2026 UPDATED VERSION
Wyoming flag

Wyoming employee handbook

  • Includes federal, state and city-specific policies
  • Download a Wyoming handbook (Word doc)
  • Free - no credit card required
Table of Contents
wyoming flag sm 1
wyoming city sm

Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated October, 2026

Wyoming Employee Handbook Overview

When building your Wyoming employee handbook, it is important to incorporate both state-specific and federal policies. Whether all your employees are based in Wyoming or only a few, a Wyoming-specific handbook helps them understand the policies and rights that apply where they work.

What should be included in a Wyoming employee handbook?

Your handbook should address federal, state, and, where applicable, local policies. The Wyoming-specific points below can help you identify what applies to your workforce.

  • Wyoming Equal Employment Opportunity Policy: Wyoming’s Fair Employment Practices Act generally applies to employers with two or more employees in the state. It prohibits discrimination based on race, color, creed, sex, pregnancy, national origin, ancestry, age 40 or older, or qualified disability. The law also protects employees’ use or nonuse of tobacco products outside work, subject to specified exceptions.
  • Wyoming Equal Pay Policy: Employers may not pay employees of one gender less than employees of another gender for equal work in the same establishment that requires equal skill, effort, and responsibility under similar working conditions. Differences based on seniority, merit, quantity or quality of production, or another factor other than gender may be permitted.
  • Wyoming Record-Keeping Policy: Employers covered by Wyoming’s minimum-wage law must keep specified employee and payroll records for at least two years, including pay rates, amounts paid each pay period, and daily and weekly hours worked. Other applicable laws may require longer retention.
  • Wyoming Voting Leave Policy: Eligible employees may take one hour, excluding meal time, to vote on election day if they do not have at least three consecutive nonworking hours while the polls are open. The employer may choose the hour. The employee does not lose pay for the absence if they cast a legal vote.
  • Wyoming Crime Victim and Witness Leave Policy: An employee who is a victim or witness and responds during work hours to a prosecution or defense subpoena in a criminal case may not suffer a change in employment terms solely for responding to that subpoena.
  • Wyoming Jury Duty Leave Policy: Employers may not discharge, threaten, intimidate, or coerce an employee because of attendance or scheduled attendance for jury service in a Wyoming court.
  • Wyoming Military Leave Policy: Employees performing qualifying uniformed service have military leave and reemployment rights, subject to the law’s notice and return requirements. A qualifying employee who is reemployed may not be discharged without cause for one year after returning.
  • Wyoming Final Paycheck Policy: When an employee quits or is discharged, the employer must pay wages due no later than its regularly scheduled payday or a time specified in an applicable collective bargaining agreement. A limited exception applies to certain commission-based sales agents when the net amount owed cannot be determined until an audit or verification.
  • Wyoming Noncompete Policy: For contracts entered into on or after July 1, 2025, covenants that restrict a person’s ability to earn compensation for work are generally void. Exceptions cover certain business-sale agreements, trade-secret protection, qualifying recovery of relocation or training costs, and executive or management personnel and their professional staff. The law also voids provisions that restrict a physician’s ability to practice medicine after the covered relationship ends.
  • Wyoming Workers’ Compensation Policy: Employers in industries Wyoming classifies as extra-hazardous must obtain workers’ compensation coverage through the Department of Workforce Services before work begins. Other employers may be able to elect coverage. Your policy should also tell employees to report workplace injuries promptly and explain how to complete the state’s Report of Injury.

Federal Policies

Federal law also affects what your handbook should cover. The policies that apply depend on your business and workforce, and many employers include additional policies to explain their practices clearly.

Core federal 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 federal contractors, if applicable, such as pay transparency, whistleblower protection, and a drug-free workplace
  • 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 feel like solving a puzzle. You may need federal, Wyoming, 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 Wyoming agencies provide their posters free of charge.

How to create a Wyoming Employee Handbook?

An employee handbook isn’t just a formality; it helps explain how your company works and what employees can expect. Getting it right means accounting for applicable federal, Wyoming, and local laws and keeping your policies 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 takes careful research, especially when using a generic template.

That’s where Handbooks.io comes in.

Answer a short survey about your company, and Handbooks.io helps you build a handbook you can customize, maintain, and share with employees. Let’s build this thing!

Get started on building your handbook

Creating a new handbook only takes a few minutes. Get started by answering a few interactive questions about your company, such as:

  • 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!