island Department of Administration: 400 of approximately 500 employees approved for hybrid arrangements
  • Rhode Island Department of Health: 345 of 566 full-time employees working hybrid schedules (at least 2 days in-office)
  • Department of Children, Youth and Families: 436 of 618 employees on hybrid or remote schedules
  • Department of Human Services: 300 employees approved for telework (temporary approval through March)
  • Department of Environmental Management: 163 of 407 employees with hybrid agreements
  • Attorney General’s Office: 2 primarily remote workers, 48 hybrid agreements among 258 employees
  • Rhode Island Department of Transportation: 11% of employees work hybrid 1-2 days per week

Source: Rhode Island Department of Administration telework policies
Note: These figures represent state employee arrangements and do not apply to private sector employers

Governor Dan McKee indicated in early 2025 that the state is reviewing remote and hybrid policies for state workers, particularly in light of federal government return to office requirements. No mandate affecting private employers has been announced.

Source: Governor’s Office statements, various state agency policies
Status: State employee policies subject to agency discretion and ongoing review

1.4 Private Sector Employer Framework

Private sector employers in Rhode Island operate under at-will employment framework subject to:

  • Rhode Island Fair Employment Practices Act (R.I. Gen. Laws § 28-5-1 et seq.)
  • Anti-discrimination protections under state and federal law
  • Disability accommodation requirements under Rhode Island and federal ADA
  • Contract obligations and employment agreements
  • Collective bargaining agreements where applicable
  • Anti-retaliation protections for protected activities

Source: Rhode Island General Laws Title 28
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM

Competent Government Agencies

2.1 Rhode Island Department of Labor and Training (DLT)

The Rhode Island Department of Labor and Training serves as the primary state agency responsible for workforce development, workforce security, and workforce protection. DLT provides employment services, enforces workplace laws, and ensures Rhode Island employees receive wages and workplace protections to which they are entitled.

Official Contact Information:

  • Official website: https://dlt.ri.gov
  • Telephone: (401) 462-8000
  • TDD: (401) 462-8006
  • Physical address:
    Rhode Island Department of Labor and Training
    1511 Pontiac Avenue
    Cranston, RI 02920

Labor Standards Unit:

The Labor Standards Unit enforces workplace laws and investigates complaints involving:

  • Minimum wage violations
  • Payment of wages
  • Overtime requirements
  • Sunday/holiday premium pay
  • Vacation pay upon termination
  • Child labor violations
  • Parental and family medical leave
  • Industrial homework regulations

Contact for Labor Standards:

Function: DLT enforces Rhode Island labor laws, provides guidance on employment regulations, investigates wage complaints, and offers workforce development services. DLT does not provide legal advice but can provide factual information about Rhode Island labor standards.

Publications on RTO: DLT has not published specific guidance on return to office mandates. General employment law resources available:

  • “A Guidebook to Rhode Island’s Wage and Workplace Laws” (PDF available on website)
  • Employee Notice of Employment Information Guidance

Source: Rhode Island Department of Labor and Training
Available at: https://dlt.ri.gov

2.2 Rhode Island Commission for Human Rights (RICHR)

The Rhode Island Commission for Human Rights is one of the oldest state agencies in the United States specializing in anti-discrimination law enforcement. Established in 1949, the Commission enforces Rhode Island’s anti-discrimination laws in employment, housing, public accommodations, credit, and delivery of services.

Official Contact Information:

  • Official website: http://www.richr.ri.gov
  • Telephone: (401) 222-2661
  • Voice Relay: 7-1-1
  • Fax: (401) 222-2616
  • Physical address:
    Rhode Island Commission for Human Rights
    180 Westminster Street, Third Floor
    Providence, RI 02903-1918

Email Contacts:

Function: The Commission investigates and adjudicates discrimination complaints in employment, housing, public accommodations, and other areas. The Commission enforces Rhode Island’s Fair Employment Practices Act and works in partnership with the U.S. Equal Employment Opportunity Commission (EEOC) under worksharing agreements.

Major Program Activities:

  • Outreach and education on discrimination laws
  • Intake and investigation of discrimination charges
  • Settlement and conciliation services
  • Administrative hearings for discrimination complaints
  • Enforcement of state anti-discrimination statutes

Complaint Filing Process:

  • Online, by phone, by mail, or in person
  • Commission investigates charges of employment discrimination
  • Attempts settlement/conciliation
  • Administrative hearings if settlement unsuccessful
  • Right to pursue Superior Court action in certain circumstances

Publications: The Commission provides educational materials, frequently asked questions documents, and annual reports available on its website.

Source: Rhode Island Commission for Human Rights
Available at: http://www.richr.ri.gov

2.3 Rhode Island Office of Equal Opportunity

The Rhode Island Office of Equal Opportunity operates within the Department of Administration and oversees equal opportunity and affirmative action compliance for state agencies, boards, commissions, and public authorities.

Function: Ensures state government employment practices comply with equal opportunity requirements, conducts utilization analyses of state appointments and hiring practices, and reports to the Rhode Island Commission for Human Rights and General Assembly.

Source: Rhode Island General Laws § 28-5.1-1 et seq.
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5.1/INDEX.HTM

2.4 U.S. Equal Employment Opportunity Commission (EEOC) – Boston Area Office

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

EEOC Boston Area Office has jurisdiction over Rhode Island along with Connecticut, Maine, Massachusetts, New Hampshire, and Vermont.

Official Contact Information:

  • National EEOC Hotline: 1-800-669-4000
  • TTY: 1-800-669-6820
  • ASL Video Phone: 1-844-234-5122
  • Boston Area Office Address:
    John F. Kennedy Federal Building
    15 New Sudbury Street, Room 475
    Boston, MA 02203

Office Hours:
Monday – Friday, 8:30 AM – 5:00 PM

Appointment Scheduling:

  • Online via EEOC Public Portal: https://publicportal.eeoc.gov
  • Telephone, video, or in-person appointments available
  • Walk-in hours: Monday-Friday, 10:00 AM – 2:00 PM

Filing Deadlines:

  • 300 days from discriminatory act for charges under state and federal law (Rhode Island has EEOC worksharing agreement)
  • Strict deadlines apply – contact EEOC immediately if discrimination suspected

Function: Investigates charges of employment discrimination, attempts conciliation, and conducts litigation when discrimination found. EEOC has worksharing agreement with Rhode Island Commission for Human Rights for efficient processing of charges filed under both state and federal law.

District Office: EEOC New York District Office has overall responsibility for Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island, Vermont, and northern New Jersey.

