Vermont Labor Laws

Vermont Labor Laws (2024 Guide For Employers)

It’s essential for employers and employees working in the state of Vermont to have a solid understanding of Vermont labor laws.

  • Are you confused about Vermont labor laws and how they apply to your employment?
  • Do you struggle with understanding your rights regarding time off, especially for full-time employees?
  • Are you concerned about obtaining health insurance through your employer and what the state law mandates?
  • Unsure about the intricacies of hour laws and military leave in Vermont?
  • Wondering about the minimum wage rate and how it affects your working conditions?

Vermont’s labor laws can be complex. We’ll simplify them for you, setting you on a path toward ensuring your workplace practices comply with minimum wage, time off, and health insurance regulations. Focus on your business while we handle the legal details.

This article is for:

  • Employees in Vermont seeking clarity on their rights and entitlements under state labor laws.
  • Employers in Vermont aiming to comply with regulations concerning employee wages, benefits, and working conditions.
  • Individuals relocating to Vermont who need to understand how state law impacts their employment practices.

We understand the challenges you face in deciphering the complexities of Vermont labor laws. Whether you’re a seasoned employee, a conscientious employer, or a newcomer to the state, navigating these regulations can be daunting.

Through our comprehensive guide to Vermont labor laws, we aim to demystify the process, empowering you to navigate your employment journey with confidence and clarity.

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 Vermont labor laws.

Vermont Wage Laws

Vermont Minimum Wage

Vermont has a higher state minimum wage than the federal minimum wage. As of January 1st, 2024, the minimum wage is $13.67 per hour. Tipped employees have a lower minimum ($6.84), provided their tips plus hourly wage meet the overall state minimum wage.


Employers must generally pay employees weekly in Vermont. With written notice to employees, they can change to bi-weekly or semi-monthly paydays. No matter the schedule, paychecks must arrive within six days of the pay period’s end.

Vermont Payment Laws

Final Paychecks

When employment ends, Vermont employers must provide final wages by the next regularly scheduled payday or within 72 hours, whichever comes first.

Unpaid Wages

Employees facing unpaid wage disputes can file a claim with the Vermont Department of Labor. The Department has the authority to investigate and help recover due wages.

Vermont Overtime Laws

Vermont’s overtime laws generally follow the federal Fair Labor Standards Act (FLSA).

Non-exempt employees are entitled to overtime pay at a rate of one-and-a-half times their regular pay rate for all hours worked over 40 in a workweek. Certain exemptions from overtime pay exist, such as for some salaried employees.

Vermont Break Laws

Meal Breaks

Vermont law does not mandate specific meal breaks for adult employees. However, employers must offer a “reasonable opportunity” for employees to eat and use the restroom.

Rest Breaks

Vermont does not have a specific law requiring rest breaks.

Nursing Mothers

Vermont law robustly protects the rights of nursing mothers. Employers must provide reasonable break times and a private location (other than a bathroom) for employees to express milk for up to three years after the birth of a child.

Vermont Leave Requirements

Sick Leave

Vermont mandates earned sick time. Employees accrue one hour of sick leave for every 52 hours worked, with certain limitations on usage and accrual. Sick leave can be used for an employee’s own illness, caring for a sick family member, or issues related to domestic violence and sexual harassment.

Family and Medical Leave

In some cases, the federal Family and Medical Leave Act (FMLA) might apply to Vermont employers. FMLA grants eligible employees up to 12 weeks of unpaid leave per year for specific reasons like a serious health condition, caring for a new child, or a qualifying family member’s military deployment.

Parental Leave

Vermont offers partially-paid parental leave insurance benefits to eligible employees for bonding with a new child.

Other Leave

Vermont law provides for leave for military duty, crime victim leave, leave for organ or bone marrow donation, and jury duty.

Child Labor Laws In Vermont

Vermont has robust child labor laws to protect minors in the workforce.

Age Restrictions

Children under 14 generally cannot work. Those aged 14-15 have restrictions on work hours and the types of jobs permitted. Minors aged 16-17 have fewer limitations but cannot work in hazardous occupations.

Work Permits

Minors may need work permits issued by their school superintendent.

Vermont Hiring Laws

Vermont labor laws cover various aspects of hiring practices.


Vermont prohibits discrimination in hiring based on race, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, or status as a crime victim.

Background Checks

Employers must comply with fair background check practices and obtain employee consent.

Drug Testing

Vermont has restrictions on employer-mandated drug testing.

Vermont Termination Laws

Vermont is an “employment-at-will” state. This means employers can terminate employment for any reason or no reason, as long as it’s not illegal (e.g., discrimination).


While not legally required, providing advance notice of termination is considered good practice.


Employers might have notice requirements under the federal WARN Act for mass layoffs.

Occupational Safety In Vermont

Vermont Occupational Safety and Health Administration (VOSHA)

VOSHA enforces workplace safety and health regulations within the state. Employers must provide employees with a safe workplace free from recognized hazards.

Reporting Injuries and Illnesses

Employers have specific recordkeeping and reporting obligations when workplace injuries and illnesses occur.

Employee Rights

Vermont employees have the right to refuse dangerous work, request safety inspections, and receive proper safety training.

Additional Considerations for Vermont Employers

While this provides a comprehensive overview, Vermont has a multitude of additional labor law provisions. Here are a few more noteworthy areas:

Workers’ Compensation

Vermont employers must generally carry workers’ compensation insurance to provide benefits to employees injured on the job.

Sexual Harassment

Vermont law prohibits sexual harassment in the workplace. Employers should have clear policies, offer training, and address any complaints swiftly.

Family and Medical Leave Insurance

Vermont has a program providing partially paid family leave. Employees and some employers contribute to this program.

Collective Bargaining

Vermont allows collective bargaining for public employees and some healthcare workers.

Local Ordinances

Some Vermont municipalities have additional labor laws and regulations.

Important Note

Labor laws can change. Always refer to the Vermont Department of Labor website for the most updated laws and regulations. Consulting with an experienced employment lawyer can provide guidance on specific situations or interpretations of these laws.

Key Takeaways

  • Vermont often provides stronger worker protections than federal law, particularly regarding minimum wage and earned sick leave.
  • Employers must understand their obligations on wages, overtime, breaks, leave, child labor, safe workplaces, and fair hiring and termination practices.
  • Employees should be informed about their rights under Vermont labor laws.
  • The Vermont Department of Labor is a valuable resource for information and assistance
  • Staying informed about labor law updates is crucial for maintaining a compliant and fair workplace within the state of Vermont.

Disclaimer: Not Legal Advice

This blog post provides a general overview of South Carolina 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 South Carolina, 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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