2026 UPDATED VERSION
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Maryland employee handbook

  • Includes federal, state and city-specific policies
  • Human attorney-reviewed policies
  • Download a Maryland handbook (Word doc)
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Maryland Employee Handbook Overview

When it comes to constructing your Maryland employee handbook, it is essential to include both state-specific and federal policies. Whether all of your employees are in Maryland or only a small number, a Maryland-specific handbook helps employees understand the policies and rights that apply where they work.

The Maryland policies, federal policies, and other discretionary policies to consider are listed below.

What should be included in a Maryland Employee Handbook?

Your handbook should address federal, state, and, where applicable, local policies. Below are Maryland-specific policies to consider for your workforce.

  • Maryland Sick and Safe Leave Policy: Employers with an average of 15 or more employees working in Maryland during the preceding year must provide paid earned sick and safe leave to covered employees whose primary work location is Maryland. Employers with 14 or fewer Maryland employees must provide unpaid leave. Covered employees generally earn one hour for every 30 hours worked, up to 40 hours per year. The policy should explain permitted health, family-care, and safety-related uses. Maryland Department of Labor guidance
  • Maryland Final Paycheck Policy: Employers must pay departing employees all wages due by the regular payday on which they would have been paid had they remained employed. Maryland Labor and Employment § 3-505
  • Maryland Court Attendance Leave: Employers may not discharge an employee for responding to a witness subpoena or attending certain proceedings as a crime victim. Explain how employees should notify the company when court attendance affects their schedule. Maryland Courts and Judicial Proceedings § 9-205
  • Maryland Flexible Leave Act Policy: At covered employers that already provide paid leave, employees primarily employed in Maryland may use earned, available paid leave for an immediate family member’s illness or for bereavement. The Act allows use of an existing paid-leave benefit; it does not create a separate bank of paid leave. Maryland Labor and Employment § 3-802
  • Maryland Voting Leave Policy: A registered Maryland voter who lacks two consecutive hours off work while the polls are open may take up to two hours of paid time off to vote on Election Day. An employer may require proof that the employee voted or attempted to vote. Maryland Election Law § 10-315
  • Maryland Bone Marrow and Organ Donation Leave Policy: Covered employers with at least 15 employees must provide eligible employees unpaid leave of up to 60 business days in a 12-month period to donate an organ, or up to 30 business days to donate bone marrow, subject to the law’s eligibility and medical-verification rules. Maryland Labor and Employment §§ 3-1401–3-1402
  • Maryland Parental Leave Act Policy: Eligible employees of covered employers with 15–49 employees in Maryland that are not covered by the federal FMLA may take up to six workweeks of unpaid leave in a 12-month period for the birth, adoption, or foster placement of a child. Maryland’s separate Family and Medical Leave Insurance program is still being implemented: employers with at least one Maryland employee must register, contributions begin January 1, 2027, and paid benefits become available January 1, 2028. Describe those dates as future program milestones, not leave benefits available in 2026. Parental Leave Act · Maryland FAMLI program
  • Maryland Emergency Response Leave Policy: Eligible members of the Maryland Civil Air Patrol who work for an employer with more than 15 employees may take up to 15 days of unpaid leave each year for an authorized emergency mission, subject to notice and verification requirements. Maryland Labor and Employment § 3-1002
  • Maryland Jury Duty Leave Policy: Employers must protect employees’ jobs when they are called for jury service and may not require them to use annual, sick, or vacation leave for that service. Additional scheduling protection applies after four or more hours of jury service, including travel time. Maryland law does not generally require employers to pay wages during jury duty. Maryland Courts and Judicial Proceedings §§ 8-501–8-502
  • Maryland Military Family Leave Policy: At covered employers with 50 or more employees, an eligible employee may take one day of leave when a spouse, parent, stepparent, child, stepchild, or sibling leaves for or returns from active duty outside the United States. An employer may not require the employee to use accrued paid leave for that day. Maryland Labor and Employment § 3-803
  • Maryland Meal and Rest Breaks: Maryland’s retail-break law applies to covered retail employers with at least 50 retail employees in the state. Covered employees generally receive a 15-minute break for four to six consecutive hours of work, a 30-minute nonworking break for more than six consecutive hours, and additional breaks for longer shifts. Separate rules require a 30-minute nonworking break for minors before five consecutive hours of work. Whether a break is paid depends on the applicable wage rules and whether the employee is relieved of work. Retail-break law · Minors’ break rule

Local Policies for Maryland Employees

Some cities and counties add requirements for employees who work there. Check each employee’s work location when choosing handbook policies.