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/field-office/boston
Jurisdictional information: https://www.eeoc.gov/field-office/newyork/area

Applicable Statutes - Compilation

3.1 Rhode Island Fair Employment Practices Act

LAW: Rhode Island Fair Employment Practices Act
REFERENCE: R.I. Gen. Laws § 28-5-1 et seq.
ENACTED: 1949
FULL TEXT: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.HTM
ENFORCEMENT AGENCY: Rhode Island Commission for Human Rights

Purpose and Findings:

According to R.I. Gen. Laws § 28-5-2:

“The practice or policy of discrimination against individuals or groups by reason of their race, color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin is a matter of state concern in that such discrimination threatens not only the rights and proper privileges of the inhabitants of the state but menaces the institutions and foundation of a free democratic state and threatens the peace, order, health, safety, and general welfare of the state and its inhabitants.”

Source: Rhode Island General Laws § 28-5-2
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-2.HTM

3.2 Protected Classes Under Rhode Island Law

According to R.I. Gen. Laws § 28-5-6 and § 28-5-7, Rhode Island law prohibits employment discrimination based on:

  • Race
  • Color
  • Religion
  • Sex (including pregnancy, childbirth, and related medical conditions)
  • Sexual orientation
  • Gender identity or expression
  • Disability
  • Age (40 years and older)
  • Country of ancestral origin

Source: Rhode Island General Laws § 28-5-6
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-6.HTM

3.3 Unlawful Employment Practices

R.I. Gen. Laws § 28-5-7 establishes specific unlawful employment practices. Key provisions relevant to workplace policies include:

Discrimination in Terms and Conditions of Employment:

It is unlawful employment practice for an employer:

“To bar or to discharge from employment or to otherwise discriminate against any individual with respect to hire, tenure, compensation, terms, conditions, or privileges of employment, or any matter directly or indirectly related to employment, because of such individual’s race or color, religion, sex, sexual orientation, gender identity or expression, disability, age, or country of ancestral origin.”

Reasonable Accommodation Requirements:

It is unlawful employment practice:

“To refuse to reasonably accommodate an employee’s or prospective employee’s disability unless the employer can demonstrate that the accommodation would pose a hardship on the employer’s program, enterprise, or business.”

Retaliation Prohibited:

According to R.I. Gen. Laws § 28-5-7(5):

“For any employer or employment agency, labor organization, placement service, training school or center, or any other employee referring source to discriminate in any manner against any individual because he or she has opposed any practice forbidden by this chapter, or because he or she has made a charge, testified, or assisted in any manner in any investigation, proceeding, or hearing under this chapter.”

Source: Rhode Island General Laws § 28-5-7
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM
Last amended: 2021

3.4 Federal Anti-Discrimination Laws

Title VII of the Civil Rights Act of 1964

REFERENCE: 42 U.S.C. § 2000e et seq.
COVERAGE: Employers with 15 or more employees
PROTECTED CLASSES: Race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964

Americans with Disabilities Act (ADA)

REFERENCE: 42 U.S.C. § 12101 et seq.
COVERAGE: Employers with 15 or more employees
PROTECTED CLASS: Qualified individuals with disabilities
KEY REQUIREMENT: Reasonable accommodation unless undue hardship

Source: U.S. Department of Justice, U.S. Equal Employment Opportunity Commission
Available at: https://www.ada.gov, https://www.eeoc.gov/laws/guidance

Age Discrimination in Employment Act (ADEA)

REFERENCE: 29 U.S.C. § 621 et seq.
COVERAGE: Employers with 20 or more employees
PROTECTED CLASS: Individuals 40 years of age or older

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967

3.5 Rhode Island Civil Rights of People with Disabilities Act

LAW: Civil Rights of People with Disabilities Act
REFERENCE: R.I. Gen. Laws § 42-87-1 et seq.
PURPOSE: Establishes comprehensive protections against disability discrimination

According to R.I. Gen. Laws § 42-87-3:

“Persons with disabilities have the same right as the able-bodied to the full and free use of the streets, highways, sidewalks, walkways, public buildings, medical facilities, including hospitals, clinics, and physicians’ offices, public facilities, and other public places.”

Enforcement: Rhode Island Commission for Human Rights

Source: Rhode Island General Laws § 42-87-1 et seq.
Available at: https://webserver.rilegislature.gov/Statutes/TITLE42/42-87/INDEX.HTM

3.6 Summary Table of Applicable Laws

Rhode Island State Laws:

Rhode Island Fair Employment Practices Act

Civil Rights of People with Disabilities Act

Equal Opportunity and Affirmative Action Act

Federal Laws:

Title VII of the Civil Rights Act of 1964

  • Reference: 42 U.S.C. § 2000e et seq.
  • Protected Classes: Race, color, religion, sex, national origin
  • Employer Coverage: 15+ employees
  • Official Source: https://www.eeoc.gov

Americans with Disabilities Act

  • Reference: 42 U.S.C. § 12101 et seq.
  • Protected Class: Disability
  • Employer Coverage: 15+ employees
  • Official Source: https://www.ada.gov

Age Discrimination in Employment Act

  • Reference: 29 U.S.C. § 621 et seq.
  • Protected Class: Age 40+
  • Employer Coverage: 20+ employees
  • Official Source: https://www.eeoc.gov

Reasonable Accommodations - Official Framework

4.1 Rhode Island Disability Accommodation Requirements

Rhode Island law requires employers to provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship on the employer’s operations.

Legal Framework:

According to R.I. Gen. Laws § 28-5-7(2)(iv):

“To refuse to reasonably accommodate an employee’s or prospective employee’s disability unless the employer can demonstrate that the accommodation would pose a hardship on the employer’s program, enterprise, or business.”

Source: Rhode Island General Laws § 28-5-7
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-7.HTM

Coverage:

Rhode Island Fair Employment Practices Act applies to employers with 4 or more employees. Federal ADA applies to employers with 15 or more employees.

Definition of Disability:

Rhode Island law and federal ADA define disability as:

  • A physical or mental impairment that substantially limits one or more major life activities
  • A record of such impairment
  • Being regarded as having such an impairment

Major Life Activities Include:

  • Caring for oneself
  • Performing manual tasks
  • Seeing, hearing, eating, sleeping, walking, standing, lifting, bending
  • Speaking, breathing, learning, reading, concentrating, thinking, communicating, working
  • Major bodily functions

Source: 42 U.S.C. § 12102, R.I. Gen. Laws § 42-87-1

4.2 Reasonable Accommodation – Definition and Examples

What Qualifies as Reasonable Accommodation:

According to EEOC guidance and Rhode Island Commission for Human Rights interpretations, reasonable accommodations are modifications or adjustments to a job, work environment, or the way things are customarily done that enable a qualified individual with a disability to perform the essential functions of a position.

