2026 UPDATED VERSION
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Vermont employee handbook

  • Includes federal, state and city-specific policies
  • Human attorney-reviewed policies
  • Download a Vermont handbook (Word doc)
  • Free preview - no credit card required
Table of Contents
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Vermont Employee Handbook Overview

When it comes to building your Vermont employee handbook, be sure to address both state-specific and federal policies. Whether all your employees are based in Vermont or only a handful, a Vermont-specific handbook helps them understand the policies and rights that apply where they work.

Find Vermont policies to review, core federal policies, and other useful policies below.

What should be included in a Vermont employee handbook?

Every handbook should account for federal, state, and, where applicable, local policies. Below are Vermont-specific policies to consider for your workforce.

  • Vermont Equal Employment Opportunity Policy: Employers with one or more employees may not discriminate based on protected characteristics, including race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, place of birth, age, crime victim status, or disability. Vermont also restricts the use of genetic information in employment decisions.
  • Vermont Jury Duty Leave Policy: Employers may not discharge or penalize employees for jury service. Time spent serving counts toward seniority, fringe benefits, and vacation credit. Vermont law does not generally require employers to pay employees during jury duty.
  • Vermont Lactation Accommodations Policy: For three years after a child’s birth, employers must provide nursing employees reasonable time to express breast milk and an appropriate private space that is not a bathroom stall. The law allows an exception if doing so would substantially disrupt operations.
  • Vermont Pregnancy Accommodations Policy: Employers must provide reasonable accommodations for pregnancy-related conditions unless doing so would impose an undue hardship. Employers must also post the state’s notice about these rights.
  • Vermont Legislative Leave Policy: Employers with more than five employees must provide a temporary or partial leave of absence to a full-time employee elected to the Vermont General Assembly for official duties. An employee seeking this protection must give written notice within 10 days after filing to appear on the ballot.
  • Vermont Crime Victim and Witness Leave Policy: Eligible employees may take unpaid leave for specified depositions or court proceedings when they are an alleged crime victim or seek certain protective orders. Employees who attend proceedings under a duly issued witness summons have separate job protections.
  • Vermont Sexual Harassment Policy: Every employer must adopt a written policy against sexual harassment, give each employee a copy at hire and whenever the policy changes, and post a notice of the policy. The policy must explain prohibited conduct, retaliation, consequences, and how to contact enforcement agencies. Employers with more than five employees must also describe their internal complaint process and provide contact details for the people who receive complaints.
  • Vermont Paid Sick Leave Policy: Covered employees accrue at least one hour of paid sick time for every 52 hours worked. Employers may cap accrual and use at 40 hours in a 12-month period. The policy should explain when employees may use the time, including for their own health needs, care of certain family members, and qualifying safety-related needs.
  • Vermont Family and Medical Leave Insurance Policy: Vermont’s family and medical leave insurance program is voluntary for private employers and individuals. Employers are not generally required to provide paid family leave. If you offer this insurance or another paid benefit, describe its terms separately from the job-protected leave rights below.
  • Vermont School Involvement/Small Necessities Leave Policy: Eligible employees may take up to four hours of unpaid short-term family leave in a 30-day period, and up to 24 hours in a 12-month period. Permitted uses include school activities, family members’ appointments, and family medical emergencies.
  • Vermont Military Leave Policy: Eligible Reserve and National Guard members may take leave for military drill, training, or other temporary duty under state or federal orders. The employer may decide whether the leave is paid, while state and federal reemployment protections may apply.
  • Vermont Town Meeting Leave Policy: Employees may take unpaid leave to attend their annual town meeting if they notify their employer at least seven days in advance. The right is subject to essential business operations.
  • Vermont Parental and Family Leave Policy: Covered employers must provide eligible employees up to 12 weeks of unpaid leave in a 12-month period for parental leave, a serious health condition, safe leave, or a qualifying military exigency. The employer threshold is generally 10 employees averaging at least 30 hours a week for parental, safe, military exigency, and bereavement leave, and 15 such employees for serious-health-condition family leave. Up to two weeks of the 12-week entitlement may be used for bereavement, with no more than five consecutive workdays taken at once.

Federal Policies

Don’t forget about federal policies. Some federal rules apply only when an employer meets a coverage threshold or has particular kinds of work. Review the following core requirements and common handbook practices for your business.

Core policies to review

  • 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
  • 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
  • Acknowledgment of Anti-Harassment Policy
  • Use of Communication and Computer Systems
  • Workplace Searches and Inspections

Additional policies to consider

  • 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 solving a puzzle. You may need federal, Vermont, and local notices, depending on your business and where employees work.

Why should I care about displaying posters?

Required notices tell employees about their workplace rights. Employers must display the notices that apply to them in the manner each law requires. Posting requirements and potential penalties vary by notice, so review them when you open a location, change how employees work, or update your policies.

What are the requirements for displaying labor law posters?

Many notices must be displayed conspicuously where employees can readily see them. If employees work remotely, check the rule for each notice: electronic access can supplement physical posting and may satisfy some requirements when specific conditions are met. Some notices must also be available to job applicants. The U.S. Department of Labor’s poster guidance explains federal requirements.

What labor law posters do I need to display?

The required set depends on your workforce, industry, and locations. Federal and Vermont agencies provide their posters free of charge.

How to create a 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 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 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 difficult if you’re relying on a generic template.

That’s where Handbooks.io comes in. Answer a short survey about your company to create an editable handbook. You can start with a free preview handbook and choose an eligible paid plan for Vermont and local policies. It’s a practical way to create, maintain, and share a professional employee handbook. Let’s build this thing!

Get started on building your handbook

Creating a new handbook only takes a few minutes. You can get started by answering a few interactive questions about your company. For example:

  • 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 Vermont employee handbook now!