2026 UPDATED VERSION
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Wyoming employee handbook

  • Includes federal, state and city-specific policies
  • Download a Wyoming handbook (Word doc)
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated April, 2026

Wyoming employee handbook overview

When building your Wyoming employee handbook, you must be sure to include both state-specific and federal policies. Whether all of your employees are based in Wyoming or only a handful, you will need to provide a Wyoming-specific handbook to ensure your employees know the policies and rights entitled to them by their state. 

Find the required state policies for Wyoming, federally required policies, and other optional policies below.

What should be included in a Wyoming employee handbook?

Every handbook should include Federal, State, and (if applicable) City-specific policies.  Below are Wyoming-specific policies that should be included in your handbook. 

  • Wyoming Equal Employment Opportunity Policy: Employers with two or more employees must not discriminate based on race, color, sex, pregnancy, age (40 and older), creed, national origin, ancestry, or disability. The "Know Your Rights" poster should be displayed in the workplace.
  • Wyoming Equal Pay Policy: Employers may not pay employees of one gender less than employees of another gender for equal work performed under similar conditions. Pay differences are permitted based on seniority, merit, or quantity or quality of work.
  • Wyoming Record-Keeping Laws Policy: Employers are required to keep specific records for employees, including payroll data and other information, for a period of at least two years.
  • Wyoming Voting Leave Policy: Wyoming law requires that companies provide one hour of paid leave to vote if the employee does not have at least three consecutive hours of time off while the polls are open.
  • Wyoming Crime Victim and Witness Leave Policy: Employees who are victims of or witnesses to a crime are entitled to protected leave to respond to a subpoena. Employees may not be penalized for missing work as a result of responding.
  • Wyoming Jury Duty Leave Policy: Employers are required to provide employees with protected leave for jury selection or jury duty. Employers may not discharge, threaten, intimidate, or coerce any employee for performing jury duty.
  • Wyoming Military Leave Policy: Employers must grant leave to employees called to military service and reinstate them upon return with full seniority and benefits. Employers may not terminate a reinstated employee without cause for up to one year.
  • Wyoming Final Paycheck: When an employee quits or is discharged from the company, the company must issue a final paycheck no later than the employee’s next regularly scheduled payroll date. Exceptions to this policy include sales commissions, which may be owed.
  • Wyoming Non-Compete Law: Employers may not enforce non-compete agreements that restrict an employee's ability to work, for contracts signed on or after July 1st, 2025. Employers may still use non-competes for executive and management personnel in the sale of a business, or to protect trade secrets.
  • Wyoming Workers' Compensation: Employers performing work in hazardous sectors, sub sectors, or industries defined in the statute are required to provide workers' compensation for their employees from the State run services. Private workers' compensation insurance is not allowed.

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 Wyoming 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.

Wyoming Labor Law Poster Requirements

You can refer to the Wyoming Department of Labor for free, printable posters.

Download Wyoming labor law posters here

How to create an Wyoming 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?
Create your Wyoming employee handbook now