Examples of Reasonable Accommodations May Include:

  • Modifications to work schedules or break times
  • Telework or remote work arrangements
  • Reassignment to a vacant position
  • Acquisition or modification of equipment or devices
  • Adjustments to or modifications of examinations, training materials, or policies
  • Provision of qualified readers or interpreters
  • Job restructuring
  • Modified work environment or workspace modifications

Remote Work as Accommodation:

Remote work or telework may constitute a reasonable accommodation when:

  • The employee’s disability prevents or significantly limits the ability to commute to the workplace
  • The essential functions of the position can be performed remotely
  • Remote work does not impose an undue hardship on the employer

The COVID-19 pandemic demonstrated that many positions previously considered unable to be performed remotely can successfully be conducted via telework arrangements. This experience may inform reasonable accommodation analyses regarding remote work requests.

Source: U.S. Equal Employment Opportunity Commission Technical Assistance
Available at: https://www.eeoc.gov/laws/guidance
Rhode Island Commission for Human Rights: http://www.richr.ri.gov

4.3 Interactive Process Requirements

The interactive process is an ongoing dialogue between the employer and employee to identify effective reasonable accommodations. Both Rhode Island law and federal ADA regulations require employers to engage in this process.

Interactive Process Steps:

Step 1: Employee Request for Accommodation

An employee or applicant initiates the interactive process by requesting an accommodation. The request does not need to use specific legal terminology such as “reasonable accommodation” or “ADA.” The employee should:

  • Indicate they have a disability-related limitation
  • Explain how the limitation interferes with job performance or workplace access
  • Request an adjustment or change due to the medical condition

Step 2: Employer Response and Information Gathering

Upon receiving an accommodation request, the employer should:

  • Acknowledge the request promptly
  • Request medical documentation if the disability or need for accommodation is not obvious
  • Discuss the limitations and how they affect job performance
  • Identify the essential functions of the position

Medical Documentation:

Employers may request medical documentation sufficient to establish:

  • That the employee has a disability under applicable law
  • The nature and extent of functional limitations
  • Why accommodation is needed
  • Suggested accommodations from the medical provider

Employers cannot request complete medical records or information unrelated to the accommodation request.

Step 3: Identification of Potential Accommodations

Employer and employee should work together to identify possible accommodations. This may include:

  • Discussing the employee’s suggestions for accommodation
  • Consulting with the employee about alternative accommodations
  • Considering multiple accommodation options
  • Researching accommodation possibilities (Job Accommodation Network, EEOC resources)

Step 4: Selection and Implementation of Accommodation

The employer determines which accommodation to provide among effective options. The employer may choose among multiple effective accommodations and is not required to provide the employee’s preferred accommodation if an alternative is effective.

Factors considered in selection:

  • Effectiveness in enabling essential function performance
  • Cost and administrative burden
  • Impact on business operations
  • Employee preferences

Step 5: Monitoring and Modification

Accommodations should be monitored for effectiveness and modified as necessary. The interactive process is ongoing and may need to be reinitiated if:

  • The accommodation proves ineffective
  • The employee’s limitations change
  • Workplace circumstances change

Documentation:

Employers should document:

  • Accommodation requests received
  • Medical documentation obtained
  • Interactive process discussions
  • Accommodations considered
  • Accommodation selected and implemented
  • Reasons for denying any requested accommodation

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

4.4 Undue Hardship Defense

Employers are not required to provide accommodations that impose an “undue hardship” on business operations.

Undue Hardship Defined:

According to federal ADA regulations codified at 29 C.F.R. § 1630.2(p), undue hardship means “significant difficulty or expense” when considered in light of factors including:

  • Nature and cost of the accommodation
  • Overall financial resources of the facility making the accommodation
  • Number of persons employed at the facility
  • Effect on expenses and resources of the facility
  • Overall financial resources of the covered entity
  • Overall size of the business with respect to number of employees, facilities, and size
  • Type of operation, including composition, structure, and functions of the workforce
  • Geographic separateness and administrative or fiscal relationship of the facility to the covered entity

Burden of Proof:

The employer bears the burden of proving that a requested accommodation constitutes an undue hardship. General statements about cost are insufficient; employers must provide specific evidence of significant difficulty or expense.

Source: 29 C.F.R. § 1630.2(p)
EEOC Guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

4.5 Accommodation Resources

Job Accommodation Network (JAN):

  • Website: https://askjan.org
  • Telephone: 1-800-526-7234
  • Service: Free consulting service providing information about job accommodations, ADA, and related legislation

EEOC Resources:

Rhode Island Commission for Human Rights:

Official Complaint Process

5.1 Rhode Island Commission for Human Rights Complaint Process

Filing Deadline:

According to R.I. Gen. Laws § 28-5-17, discrimination charges must be filed within one year of the alleged discriminatory act.

Deadline: 1 year from the date of the discriminatory act
Source: Rhode Island General Laws § 28-5-17
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/28-5-17.HTM

How to File a Complaint:

1. Online Portal:
Visit the Rhode Island Commission for Human Rights website at http://www.richr.ri.gov for information on filing procedures. Contact the Commission for guidance on online filing options.

2. By Telephone:
Call (401) 222-2661 to discuss filing a complaint and receive guidance on the process.

3. By Mail:
Rhode Island Commission for Human Rights
180 Westminster Street, Third Floor
Providence, RI 02903-1918

4. In Person:
Visit the Commission office at the address above during business hours.

Office Hours: Monday – Friday (contact for specific hours)

Complaint Process Steps:

Step 1: Intake

According to RICHR procedures, the intake process involves:

  • Initial contact with Commission staff
  • Preliminary assessment of jurisdiction
  • Explanation of rights and procedures
  • Gathering basic information about the alleged discrimination

The Commission took in 300 charges of discrimination in fiscal year 2022, with 78% involving employment matters.

Step 2: Formal Charge Filing

If the complaint falls within the Commission’s jurisdiction, a formal charge of discrimination is filed. The charge includes:

  • Complainant information
  • Respondent (employer) information
  • Description of alleged discriminatory acts
  • Dates of occurrence
  • Protected class basis
  • Relief sought

The charge is forwarded to the respondent employer.

Step 3: Investigation

Commission investigators conduct an impartial investigation, which includes:

  • Gathering evidence from both parties
  • Reviewing relevant documents
  • Interviewing witnesses if necessary
  • Analyzing all elements of the case
  • Attempting negotiation of resolution/settlement

In fiscal year 2022, the average age of cases at closure had decreased significantly from over three years in 2003 to substantially shorter processing times.

