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Last updated April, 2026
Vermont employee handbook overview
When it comes to building your Vermont employee handbook, you must be sure to include both state-specific and federal policies. Whether all of your employees are based in Vermont or only a handful, you will need to provide a Vermont-specific handbook to ensure your employees know the policies and rights entitled to them by their state.
Find the required state policies for Vermont, federally required policies, and other optional policies below.
What should be included in a Vermont employee handbook?
Every handbook should include Federal, State, and (if applicable) City-specific policies. Below are Vermont-specific policies that should be included in your handbook.
- Vermont Equal Employment Opportunity: Employers with one or more employees may not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, age, disability, or genetic information. Vermont's protections are broader than federal law, covering sexual orientation and gender identity at the state level.
- Vermont Jury Duty Leave Policy: Employers must provide employees with unpaid, job-protected leave for jury duty. Employees continue to accrue seniority, benefits, and vacation time while serving. Employers may not discharge or penalize any employee for jury service.
- Vermont Lactation Accommodations Policy: Reasonable accommodations are expected to be provided for nursing mothers.
- Vermont Pregnancy Accommodations Policy: Reasonable accommodations are expected to be provided for employees recovering from pregnancy, childbirth, lactation, or a related medical condition. Employers cannot discriminate against an employee who has any of these conditions.
- Vermont Election Official Leave Policy: Employers with more than five employees must grant a leave of absence to employees elected to serve in the Vermont General Assembly. Employees must notify their employer in writing within 10 days of filing their nominating petition.
- Vermont Crime Victim and Witness Leave Policy: Employers are required to provide leave for an employee who is a victim or witness to a crime and must respond to a subpoena.
- Vermont Fair Employment Practices Act Policy: Employers may not discriminate against any employee.
- Vermont Paid Sick Leave Policy: Employers are required to provide employees with paid sick leave.
- Vermont Paid Family Leave: Employers are required to provide employees with paid leave to care for family members when family entitlements and obligations arise.
- Vermont Voting Leave: Employers are required to provide employees with unpaid leave to vote.
- Vermont School Involvement/Small Necessities Leave Policy: Employers are required to provide unpaid leave for employees to attend their children’s school activities or accompany them to appointments.
- Vermont Military Leave Policy: Employers must grant leave to employees called to military service. Employees must be reinstated upon return and may not be denied employment, promotion, or benefits based on military service. Employees should provide 30 days' notice or as soon as practical after being called to service.
- Vermont Town Meeting Leave: Employers must allow employees to take unpaid leave to attend their annual town meeting, provided the employee gives at least seven days' notice.
- Vermont Parental and Family Leave Policy: Employers with 10 or more employees must provide up to 12 weeks of unpaid leave for childbirth, adoption, serious health conditions, domestic violence, or military-related exigencies. As of July 1, 2025, bereavement leave of up to two weeks is also included within the 12-week entitlement.
Federal Policies
Don’t forget about the federal policies
There are policies that should be included in every handbook to comply with US labor and employment law. Many states require additional provisions. However, this list includes core federal requirements and best practices applicable to most businesses.
Core federal policies
- Equal Employment Opportunity and Anti-Discrimination Policy Show me!
- Anti-Harassment and Complaint Procedure Show me!
- Family Medical Leave Act (FMLA) Policy Show me!
- Americans with Disabilities Act (ADA) & Reasonable Accommodation Policy
- Military Service Leave (USERRA)
- Wage and Hour Compliance Policy (FSLA)
- At-Will Employment Notice Show me!
- Polices if you employ federal contractors (Pay Transparency Policy, Whistleblower Protection, Drug-free Workplace Policy)
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, 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 all recommended policies from the free handbook builder.
Poster Requirements
Understanding labor law poster requirements can be a bit like trying to decode a complex puzzle. You need to comply with both state and federal requirements.
Why Should I Care About Displaying Posters?
You might be wondering why it's so important to display these posters in the first place. State and Federal laws mandate that employers must have up-to-date labor law posters conspicuously displayed for their employees. Failing to do so not only results in steep fines (up to $35,000 in federal fines and additional state fines) but also exposes you to real liability.
Consider this scenario: if an employee decides to bring a lawsuit against your company, and you don't have the required posters or they are outdated, you could face even more significant problems:
Statute of Limitations: Normally, there's a limited window within which an employee can file a lawsuit against you. However, if you didn't inform your employees of their rights through proper poster display, a court might decide that the statute of limitations doesn't apply.
Operating in Bad Faith: Courts may determine that you were intentionally withholding information from your employees, which could lead to a finding that you were operating in bad faith. This can substantially increase your liability.
What Are the Requirements for Displaying Labor Law Posters?
Labor law posters must be displayed at every physical location where you have employees, and they need to be conspicuously displayed for all to see.
- If you have a hybrid workplace with both in-person and remote employees, you'll need physical posters at your facilities and electronic distribution to your off-site workers.
- For fully remote companies, you can distribute posters electronically by sharing a permanent link to the appropriate posters.
- Some posters also need to be visible to job applicants, such as FMLA, Equal Employment Opportunity, and Employee Polygraph Protection posters, as per the guidance provided by the Department of Labor.
What Labor Law Posters Do I Need to Display?
You'll need both Federal and State labor law posters for each state where you have employees. The good news is that all the posters you need are provided for free by the federal government and state departments of labor. You've probably seen those convenient "all-in-one" laminated posters, but if you prefer, everything you need is also available as a free, printable document from the Vermont Department of Labor.
Federal Poster Requirements
Determining which federal posters you're required to display can be influenced by various factors, including your industry, the size of your company, benefits you provide and union affiliation.
The good news is that there's a handy tool to help you understand precisely which federal posters your company needs. You can use the Federal Poster Advisor tool to determine your specific federal poster requirements.
Vermont Labor Law Poster Requirements
You can refer to the Vermont Department of Labor for free, printable posters.
Download Vermont labor law posters here
How to create an Vermont 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?