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Last updated October, 2026
Montana Employee Handbook Overview
When it comes to building your Montana employee handbook, be sure to include both state-specific and federal policies. Whether all of your employees are based in Montana or only a handful, your handbook should clearly explain the Montana policies and rights that apply to them.
Montana’s minimum wage is $10.85 per hour in 2026, with no tip credit allowed. Montana also has distinctive rules for ending employment, so its employment-relationship language deserves particular care.
Find Montana-specific policies, applicable federal policies, and other optional policies below.
What should be included in a Montana employee handbook?
Every handbook should address the federal and state rules that apply to its employees, along with any applicable local rules. Below are Montana-specific policies and topics to consider:
- Montana Pregnancy Leave Policy: Employers must provide a reasonable leave of absence for pregnancy and generally reinstate an employee returning from pregnancy-related leave to the original job or an equivalent position, subject to the law’s conditions.
- Montana Crime Victim Leave Policy: Employers may not discharge or discipline a crime victim or a defined family member for participating, at the prosecutor’s request, in preparing for or attending a criminal justice proceeding.
- Montana Employment Records Policy: Explain how employees can update their information and how the company handles personnel records. Employers must maintain accurate wage records; Montana generally treats personnel files as the employer’s property.
- Montana Social Media Policy: Montana generally prohibits employers from demanding access to employees’ or applicants’ personal social media accounts, subject to limited investigation exceptions. A company social media policy should respect those limits.
- Montana Employment Relationship: Montana is generally not an at-will state after an employee completes the probationary period. Under the Wrongful Discharge From Employment Act, discharge without good cause after probation can be wrongful, as can certain retaliation or a material violation of a written personnel policy. State the probationary period clearly: if none is established when employment begins, the statutory default is 12 months.
- Montana Final Paycheck Policy: When an employee resigns, final wages are due by the next regular payday for that pay period or within 15 days, whichever comes first. When an employee is discharged or laid off, wages are generally due immediately unless a preexisting written personnel policy allows payment by that same next-payday-or-15-day deadline. Earned vacation is payable as wages at separation.
- Montana Emergency Response Leave: Employees who serve as volunteer emergency services providers can receive job protection when emergency duties make them absent or late to work, provided they give the required written notice of their volunteer service and notify the employer of the absence as soon as possible. The time need not be paid, and the employer determines whether an employee may leave an ongoing shift to respond.
- Montana Public Service Leave: Employees elected or appointed to city, county, or state public office may take a leave of absence of up to 180 days per year while performing public service. Employers with 10 or more employees must restore eligible returning employees to their positions on the terms specified by law. If the employer offers health coverage, it must continue offering that coverage during the leave.
- Montana Jury Duty Leave Policy: Explain how employees should report a jury summons and whether their time away will be paid. Montana court guidance says employers may not penalize employees for jury service; federal law also protects employees serving on federal juries.
- Montana Military Leave Policy: Montana provides unpaid leave and employment protections for qualifying state military duty under its Military Service Employment Rights Act. Federal USERRA provides leave and reemployment rights for qualifying federal military service.
- Montana Voting Policy: Employers may not use threats or coercion to influence employees’ votes. Montana does not require private employers to provide time off to vote, so explain any voting-related scheduling flexibility your company offers.
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)
- Employment Relationship and Probationary Period Notice tailored to Montana’s wrongful-discharge law
- 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. These notices explain workplace rights, and failing to display a required poster can lead to penalties under the law that requires it. Montana Department of Labor & Industry
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 Montana 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.
- Montana Labor Law Poster Requirements: The Montana Department of Labor & Industry’s poster page provides free posters and explains how to obtain proof-of-coverage notices for unemployment insurance and workers’ compensation. Its Montana Wage & Hour poster is available to print, although the department describes that poster as optional.
Download Montana labor law posters
How to create a Montana 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 needs to comply with all applicable federal, state, and local employment laws, and it needs to stay current as those laws change.
When it comes to building a legally sound, state-specific handbook, most companies face the same tough choice: hire an attorney to draft one from scratch, or try to do it yourself. The first option is expensive and time-consuming. The second is risky, especially 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, fully compliant handbooks, without the legal fees or guesswork. Answer a short survey about your company, and a tailored handbook is generated in no time. It's everything you need to create, maintain, and distribute a professional employee handbook, all in one place. 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?