Step 4: Preliminary Investigating Commissioner (PIC) Review

Upon completion of the investigation, the investigator makes a recommendation to a Preliminary Investigating Commissioner. The PIC issues a formal determination:

  • Probable Cause: Evidence suggests discrimination occurred
  • No Probable Cause: Insufficient evidence to support the charge

Step 5: Conciliation (if Probable Cause Found)

If Probable Cause is found, the Commission attempts to conciliate the matter through:

  • Settlement negotiations
  • Proposed remedies
  • Agreement between parties

Step 6: Administrative Hearing or Superior Court

If conciliation is unsuccessful:

  • The parties may elect to bring the matter to Rhode Island Superior Court
  • If parties elect to proceed at the Commission, an administrative hearing takes place
  • Administrative hearings are conducted before a hearing panel

Right to Sue:

According to R.I. Gen. Laws § 28-5-27, individuals may pursue remedies in Superior Court if:

  • The case has been filed with the Commission for at least 120 days but not more than 2 years
  • Either party may elect Superior Court action within 20 days of Probable Cause finding

Source: Rhode Island Commission for Human Rights procedures
Annual Report: http://www.richr.ri.gov/documents/2022AnnualReport.pdf

Contact Information for Filing:

Rhode Island Commission for Human Rights
180 Westminster Street, Third Floor
Providence, RI 02903-1918

5.2 Federal EEOC Complaint Process

Filing Deadline:

For charges filed with the EEOC involving Rhode Island employers, the deadline is 300 days from the date of the alleged discriminatory act.

Why 300 Days:

Rhode Island has a worksharing agreement with the EEOC. Under this agreement, charges filed with either the EEOC or Rhode Island Commission for Human Rights are automatically dual-filed with both agencies. Because Rhode Island has its own fair employment practices law and enforcement agency, the EEOC deadline extends from 180 days to 300 days.

Source: EEOC Charge Filing Information
Available at: https://www.eeoc.gov/filing-charge-discrimination

How to File with EEOC:

1. Online Portal:
EEOC Public Portal: https://publicportal.eeoc.gov
The portal allows scheduling of telephone, video, or in-person appointments

2. By Telephone:

  • National: 1-800-669-4000
  • TTY: 1-800-669-6820
  • ASL Video Phone: 1-844-234-5122

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

Office Hours: Monday – Friday, 8:30 AM – 5:00 PM
Walk-in Hours: Monday – Friday, 10:00 AM – 2:00 PM
Appointments strongly recommended

EEOC Process Overview:

Step 1: Intake Interview

Schedule an appointment (telephone, video, or in-person) to discuss the charge. EEOC staff will:

  • Gather information about the alleged discrimination
  • Determine if EEOC has jurisdiction
  • Explain the charge filing process
  • Discuss available options

Step 2: Charge Filing

If the matter falls within EEOC jurisdiction, a formal charge is filed. The charge must include:

  • Complainant and employer information
  • Description of discriminatory acts
  • Basis of discrimination (protected class)
  • Date(s) of occurrence

Step 3: Charge Served on Employer

EEOC notifies the employer of the charge and provides opportunity to respond.

Step 4: Investigation

EEOC investigates the charge by:

  • Requesting information from both parties
  • Reviewing documents and evidence
  • Conducting interviews if necessary
  • Assessing whether discrimination occurred

Step 5: Mediation Option

EEOC may offer mediation as a voluntary alternative dispute resolution option. Mediation:

  • Is free and confidential
  • Involves a neutral mediator
  • Can result in settlement agreement
  • Does not affect rights if unsuccessful

Step 6: EEOC Determination

Following investigation, EEOC issues a determination:

  • Cause Found: EEOC finds reasonable cause to believe discrimination occurred; attempts conciliation
  • No Cause: EEOC finds no reasonable cause; issues dismissal and Notice of Rights

Step 7: Conciliation or Litigation

If cause is found:

  • EEOC attempts conciliation with employer
  • If conciliation fails, EEOC may file lawsuit or issue Notice of Rights
  • Charging party receives Right to Sue letter

Right to Sue Letter:

Individuals may request a Right to Sue letter:

  • After 180 days from filing the charge
  • Immediately in certain circumstances
  • Upon EEOC completing its process

Upon receiving a Right to Sue letter, the individual has 90 days to file a lawsuit in federal court.

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/how-file-charge-employment-discrimination

EEOC Boston Area Office Contact:

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

Jurisdictional Coverage: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont

5.3 Worksharing Agreement

Rhode Island Commission for Human Rights and the U.S. Equal Employment Opportunity Commission have a worksharing agreement under Section 706 of Title VII and similar provisions of other federal discrimination laws.

How Worksharing Works:

  • Charges filed with RICHR are automatically dual-filed with EEOC
  • Charges filed with EEOC are automatically dual-filed with RICHR
  • This provides individuals with both state and federal protections
  • Extends EEOC filing deadline from 180 to 300 days

Benefits:

  • Individuals need only file with one agency
  • Both agencies have authority to investigate
  • Provides maximum legal protections under state and federal law
  • Efficient processing and avoidance of duplicative investigations

Source: Rhode Island Commission for Human Rights, EEOC worksharing agreements
Reference: RICHR 2022 Annual Report

Published Official Documents

6.1 Rhode Island Department of Labor and Training Publications

“A Guidebook to Rhode Island’s Wage and Workplace Laws”

Published by: Rhode Island Department of Labor and Training
Format: PDF
Size: Approximately 5 MB
Summary: Comprehensive guidebook covering Rhode Island employment laws including minimum wage, overtime, payment of wages, Sunday/holiday premium pay, meal periods, employee leave entitlements, and other workplace standards. The guidebook provides employers and employees with detailed information about Rhode Island labor law requirements.

Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards

“Employee Notice of Employment Information Guidance”

Published by: Rhode Island Department of Labor and Training
Format: PDF
Summary: Guidance document regarding employer requirements to provide employees with written notice of employment information including rate of pay, regular payday, and other employment terms.

Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards

Labor Standards Resources:

Additional resources and fact sheets available on the DLT Labor Standards webpage covering:

  • Minimum wage requirements
  • Overtime regulations
  • Parental and Family Medical Leave Act
  • Healthy and Safe Families and Workplaces Act
  • Child labor provisions
  • Payment of wages requirements

Source: Rhode Island Department of Labor and Training
Website: https://dlt.ri.gov

6.2 Rhode Island Commission for Human Rights Publications

RICHR Annual Reports

Document: Rhode Island Commission for Human Rights Annual Report – Fiscal Year 2022 (July 1, 2021 – June 30, 2022)
Published by: Rhode Island Commission for Human Rights
Pages: 24 pages
Summary: Annual report detailing Commission activities including:

  • Caseload statistics (300 charges filed in FY 2022, 78% employment-related)
  • Protected category analysis (disability discrimination at 44.3% of cases)
  • Investigation and disposition outcomes
  • Administrative hearings conducted
  • Outreach and education activities
  • Legislative updates

Highlights from FY 2022:

  • 29% increase in charges from prior year
  • Disability discrimination remained most common allegation (44.3%)
  • Retaliation claims second most common (30.7%)
  • Continued reduction in case processing time

Available at: http://www.richr.ri.gov/documents/2022AnnualReport.pdf

“Frequently Asked Questions About Housing Discrimination and the Commission”

Published by: Rhode Island Commission for Human Rights
Format: PDF
Summary: FAQ document explaining housing discrimination laws, Commission enforcement authority, complaint filing procedures, and available remedies. While focused on housing, document provides useful information about Commission procedures applicable to employment cases as well.

