Idaho Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)

Health and Safety Standards in Idaho

Idaho labor laws require all employers to maintain a safe and healthy work environment, ensuring compliance with state regulations. The Division of Occupational and Professional Licenses (DOPL) oversees workplace safety standards in the state.

In Idaho, employers must…

• Maintain a workplace that is free from recognized hazards that could cause injury or illness.
• Implement safety protocols and training programs to address identified hazards promptly.
• Report any workplace incidents resulting in fatalities or hospitalizations of three or more employees within 8 hours.

In Idaho, employees should…

• Be familiar with posted safety documents and procedures at their workplace.
• Follow all safety guidelines established by their employer.
• Report unsafe working conditions immediately through designated channels.

Report health and safety violations (unsafe working conditions) in Idaho to…

Employees:

• Idaho Department of Labor
• Occupational Safety and Health Administration (OSHA) Website

Employers:

• Idaho Department of Labor
• Occupational Safety and Health Administration (OSHA) Website

Anti-Discrimination Laws in Idaho

Criminal History: Idaho law allows employers to consider criminal history in hiring decisions but requires compliance with the Fair Credit Reporting Act (FCRA) during background checks. Employers should assess the nature of the offense, its relevance to the job, and the time since the conviction.

Disabilities: Both federal law and Idaho’s Human Rights Act protect individuals with disabilities from discrimination in all employment aspects, including hiring and promotions. Employers must provide reasonable accommodations unless it imposes an undue hardship on the business.

Drug Use: Employers in Idaho may conduct drug testing as part of hiring or ongoing employment, following the guidelines of the Idaho Employer Alcohol and Drug-Free Workplace Act. They must inform employees about testing policies and adhere to legal procedures, as a positive drug test may impact unemployment benefit eligibility.

Employers in Idaho may not discriminate against job applicants based on…

Protected Characteristics:

• Race
• Color
• National origin
• Religion
• Age
• Sex
• Disability
• Pregnancy

Prohibitions on Discrimination:

• Discrimination against employees or job applicants in:
  • Hiring
  • Promotion
  • Compensation
  • Other terms and conditions of employment

Employee Resignation or Termination in Idaho

Employment Status

• At-Will Employment: Idaho operates under the principle of at-will employment, meaning either the employer or the employee can terminate the employment relationship at any time for any lawful reason, with or without cause. Employers must ensure compliance with state and federal anti-discrimination laws to avoid legal liabilities.

Resignation Procedures

• Notice: Employees are not legally required to provide advance notice unless specified in an employment contract or company policy.
• Exit Procedures: Employers should establish clear procedures for handling resignations, including exit interviews and transitioning responsibilities.

Termination Procedures

• Notice Requirements: Idaho law does not mandate specific notice for termination or resignation, except for certain situations like mass layoffs under the federal WARN Act. Employers may request notice to facilitate a smooth transition.
• Severance Pay: No state laws require severance pay unless specified in an employment contract. Employers may offer severance as a gesture of goodwill or part of a settlement.

Unemployment Benefits in Idaho

Eligibility Requirements

• Must be currently unemployed.
• Must have been employed in Idaho within the last 12 months.
• Must have earned wages meeting the minimum threshold set by Idaho regulations.
• Must actively search for employment every week while receiving benefits.

Application Process

• Access the Idaho Works website to file a new unemployment claim or submit weekly reports.
• Apply online through the Idaho Department of Labor’s website. Processing typically takes 2-3 weeks.
• Complete necessary steps online for efficient processing.

Employer Responsibilities

• Employers must provide accurate and timely information about former employees’ employment status and earnings.
• Upon notice of an unemployment claim, employers must respond promptly and truthfully to the Idaho Department of Labor.

COBRA Benefits in Idaho

Separated employees in Idaho may extend employer-provided health care coverage through COBRA.

Eligibility

• Employees may be eligible for COBRA (Consolidated Omnibus Budget Reconciliation Act) benefits if they experience qualifying events such as termination of employment (except in cases of gross misconduct), a significant reduction in work hours, employee death, divorce or legal separation, or loss of dependent child status. Employers must have 20 or more employees for COBRA to apply.

Duration of Coverage

• Eligible employees and their dependents can continue their health insurance coverage under COBRA for a period of 18 to 36 months, depending on the qualifying event. Typically, coverage lasts for 18 months following termination or reduction in hours, but can be extended to 36 months in cases like divorce or death of the covered employee.

Cost of Coverage

• Individuals who elect COBRA coverage must pay the full premium for their health insurance plus a 2% administrative fee. This means they are responsible for the entire cost of the insurance, which can be significantly higher than what they paid while employed.

State-Specific Provisions

• Idaho does not have additional state-specific provisions that alter the federal COBRA requirements. However, employees should check with their specific health plan providers for any additional options or state-specific regulations that may apply.

Election Period

• Employees have a 60-day election period to decide whether to opt for COBRA coverage after receiving notice of their eligibility. This notice must be provided by the employer within 14 days after the qualifying event.

Loss of Coverage

Coverage under COBRA can end prematurely if:

• The employer stops offering group health insurance to any employees.
• The premium is not paid on time.
• The individual becomes eligible for Medicare.
• The individual engages in conduct that justifies termination of coverage (e.g., fraud).

Use this website to start your application for COBRA benefits in Idaho: COBRA Insurance – Idaho

Final Paychecks in Idaho

Separated employees in Idaho must receive their final paychecks in accordance with state law, which outlines specific requirements for timely payment:

If the Employee Quits: When an employee voluntarily resigns, they must receive their final paycheck within 10 days of their last day or by the next scheduled payday. If the employee requests earlier payment in writing, the employer must provide it within 48 hours.

If the Employer Terminates: If an employer terminates an employee, the final paycheck must also be issued within 10 days or by the next scheduled payday, and a written request can expedite payment to within 48 hours.

Contents of Final Paycheck: The final paycheck should include:

• Regular wages for all hours worked up to the termination date.
• Any accrued vacation pay (if company policy allows).
• Commissions or bonuses owed.
• Deductions for any amounts the employee may owe to the employer (e.g., unreturned equipment).

Payment Methods: Employers in Idaho may issue final paychecks through various methods, including:

• Direct deposit.
• Paper checks.
• Other methods agreed upon by both parties.

Employers must ensure that employees receive their final pay in a timely manner and in a way that is accessible to them.

New Overtime Rule Expands Eligibility

The U.S. Department of Labor has issued a final rule to alter the overtime pay regulations under the Fair Labor Standards Act (FLSA), expanding eligibility for salaried workers in executive, administrative, and professional roles, affecting around 4 million workers. The rule will raise the minimum salary threshold to $43,888 on July 1, 2024, and to $58,656 on January 1, 2025. Many Idaho employees earning below these amounts may qualify for overtime pay, requiring employers to review and possibly reclassify affected positions. Future updates to salary thresholds will occur every three years.

Key points include:

• Effective Dates:
  • July 1, 2024: Salary threshold rises to $43,888.
  • January 1, 2025: Salary threshold increases to $58,656.
• Impact: Approximately 4 million workers affected nationwide including those in Idaho.
• Future Updates: Automatic salary threshold updates every three years.