Missouri Payroll Laws (2024 Guide For Employers)

What do you know about Missouri payroll laws?

Straight off the bat, here are a few key insights:

Given the intricate nature of Missouri’s payroll and labor laws, it’s of utmost importance for employers and employees alike to thoroughly grasp their subtleties.

Despite the extensive understanding required, it’s absolutely vital to be extremely conscientious about these crucial regulations.

So, without further ado, let’s delve directly into the matter.

Disclaimer: Despite our best efforts to provide you with accurate information on this topic at the time of writing, we cannot guarantee the accuracy of the content at the time of reading. This blog post is for informational purposes only and should not be considered legal advice. Consult an attorney for specific guidance on Missouri payroll laws.

Missouri Labor Laws: Payment Schedules & Deadlines

Under Missouri law, private employers are required to pay their employees at least semimonthly.

Missouri law also mandates that employers must remit employees’ wages within 16 days of the close of each payroll period, failing which they might be subjected to penalties under state law.

Thus, late payment of wages is deemed illegal in Missouri.

Employers withholding a paycheck is also illegal under Missouri law.

If you are facing such a situation, contacting a reputable law firm for legal advice is highly recommended.

Working Hours & Overtime Laws in Missouri

Missouri does not restrict the maximum number of work hours for adults, but it does have hour laws for minors.

The Fair Labor Standards Act (FLSA), which applies to Missouri employees, states that salaried employees are not subjected to a maximum number of work hours in a week unless specified in an employment contract.

Under Missouri labor laws and FLSA, overtime pay is required for any hours worked beyond 40 in a workweek. The rate of pay should be one and a half times the employee’s regular rate. However, certain exemptions apply to this rule.

Minimum Wage & Wage Payment in Missouri

As of now, the Missouri minimum wage rate is higher than the federal minimum wage, reflecting the state’s commitment to fair compensation.

The minimum wage in Missouri is $12.30 per hour.

However, for tipped employees, employers can take a tip credit, but the hourly wage plus tips must meet the minimum wage rate.

Missouri law requires that wage payment can be made via check, cash, or direct deposit.

There is no specific law regarding wage payment through credit cards, but any such method should adhere to the federal law that mandates employees must give consent for any form of wage payment.

Child Labor Laws & Breaks in Missouri

Missouri’s child labor laws are stringent and designed to protect minors from exploitation.

They regulate the work hours of minors and also require certain meal periods during their workday.

Missouri law also covers meal breaks for all employees.

Employees working for a continuous period are entitled to a break, but this rule can vary based on certain conditions.

Prevailing Wage & Workers’ Compensation

Missouri follows the prevailing wage law, which applies to public works projects.

The Department of Labor and Industrial Relations determines the prevailing wage for each occupation within a locality.

Workers’ compensation is another crucial aspect of Missouri’s labor laws.

It ensures that employees injured at work can receive compensation without having to prove the employer’s negligence.

Leave Provisions under Missouri Law

Missouri does not have a state-specific law mandating paid sick leave or vacation time.

However, employers who choose to provide these benefits must comply with the terms of their established policy or employment contract.

Under the Family and Medical Leave Act (FMLA), eligible Missouri employees can take up to 12 weeks of unpaid leave for specified medical reasons or for the birth or adoption of a child.

Missouri law also provides for jury duty leave. Employers must grant unpaid time off for employees summoned to serve on a jury.

Missouri Commission on Human Rights & Discrimination Laws

Missouri Commission on Human Rights enforces laws that prohibit discrimination in employment. These laws cover various categories, including race, color, religion, national origin, sex, and disability.

Termination & Final Paycheck

If an employee is terminated, whether voluntarily (quit) or involuntarily (fired), Missouri employers are mandated by state law to provide the final paycheck on the day of termination or the next payday, whichever comes first.

Penalties for Non-Compliance with Missouri Payroll Laws

Employers in Missouri who fail to comply with wage and hour laws, including the timely payment of wages, may face substantial penalties.

These penalties, enforced by the Missouri Department of Labor and Industrial Relations, are intended to promote adherence to the law and fair labor practices.

Employment Law & Federal Fair Labor Standards Act (FLSA)

Missouri’s employment law is largely influenced by the Federal Fair Labor Standards Act (FLSA).

The FLSA is a broad and complex piece of legislation designed to protect workers in all states, including Missouri.

It regulates minimum wage, overtime pay, record-keeping, and youth employment standards for employees in the private sector and in Federal, State, and local governments.

The FLSA allows individual states to set their standards in certain areas, such as the minimum wage, as long as those standards are higher than the federal standard.

In this way, the FLSA serves as a base upon which states can build to improve labor conditions and benefits for their workers.

Missouri Payroll Laws (Closing Thoughts)

This piece is designed to provide a basic understanding of the labor and payroll laws in Missouri for its readers.

Understanding these regulations is essential for both employers and employees to prevent possible workplace issues and to handle them appropriately if they occur.

Disclaimer: Not Legal Advice

This blog post provides a general overview of Missouri labor laws but does not constitute legal advice.

Laws and regulations are subject to change, and there may be additional requirements or exemptions that apply to specific situations.

Employers and employees should consult a qualified labor law attorney for advice on their specific circumstances.

If you have any questions about your rights or obligations as an employer or employee in Delaware, it is essential to consult with a labor law attorney to receive accurate information and guidance tailored to your situation.

By seeking professional legal advice, you can ensure that you are taking the appropriate steps to comply with labor laws and protect your rights.

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