Available at: http://www.richr.ri.gov/documents/housingfaq.pdf

RICHR Rules and Regulations

Published by: Rhode Island Commission for Human Rights
Summary: Commission rules and procedures governing complaint filing, investigation, hearings, and other administrative processes.

Available at: http://www.richr.ri.gov

Public Records Access Procedures

Document: Rhode Island Commission for Human Rights Procedures for Access to Public Records
Published: February 2022
Summary: Document explaining procedures for requesting public records from the Commission under Rhode Island’s Access to Public Records Act (APRA). Includes information about request procedures, response times, fees, and exemptions.

Available at: http://www.richr.ri.gov/documents/pubrec.pdf

Referral and Resource List

Document: Rhode Island Commission for Human Rights Referral List
Revised: September 2023
Summary: Comprehensive list of resources organized by topic/area including:

  • Attorney General’s Office
  • Rhode Island Bar Association Lawyer Referral Service
  • Legal aid organizations
  • Civil rights organizations
  • EEOC and other government agencies
  • Community service organizations

Available at: http://www.richr.ri.gov/documents/reflist.pdf
Also accessible: http://www.richr.ri.gov/links/index.php

6.3 Rhode Island General Assembly Resources

Rhode Island General Laws

Title 28 – Labor and Labor Relations

Includes comprehensive employment law statutes:

  • Chapter 28-5: Fair Employment Practices
  • Chapter 28-5.1: Equal Opportunity and Affirmative Action
  • Chapter 28-6: Wage Discrimination Based on Sex
  • Chapter 28-6.4: Inspection of Personnel Files
  • Chapter 28-7: Parental and Family Medical Leave
  • Chapter 28-41: Healthy and Safe Families and Workplaces Act

Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM

Bill Search and Tracking:

Rhode Island General Assembly provides online bill search functionality for current and past legislative sessions.

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

Legislative Status: As of January 2026, no pending legislation identified specifically addressing return to office mandates or remote work regulation for private employers.

6.4 Executive Orders

COVID-19 Related Executive Orders (Historical Reference):

During the COVID-19 pandemic, Rhode Island Governor issued numerous executive orders affecting workplace operations:

Executive Order 20-14 (March 2020)

Executive Order 20-58 (July 2020)

Executive Order 20-95 (November 2020)

Executive Order 20-100 (December 2020)

Executive Order 21-57 (May 2021)

Current Status: COVID-19 emergency orders have expired. No current executive orders mandate or regulate return to office policies for private sector employers.

All Executive Orders: https://governor.ri.gov/executive-orders

6.5 Federal EEOC Guidance Documents

EEOC Technical Assistance on Reasonable Accommodation:

“Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act”
Comprehensive guidance on accommodation obligations, interactive process, and undue hardship defense.

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

“The ADA and COVID-19”
Guidance addressing pandemic-related workplace issues including telework as accommodation.

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

“What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws”
Updated guidance on COVID-19 workplace issues, including telework, reasonable accommodations, and pandemic-related discrimination.

Available at: EEOC COVID-19 guidance page on www.eeoc.gov

General EEOC Resources:

  • Federal employment discrimination laws information
  • Fact sheets on specific topics
  • Small employer resources
  • Filing charge information
  • Employee rights information

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

Resources & Contacts

8.1 Government Agency Directory

Rhode Island Department of Labor and Training

Primary state agency for workforce development, workforce security, and labor standards enforcement

  • Official Website: https://dlt.ri.gov
  • Main Telephone: (401) 462-8000
  • TDD: (401) 462-8006
  • Labor Standards Unit: (401) 462-8550
  • Physical Address:
    1511 Pontiac Avenue
    Cranston, RI 02920
  • Function: Enforces wage and hour laws, investigates complaints, provides employment services, administers unemployment insurance

Rhode Island Commission for Human Rights

State agency enforcing anti-discrimination laws in employment, housing, and public accommodations

  • Official Website: http://www.richr.ri.gov
  • Telephone: (401) 222-2661
  • Voice Relay: 7-1-1
  • Fax: (401) 222-2616
  • Email (General Inquiries): RICHR.Info@richr.ri.gov
  • Email (Outreach): RICHR.Outreach@richr.ri.gov
  • Physical Address:
    180 Westminster Street, Third Floor
    Providence, RI 02903-1918
  • Function: Investigates discrimination complaints, conducts hearings, enforces state civil rights laws

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

Federal agency enforcing employment discrimination laws covering Rhode Island

  • Official Website: https://www.eeoc.gov/field-office/boston
  • National Hotline: 1-800-669-4000
  • Local: (617) 565-3200
  • TTY: 1-800-669-6820
  • ASL Video Phone: 1-844-234-5122
  • Physical Address:
    John F. Kennedy Federal Building
    15 New Sudbury Street, Room 475
    Boston, MA 02203
  • Office Hours: Monday – Friday, 8:30 AM – 5:00 PM
  • Function: Investigates federal employment discrimination charges, conducts litigation, provides technical assistance
  • Jurisdictional Coverage: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, Vermont

Rhode Island Attorney General’s Office

  • Official Website: https://www.riag.ri.gov
  • Telephone: (401) 274-4400
  • Physical Address:
    150 South Main Street
    Providence, RI 02903
  • Function: Chief legal officer of the state, enforces state laws, may handle certain employment-related matters

Rhode Island General Assembly

State legislature with authority to enact employment-related legislation

  • Official Website: https://www.rilegislature.gov
  • Function: Enacts state laws, holds hearings on proposed legislation, provides legislative information

Rhode Island Governor’s Office

U.S. Department of Labor

Federal agency administering national labor standards

  • Official Website: https://www.dol.gov
  • Telephone: 1-866-4-USA-DOL (1-866-487-2365)
  • Function: Enforces federal wage and hour laws, OSHA regulations, FMLA, and other federal labor standards

8.2 Key Publications and Legal Resources

Rhode Island General Laws – Title 28 (Labor and Labor Relations):

Complete codification of Rhode Island employment laws
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/INDEX.HTM

Includes:

