Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.
Last updated October, 2026
Missouri Employee Handbook Overview
When creating your Missouri employee handbook, it is important to include both state-specific and federal policies. Whether all of your employees are in Missouri or only a small number, make sure your handbook clearly explains the policies and entitlements that apply to them.
Missouri’s minimum wage for covered employers is $15.00 per hour in 2026. Missouri’s statewide earned paid sick time requirement ended on August 28, 2025, although employers may continue to offer paid sick leave.
What should be included in a Missouri employee handbook?
- Missouri Paid Sick Leave Policy: Missouri no longer requires employers to provide earned paid sick time under the former statewide law. If your company offers sick leave or PTO, explain who is eligible, how leave is earned and used, and what happens to unused time under your policy.
- Missouri Minimum Wage Policy: Covered employers must pay at least $15.00 per hour in 2026. Tipped employees must receive at least $7.50 per hour in direct wages, plus enough in tips or additional wages to reach $15.00 per hour.
- Missouri Emergency Response Leave Policy: Missouri protects qualifying volunteer firefighters and members of specified disaster response teams from termination for being absent or late when responding to an emergency before their scheduled reporting time. Employers may deduct pay for work time missed and may request verification.
- Missouri Civil Air Patrol Leave Policy: Employers with 50 or more employees must provide qualifying Civil Air Patrol members leave for eligible duties, generally for up to 15 working days in a calendar year. The leave need not be paid. Missouri also prohibits employment discrimination based on Civil Air Patrol membership.
- Missouri Coast Guard Auxiliary Leave Policy: Employers with 50 or more employees must provide qualifying Coast Guard Auxiliary members leave for authorized duties, generally for up to 15 working days in a calendar year. The leave need not be paid. Membership is also protected from employment discrimination.
- Missouri Victim Leave Policy: Employers may not discharge or discipline a victim, witness, or member of a victim’s immediate family for honoring a subpoena, attending a criminal proceeding, or participating in its preparation. Employers also may not require them to use vacation, personal, or sick leave for that time.
- Missouri Leave and Accommodations for Victims of Domestic or Sexual Violence Policy: Covered employers with 20–49 employees must provide eligible employees up to one workweek of unpaid leave in a 12-month period; those with 50 or more employees must provide up to two workweeks. The law also provides for reasonable safety accommodations, subject to undue hardship. Covered employers must deliver the state-approved notice to new employees when employment begins.
- Missouri Voting Leave Policy: Missouri law provides up to three hours of paid time off to vote if an employee does not have three consecutive nonworking hours while the polls are open. The employee must request the time before Election Day, and the employer may specify which hours to take.
- Missouri At-Will Employment: Missouri generally allows either the employer or the employee to end employment at any time, subject to exceptions such as contracts, discrimination laws, and public-policy protections.
- Missouri Jury Duty Policy: Employers may not discharge, discipline, threaten, or otherwise take adverse action against employees because they receive or respond to a jury summons. Employers also may not require employees to use annual, vacation, personal, or sick leave for jury service.
- Missouri Military Leave Policy: Qualifying employees called to military duty have reemployment protections under Missouri law and the federal Uniformed Services Employment and Reemployment Rights Act (USERRA). Explain how employees should notify the company about service and request reemployment.
- Missouri Final Paycheck Policy: Earned wages are generally due when an employee is discharged. Missouri does not set the same specific final-pay deadline for an employee who resigns, so explain how the company handles pay through its regular payroll process.
- Missouri Lactation Accommodations Policy: Missouri permits a mother to breastfeed or express milk in a location where she is otherwise authorized to be. Under federal law, most covered nursing employees must also receive reasonable break time and a private space other than a bathroom to express milk for up to one year after a child’s birth.
Federal Policies
There are policies that should be included in a handbook when they apply to your business. Many states require additional provisions. This list includes core federal requirements and general handbook topics for most businesses.
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 covered federal contractors, 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
- 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
Get recommended policies from the handbook builder.
Poster Requirements
Understanding labor law poster requirements can be a bit like trying to decode a complex puzzle. You need to check both state and federal requirements.
Why should I care about displaying posters?
State and federal laws require covered employers to display certain notices where employees can readily see them. The notices explain workplace rights, and failing to display a required poster can lead to penalties under the law that requires it. Missouri Department of Labor
What are the requirements for displaying labor law posters?
Post the notices that apply to your business in conspicuous places at your worksites. Some notices must also be accessible to job applicants.
- If you have both on-site and remote employees, maintain required physical postings at your worksites and consider electronic access for remote staff.
- For a fully remote workforce, electronic posting may satisfy certain federal requirements when employees customarily receive information electronically and have ready access to the notices. Check each notice’s rules before relying on electronic posting alone. U.S. Department of Labor guidance
What labor law posters do I need to display?
You may need both federal and Missouri notices. The exact list depends on factors such as your industry, employee count, and which laws cover your business. Required government posters are available free from the relevant agencies.
- Federal Poster Requirements: Use the Federal Poster Advisor to identify federal posters that apply to your business.
- Missouri Labor Law Poster Requirements: The Missouri Department of Labor’s poster page provides free, printable state notices, including minimum wage, unemployment benefits, workers’ compensation, and employment discrimination posters where applicable. Employers with 20 or more employees must also deliver Missouri’s domestic or sexual violence leave notice to each new employee when employment begins.
Download Missouri labor law posters
How to create a Missouri 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 applicable federal, state, and local employment laws, and it needs to stay current as those laws change.
When it comes to building a state-specific handbook, many companies face the same tough choice: hire an attorney to draft one from scratch or try to do it themselves. The first option can be expensive and time-consuming. The second can be risky if you're relying on generic, one-size-fits-all templates found online.
That's where Handbooks.io comes in.
Handbooks.io is an employee handbook builder trusted by many companies to create polished, tailored handbooks. Answer a short survey about your company, then review and customize the handbook it generates. It's a place to create, maintain, and distribute a professional employee handbook. Let’s build this thing!
Get started on building your handbook
Creating a new handbook only takes a few minutes. And it’s easy. You can get started by answering a few interactive questions about your company. A few examples:
- 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?