Baltimore City

  • Baltimore Lactation Accommodations Policy: Covered employers with at least two full-time-equivalent employees working in Baltimore City must provide reasonable breaks and an appropriate private space for expressing breast milk. They must have a written policy, include it in any employee handbook, provide it at hire and after changes, and respond to accommodation requests within five business days. Baltimore City Code, Article 11, Subtitle 16
  • Baltimore Pregnancy Accommodations Policy: Baltimore City’s pregnancy-accommodation ordinance, effective January 10, 2026, applies to covered employers with at least two full-time employees in the city. It requires reasonable accommodations for eligible employees and applicants, a written policy included in any employee handbook, and a response to accommodation requests within ten business days. Baltimore City Code, Article 11, Subtitle 20

Montgomery County

  • Montgomery County Sick and Safe Leave Policy: The county’s sick and safe leave law continues to apply alongside Maryland’s statewide law to covered work performed in the county. Employers with five or more employees generally must allow employees to earn up to 56 hours of paid leave per year. Smaller employers generally must allow up to 32 paid hours and 24 unpaid hours. Apply the more protective requirement where the state and county rules overlap. Montgomery County Code § 27-77 · Maryland Department of Labor guidance

Federal Policies

Don’t forget about federal policies. Which laws apply depends on factors such as employer size, industry, and the work employees perform. Many handbooks also include policies that explain company practices and employment terms.

Core policies to consider

  • Equal Employment Opportunity and Anti-Discrimination Policy
  • Anti-Harassment and Complaint Procedure
  • Family and Medical Leave Act (FMLA) Policy, if applicable
  • Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy
  • Military Service Leave (USERRA)
  • Wage and Hour Compliance Policy (FLSA)
  • At-Will Employment Notice
  • Policies applicable to federal contractors, such as pay transparency, whistleblower protection, and drug-free workplace policies
  • Workplace Violence Prevention Policy
  • Code of Conduct Policy
  • Nursing Parents Policy
  • Conflict of Interest and Business Ethics
  • Disciplinary Procedures
  • Use of Company Property
  • Employee Classification and Pay Practices
  • Health and Safety Policy
  • Confidential Company Information
  • Open Door Policy
  • Receipt of Non-Harassment Policy
  • Use of Communication and Computer Systems
  • Workplace Searches and Inspections

Additional policies to include

  • Industry-specific policies
  • Sick Leave, Vacation Leave, and PTO Policy
  • Company Vehicles Policy
  • Punctuality and Attendance
  • Benefits
  • Working Schedule
  • Employment Records
  • Smoking
  • Overtime
  • Performance Reviews
  • Social Media Policy
  • Remote Work Policy
  • Introductory Period Policy
  • References
  • Hiring Relatives and Significant Others
  • Business Expense Reimbursement

Explore available policies in the handbook builder and compare plan features.

Poster Requirements

Understanding labor law poster requirements can feel like solving a puzzle. Employers need to identify the federal and Maryland notices that apply to their workplaces.

Why should I care about displaying posters?

Required posters inform employees—and, for some notices, applicants—about workplace rights. Missing or outdated notices can lead to enforcement issues, so check the versions you display as laws and agency guidance change.

What are the requirements for displaying labor law posters?

Post applicable notices conspicuously where covered employees can readily see them. Electronic posting can supplement physical posters. For some federal notices, it may satisfy a posting requirement in a fully remote workplace if employees customarily receive information electronically and can access the notice at all times. U.S. Department of Labor electronic-posting guidance

What labor law posters do I need to display?

The answer depends on your workforce and business. Federal poster requirements can vary by industry, employer size, and activities. The U.S. Department of Labor’s FirstStep Poster Advisor can help identify applicable federal notices.

For state notices, use the Maryland Department of Labor’s free posters and notices. Check for any additional local notices that apply where your employees work.

How to create a Maryland Employee Handbook?

An employee handbook isn’t just a formality; it’s the foundation of a well-run company. Getting it right means more than putting words on paper. Your handbook should reflect the federal, state, and local rules that apply to your employees and stay current as those rules change.

When it comes to building a state-specific handbook, many companies face the same choice: hire an attorney to draft one from scratch or try to do it themselves. A generic template can be hard to tailor to the places where employees actually work.

That’s where Handbooks.io comes in. Answer a short survey about your company, choose the policies that fit your workplace, and create a handbook you can edit and share. Review the available free and paid options to find the features you need.

Get started on building your handbook

Creating a new handbook only takes a few minutes. Start by answering a few interactive questions about your company, such as:

  • How many employees do you have?
  • Do you have employees in multiple states?
  • Do you have an introductory period for new employees?
  • Do you offer paid holidays?
  • What is your payroll schedule?

Create your Maryland employee handbook now!