  • Chapter 28-5: Fair Employment Practices
  • Chapter 28-5.1: Equal Opportunity and Affirmative Action
  • Chapter 28-6: Wage Discrimination Based on Sex
  • Chapter 28-7: Parental and Family Medical Leave
  • Chapter 28-12: Minimum Wage
  • Chapter 28-41: Healthy and Safe Families and Workplaces Act

EEOC Technical Assistance and Publications:

Comprehensive guidance on federal employment discrimination laws
Available at: https://www.eeoc.gov/laws/guidance

Key Resources:

  • Reasonable Accommodation Guidance
  • ADA and COVID-19 Information
  • Retaliation Guidance
  • Fact sheets on specific topics
  • Small employer resources
  • Employee rights information

Job Accommodation Network (JAN):

Free consulting service on workplace accommodations and disability employment issues

  • Website: https://askjan.org
  • Telephone: 1-800-526-7234
  • Email: jan@askjan.org
  • Function: Provides information about accommodations, ADA requirements, and related topics

Americans with Disabilities Act Information:

Rhode Island Commission for Human Rights Publications:

  • Annual Reports: http://www.richr.ri.gov
  • Educational materials and fact sheets
  • Referral and resource lists
  • Public records access procedures

Rhode Island Department of Labor and Training Publications:

  • “A Guidebook to Rhode Island’s Wage and Workplace Laws”
  • Employee notice requirements guidance
  • Fact sheets on specific labor standards topics

Available at: https://dlt.ri.gov/regulation-and-safety/labor-standards

8.3 Legal Assistance Resources

For Legal Advice (Not General Information):

Rhode Island Bar Association Lawyer Referral Service

  • Telephone: (401) 421-7799
  • Fax: (401) 421-2703
  • Email: info@ribar.com
  • Address: 41 Sharpe Drive, Cranston, RI 02920
  • Website: Visit Rhode Island Bar Association website for referral information
  • Service: Provides referrals to attorneys practicing in various legal areas including employment law

Rhode Island Center for Justice

  • Telephone: (401) 491-1101
  • Website: https://centerforjustice.org
  • Address: 1 Empire Plaza, Suite 410, Providence, RI 02903
  • Service: Provides legal services and advocacy

Rhode Island Legal Services

Provides civil legal assistance to low-income Rhode Islanders

  • Contact information: Available through Rhode Island Commission for Human Rights referral list or online search
  • Service: May provide assistance with employment-related legal matters for eligible individuals

2-1-1 Rhode Island (United Way)

Statewide directory service providing referrals to community resources

  • Telephone: Dial 2-1-1
  • Service: Can provide referrals to legal aid organizations, government agencies, and community services

Important Note: Government agencies (Rhode Island Commission for Human Rights, Department of Labor and Training, EEOC) provide information and enforcement services but do not provide legal advice. For advice specific to your situation and legal representation, consult a licensed attorney in Rhode Island.

Frequently Asked Questions - RTO mandate Rhode Island

What is Rhode Island’s return to office mandate?

Rhode Island has not enacted a statewide return to office mandate for private sector employers. As of January 2026, no executive order, statute, or regulation requires private employers to mandate employees return to physical workplaces. Employers in Rhode Island operate under the at-will employment framework and have discretion to establish workplace location policies, subject to anti-discrimination laws, disability accommodation requirements, and contractual obligations.

State employees in Rhode Island work under varied arrangements determined by individual agencies, with thousands of state workers approved for hybrid schedules allowing remote work 1-3 days per week depending on their positions and agency policies.

Source: Rhode Island General Assembly legislative search, Governor’s Executive Orders
Available at: https://www.rilegislature.gov, https://governor.ri.gov/executive-orders

Does Rhode Island’s return to office policy apply to private employers?

No. Rhode Island has no statewide return to office mandate that applies to private sector employers. Private employers determine their own workplace location policies based on business needs, subject to applicable employment laws including anti-discrimination protections and reasonable accommodation requirements.

State employee hybrid work arrangements are determined by individual state agencies and do not impose requirements on private sector employers. Private employers in Rhode Island may establish return to office policies, maintain remote work arrangements, or implement hybrid models based on their operational requirements and workforce agreements.

Source: Rhode Island Department of Labor and Training, Rhode Island Commission for Human Rights

Can my employer force me back to the office in Rhode Island?

Generally yes, under Rhode Island’s at-will employment framework. Rhode Island employers have discretion to establish workplace location policies and may require employees to work from physical office locations. However, several important legal protections and exceptions apply:

Legal Requirements Employers Must Follow:

  • Anti-discrimination laws: Employers cannot base return to office decisions on protected characteristics (race, color, religion, sex, sexual orientation, gender identity or expression, disability, age, country of ancestral origin)
  • Reasonable accommodation obligations: Employers must provide reasonable accommodations to qualified individuals with disabilities, which may include remote work arrangements if the employee’s disability prevents office attendance and remote work does not impose undue hardship
  • Retaliation protections: Employers cannot retaliate against employees for requesting accommodations or opposing discriminatory practices
  • Contractual obligations: Employers must honor terms of employment contracts or collective bargaining agreements that specify remote work rights
  • Public policy considerations: Rhode Island courts recognize certain public policy exceptions to at-will employment

If you have concerns about a return to office requirement, consider whether any of these protections apply to your situation. For legal advice specific to your circumstances, consult a licensed Rhode Island employment attorney.

Source: Rhode Island Fair Employment Practices Act (R.I. Gen. Laws § 28-5-1 et seq.), Americans with Disabilities Act

What are my accommodation rights under Rhode Island law?

Rhode Island law requires employers with 4 or more employees to provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship on the employer. Federal ADA requirements apply to employers with 15 or more employees.

Your Rights Include:

Request accommodation: You may request reasonable accommodation for a disability-related limitation affecting your ability to perform your job or access the workplace. Requests do not need to use specific legal terminology.

Interactive process: Your employer must engage in an interactive process – a good-faith dialogue to identify effective reasonable accommodations. This includes discussing your limitations, job requirements, and possible accommodations.

Medical documentation: Your employer may request medical documentation establishing your disability and need for accommodation, but cannot demand complete medical records or information unrelated to the accommodation request.

Effective accommodation: Your employer must provide an effective reasonable accommodation that enables you to perform the essential functions of your position. The employer may choose among multiple effective options and is not required to provide your preferred accommodation if alternatives are effective.

Remote work consideration: Telework or remote work may qualify as a reasonable accommodation when your disability prevents or significantly limits office attendance and your position’s essential functions can be performed remotely without undue hardship.

Protection from retaliation: Your employer cannot retaliate against you for requesting accommodation or opposing discriminatory practices.

Source: R.I. Gen. Laws § 28-5-7, Americans with Disabilities Act, EEOC Guidance
For assistance: Contact Rhode Island Commission for Human Rights at (401) 222-2661 or EEOC at 1-800-669-4000

How do I file a discrimination complaint in Rhode Island?

