Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.
Last updated October, 2026
Mississippi Employee Handbook Overview
If you have employees in Mississippi, your handbook should reflect the federal and state rules that apply to them, along with your company’s pay, benefits, leave, and workplace practices. Review the Mississippi-specific protections below and include the policies that fit your workforce.
What should be included in a Mississippi employee handbook?
Every handbook should address applicable federal and state policies. These Mississippi protections are a useful starting point:
- Mississippi Lactation Policy: Employers cannot prohibit employees from expressing breast milk during meal or other break periods the employer provides. Federal law also requires reasonable break time and a private space for most nursing employees. Mississippi Code § 71-1-55 · U.S. Department of Labor: pump-at-work requirements
- Mississippi Crime Victim Leave Policy: A crime victim who responds to a subpoena to testify in a criminal proceeding, or participates in reasonable preparation for one, may do so without loss of employment, intimidation, or threats of job loss. Mississippi Crime Victims’ Bill of Rights, § 99-43-45
- Mississippi Jury Duty Leave Policy: Employers may not intimidate employees about jury service or take adverse action because they serve, provided employees give reasonable notice after receiving a summons. Employers also may not require or request that employees use annual, vacation, or sick leave while responding to a summons, taking part in jury selection, or serving. Mississippi Legislature: § 13-5-35
- Mississippi Military Leave Policy: Eligible reserve-component employees who leave a non-temporary position for military duty or training are treated as being on leave. If they satisfactorily complete the duty or training and remain qualified, they are entitled to return to their former or a similar position with the same status, pay, and seniority. The absence may be unpaid. Federal military-service protections may also apply. Mississippi Veterans Affairs: re-employment rights
- Mississippi Equal Pay for Equal Work Policy: Mississippi law prohibits covered employers from paying an employee less than an employee of the opposite sex in the same establishment for equal work, subject to the law’s specified exceptions. The state law covers employers with five or more employees and employees working at least 40 hours a week. It also prohibits retaliation against an employee who invokes or assists in enforcing the law. Federal equal-pay protections may cover additional workers and circumstances. Mississippi Legislature: Equal Pay for Equal Work Act · U.S. Equal Employment Opportunity Commission: Mississippi comparison
- Mississippi State Employees Paid Parental Leave Policy (state agencies only): Since January 1, 2026, eligible full-time permanent state employees with at least 12 consecutive months of service who are a child’s primary caregiver can take six weeks of paid leave following the child’s birth or legal adoption. The leave must be used within 12 weeks of the birth or adoption and runs concurrently with FMLA leave when applicable. Mississippi State Personnel Board: State Employee Handbook
Your pay policy should also tell employees whom to contact if their pay, recorded hours, or deductions appear incorrect. Explain how the company reviews concerns and protects employees who raise legally protected pay issues from retaliation. U.S. Department of Labor: wage and hour retaliation
Mississippi also requires employers to participate in E-Verify for new hires. Address that requirement in your onboarding process. Mississippi Department of Employment Security: E-Verify
Federal Policies
Don’t forget about federal policies. Which laws apply depends on factors such as employer size, the employee’s work, and whether the business is a federal contractor. The following list also includes common handbook practices.
Core federal and general policies
- 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 for federal contractors, if applicable, such as pay transparency, whistleblower protection, and drug-free workplace policies
Highly recommended 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, as applicable
- 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 these policies in the handbook builder.
Poster Requirements
Understanding labor law poster requirements can feel like decoding a puzzle. You need to check both state and federal requirements.
Why should I care about displaying posters?
Required posters tell employees about their workplace rights. Employers should keep applicable notices current and display them where the people they cover can readily see them.
What are the requirements for displaying labor law posters?
Post required physical notices at workplaces where covered employees can see them. Electronic access may supplement physical posting. For certain federal notices, electronic posting may satisfy the requirement when the workforce is entirely remote and the notice is readily accessible under U.S. Department of Labor guidance. Check each notice’s rule before relying on electronic posting alone. Some notices must also be accessible to job applicants.
What labor law posters do I need to display?
The answer depends on your business and workforce. The Mississippi Department of Employment Security provides the state unemployment insurance poster for free and links to the Mississippi Workers’ Compensation poster. Its page identifies those as the two state-required posters. Use the free Federal Poster Advisor to identify federal notices that apply to your business.
How to create a Mississippi Employee Handbook
An employee handbook isn’t just a formality; it’s the foundation of a well-run company. But getting it right means more than putting words on paper. Your handbook should reflect the federal and Mississippi rules that apply to your employees, and you should review it as those rules change.
When it comes to building a state-specific handbook, many companies hire an attorney to draft one or start with a template and customize it. A generic template can miss policies that matter to your workplace.
That’s where Handbooks.io comes in.
Answer a short survey about your company, and Handbooks.io helps you create an editable handbook tailored to your choices. Review the finished document against your pay procedures, benefits, reporting contacts, and leave practices. Let’s build this thing!
Get started on building your handbook
Creating a new handbook starts with 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?