Rhode Island provides multiple options for filing employment discrimination complaints:

Rhode Island Commission for Human Rights:

Deadline: 1 year from the discriminatory act

How to file:

  • By telephone: Call (401) 222-2661 to discuss filing
  • By mail: Send complaint to 180 Westminster Street, Third Floor, Providence, RI 02903-1918
  • In person: Visit Commission office at address above
  • Email for information: RICHR.Info@richr.ri.gov

Process: Commission investigates complaint, attempts settlement, and may conduct administrative hearing if settlement unsuccessful. You may also have right to pursue Superior Court action.

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

Deadline: 300 days from discriminatory act (extended deadline due to Rhode Island’s worksharing agreement)

How to file:

  • Online: Schedule appointment via EEOC Public Portal at https://publicportal.eeoc.gov
  • By telephone: Call 1-800-669-4000 (TTY: 1-800-669-6820)
  • In person: Visit EEOC Boston Area Office at John F. Kennedy Federal Building, 15 New Sudbury Street, Room 475, Boston, MA 02203

Worksharing: Charges filed with either agency are automatically dual-filed with both, providing state and federal protections.

What to expect:

  • Intake interview to gather information
  • Formal charge filing if within jurisdiction
  • Investigation by agency
  • Possible mediation option
  • Agency determination on whether discrimination occurred
  • Conciliation attempt if discrimination found
  • Right to pursue lawsuit if discrimination found or after EEOC completes process

Source: Rhode Island Commission for Human Rights, EEOC
Websites: http://www.richr.ri.gov, https://www.eeoc.gov

Can I request remote work as a reasonable accommodation?

Yes, you may request remote work as a reasonable accommodation for a disability under Rhode Island and federal law. Whether remote work must be provided depends on several factors:

When Remote Work May Be Required:

  • Your disability prevents or significantly limits your ability to commute to or attend the workplace
  • You can perform the essential functions of your position remotely
  • Remote work does not impose an undue hardship on your employer
  • Your employer can demonstrate that your position can be performed remotely (the COVID-19 pandemic demonstrated remote work feasibility for many positions previously considered office-dependent)

Employer’s Obligation:

Your employer must engage in the interactive process to explore whether remote work is a reasonable accommodation. This includes:

  • Discussing your disability-related limitations
  • Identifying essential job functions
  • Assessing whether those functions can be performed remotely
  • Considering whether remote work poses undue hardship
  • Exploring alternative accommodations if remote work is not feasible

What If My Request Is Denied:

If your employer denies your remote work accommodation request, the employer must:

  • Explain why remote work poses an undue hardship or is not effective
  • Engage in the interactive process to identify alternative reasonable accommodations
  • Provide specific evidence if claiming undue hardship (general cost statements are insufficient)

You may file a discrimination complaint with the Rhode Island Commission for Human Rights or EEOC if you believe your accommodation request was improperly denied.

Source: EEOC Guidance on Reasonable Accommodation, R.I. Gen. Laws § 28-5-7
For consultation: Job Accommodation Network at 1-800-526-7234 or https://askjan.org

What is Rhode Island’s Fair Employment Practices Act?

The Rhode Island Fair Employment Practices Act is the state law prohibiting employment discrimination. Enacted in 1949, it is enforced by the Rhode Island Commission for Human Rights.

Coverage: Employers with 4 or more employees

Protected Classes: The Act prohibits discrimination based on:

  • Race
  • Color
  • Religion
  • Sex (including pregnancy, childbirth, and related medical conditions)
  • Sexual orientation
  • Gender identity or expression
  • Disability
  • Age (40 years and older)
  • Country of ancestral origin

Unlawful Practices: The Act makes it unlawful to discriminate in:

  • Hiring and firing decisions
  • Compensation and benefits
  • Terms, conditions, and privileges of employment
  • Job assignments and promotions
  • Training opportunities
  • Any matter directly or indirectly related to employment

Specific Requirements:

  • Employers must reasonably accommodate disabilities unless doing so poses undue hardship
  • Employers cannot retaliate against employees who oppose discrimination or participate in investigations
  • Employers must refrain from discriminatory practices in recruiting, hiring, and employment decisions

Enforcement: Rhode Island Commission for Human Rights investigates complaints, attempts conciliation, and conducts administrative hearings. Individuals also have right to pursue Superior Court actions under certain circumstances.

Source: Rhode Island General Laws § 28-5-1 et seq.
Available at: https://webserver.rilegislature.gov/Statutes/TITLE28/28-5/INDEX.HTM
Enforcement agency: Rhode Island Commission for Human Rights, (401) 222-2661

Where do I file an EEOC complaint in Rhode Island?

Rhode Island is covered by the EEOC Boston Area Office, which has jurisdiction over Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont.

EEOC Boston Area Office:

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

Contact Information:

  • National hotline: 1-800-669-4000
  • Local: (617) 565-3200
  • TTY: 1-800-669-6820
  • ASL Video Phone: 1-844-234-5122

Office Hours: Monday – Friday, 8:30 AM – 5:00 PM
Walk-in Hours: Monday – Friday, 10:00 AM – 2:00 PM (appointments strongly recommended)

How to File:

Online: Visit EEOC Public Portal at https://publicportal.eeoc.gov to schedule:

  • Telephone interview with EEOC representative
  • Video interview with EEOC representative
  • In-person interview at Boston Area Office

By Phone: Call 1-800-669-4000 to discuss filing a charge

In Person: Visit Boston Area Office (appointments receive priority; arrive 15 minutes early for security screening)

Deadline: 300 days from the discriminatory act for Rhode Island charges (extended deadline due to state worksharing agreement)

Dual Filing: Charges filed with EEOC are automatically dual-filed with Rhode Island Commission for Human Rights under the worksharing agreement, and vice versa.

Source: U.S. Equal Employment Opportunity Commission
Website: https://www.eeoc.gov/field-office/boston
Filing information: https://www.eeoc.gov/how-file-charge-employment-discrimination

What is at-will employment in Rhode Island?

At-will employment is the default employment relationship in Rhode Island. Under at-will employment, either the employer or employee may terminate the employment relationship at any time, for any legal reason, with or without notice.

What At-Will Means:

For employers: May terminate employees for good reason, bad reason, or no reason at all, as long as the reason is not illegal

For employees: May resign at any time without providing advance notice or reason

Important Exceptions and Limitations:

At-will employment does not permit employers to:

1. Discriminate based on protected characteristics:

  • Race, color, religion, sex, sexual orientation, gender identity or expression, disability, age (40+), country of ancestral origin
  • Violates Rhode Island Fair Employment Practices Act and federal anti-discrimination laws

2. Retaliate against protected activities:

  • Filing discrimination complaints
  • Requesting reasonable accommodations
  • Opposing discriminatory practices
  • Participating in investigations or proceedings
  • Exercising workplace rights under labor laws

3. Violate employment contracts:

  • Written employment agreements specifying terms, conditions, or duration
  • Collective bargaining agreements negotiated with unions
  • Implied contracts created through employee handbooks or employer representations

4. Violate public policy:

  • Rhode Island courts recognize public policy exceptions preventing termination for reasons that violate public policy (such as refusing to engage in illegal activity or serving on jury duty)

5. Fail to accommodate disabilities:

  • Employers must provide reasonable accommodations to qualified individuals with disabilities under state and federal law

How At-Will Affects RTO Decisions:

Under at-will employment, employers generally may:

  • Require employees to return to office locations
  • Change remote work policies
  • Terminate employees who refuse to comply with workplace location policies

However, employers must still comply with:

  • Anti-discrimination requirements
  • Reasonable accommodation obligations for disabilities
  • Contract terms and collective bargaining agreements
  • Anti-retaliation protections

Source: Rhode Island employment law, Rhode Island Commission for Human Rights
For legal advice: Consult licensed Rhode Island employment attorney

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

State Employee Arrangements:

Rhode Island state employees work under policies established by individual state agencies:

Current Status (2025-2026):

  • Thousands of state employees approved for hybrid work arrangements
  • Arrangements vary by agency and position requirements
  • Typical arrangements: 1-3 days remote work per week
  • Agencies determine eligibility based on job duties and operational needs
  • Governor reviewing policies in light of federal RTO requirements

Examples of state agency hybrid policies:

  • Department of Administration: Approximately 400 of 500 employees hybrid
  • Department of Health: 345 of 566 employees hybrid (minimum 2 days in-office)
  • DCYF: 436 of 618 employees hybrid or remote
  • Department of Human Services: 300 employees approved for telework through March
  • DEM: 163 of 407 employees hybrid
  • Secretary of State: 2 employees hybrid
  • Attorney General: 48 of 258 employees hybrid

Governing Framework:

  • Agency-specific telework policies
  • Human Resources Department guidelines
  • Collective bargaining agreements for unionized positions
  • Merit system rules for classified positions

Private Sector Arrangements:

Private sector employers in Rhode Island establish their own workplace policies:

Framework:

  • At-will employment (employer discretion on workplace location)
  • No state mandate requiring or prohibiting remote work
  • Employers set policies based on business needs
  • Subject to employment law protections

Legal Requirements:

  • Must comply with anti-discrimination laws
  • Must provide reasonable disability accommodations
  • Must honor employment contracts and collective bargaining agreements
  • Cannot retaliate for protected activities

Key Differences:

Applicability:

  • State policies apply only to state government employees
  • No state mandate affects private employers

Policy Setting:

  • State employees: Agency or central HR determines policies
  • Private sector: Individual employers determine policies

Collective Bargaining:

  • State employees: Often covered by union agreements
  • Private sector: Varies by employer and industry

Flexibility:

  • State agencies: Subject to statewide review and policy coordination
  • Private employers: Independent policy decisions based on business needs

Review Process:

  • State: Governor reviewing policies across agencies
  • Private sector: No centralized review or mandate

Common Requirements (Both Sectors):

  • Anti-discrimination compliance
  • Disability accommodation requirements
  • Anti-retaliation protections
  • Contract and agreement obligations

Source: Rhode Island state agency policies, Rhode Island employment laws

Are there pending RTO bills in the Rhode Island legislature?

As of January 6, 2026, searches of the Rhode Island General Assembly website reveal no pending legislation specifically addressing return to office mandates or remote work regulation for private sector employers.

Legislative Search Conducted:

  • Date: January 6, 2026
  • Website: https://www.rilegislature.gov
  • Search Terms: “return to office,” “remote work mandate,” “telework requirements,” “remote work regulation”
  • Result: No current bills identified

2026 Legislative Session:

The Rhode Island General Assembly convened for its 2026 session on January 6, 2026. Session priorities identified by legislative leadership include:

  • Federal funding cut impacts
  • Health care policy
  • Education funding
  • Tax changes
  • Housing availability and affordability
  • Workforce development

Remote work regulation has not been identified as a legislative priority for the 2026 session.

How to Monitor:

To track potential future legislation:

1. Rhode Island General Assembly Website:

2. Search Terms to Monitor:

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

3. Committee Monitoring:

  • House Labor Committee
  • Senate Labor Committee
  • Committees may hold hearings on employment-related legislation

4. Legislative Status Updates:

  • Check legislature website regularly
  • Review legislative news and updates
  • Contact legislators regarding issues of concern

Source: Rhode Island General Assembly
Website: https://www.rilegislature.gov
Search date: January 6, 2026

What protections exist for remote workers in Rhode Island?

While Rhode Island has no specific “remote work” statute, remote workers receive protections under general employment laws:

Anti-Discrimination Protections:

Remote workers are protected from discrimination based on protected characteristics under:

  • Rhode Island Fair Employment Practices Act (R.I. Gen. Laws § 28-5-1 et seq.)
  • Federal anti-discrimination laws (Title VII, ADA, ADEA)

Coverage includes:

  • Hiring and assignment decisions regarding remote positions
  • Compensation and benefits for remote workers
  • Terms and conditions of remote work arrangements
  • Promotion and advancement opportunities
  • Training and development access

Wage and Hour Protections:

Remote workers are entitled to:

  • Minimum wage protections under Rhode Island and federal law
  • Overtime pay (1.5x regular rate for hours over 40/week) for non-exempt employees
  • Sunday/holiday premium pay under Rhode Island law
  • Payment of all wages due

Source: Rhode Island Department of Labor and Training, R.I. Gen. Laws Title 28

Disability Accommodation Rights:

Remote workers with disabilities are entitled to:

  • Reasonable accommodations enabling essential function performance
  • Continuation of remote work as accommodation if needed for disability
  • Interactive process to identify effective accommodations
  • Protection from retaliation for requesting accommodations

Health and Safety:

Employers’ health and safety obligations may extend to remote work environments under certain circumstances, though specific requirements vary.

Tax Treatment:

Rhode Island issued guidance during COVID-19 on withholding for employees working remotely. The Division of Taxation guidance addressed tax withholding obligations when employees temporarily performed work remotely due to the pandemic.

Source: Rhode Island Division of Taxation regulations
Available at: https://rules.sos.ri.gov/Regulations/part/280-20-55-14

Collective Bargaining:

Union-represented workers’ remote work rights may be addressed through collective bargaining agreements.

Source: Rhode Island labor relations laws

Others

California
Florida
Washington
Montana
Maine

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