(650) 332-8623Wyoming Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2025)
Discover Wyoming labor laws for 2025, covering wages, breaks, overtime, leave policies, and child labor regulations. Stay informed about your rights and employer responsibilities in the workplace.
What’s New in 2025?
Wyoming Meals and Breaks
30 MinutesFor Meal Breaks
- Employers are not required by state law to provide specific meal breaks; typically, breaks are 30 minutes or more.
- If provided, meal breaks do not need to be paid as long as the employee is completely relieved of duties. If any work is performed during the break, it must be compensated.
No LawsFor Rest Breaks
- Employers are not mandated to provide rest breaks
- However, breaks lasting 20 minutes or less must be paid. Longer breaks may not be paid unless specified by the employer’s policy.
Wyoming Leave and Paid Time Off (PTO)
Wyoming employees are entitled to 12 weeks of unpaid leave under the federal Family and Medical Leave Act (FMLA) for qualifying medical and family reasons, provided they meet specific eligibility criteria.
Wyoming law does not require employers to provide sick leave, either paid or unpaid. Sick leave is at the discretion of the employer and typically governed by company policy.
There is no legal requirement for employers in Wyoming to provide vacation leave. If an employer offers vacation days, it must adhere to its own policies regarding accrual and payout.
Neither private nor public employers in Wyoming are mandated to provide bereavement leave. This type of leave is generally at the discretion of the employer.
Wyoming does not require employers to provide holiday leave. If offered, it is subject to the employer’s policies or employment contracts.
Employees in Wyoming are entitled to take time off for jury duty without loss of pay, as mandated by state law. Wyoming law does not require employers to pay employees while they are serving on a jury.
Wyoming law requires employers to provide employees with up to one hour of paid leave to vote, unless they have three consecutive hours off during polling hours.
There are no specific state laws in Wyoming that mandate leave for domestic violence or sexual assault situations. This is generally left to employer discretion.
Wyoming does not have specific laws requiring emergency response leave for employees. Any such leave would be determined by employer policy.
There are no state-mandated provisions for organ or bone marrow donor leave in Wyoming; this is typically at the discretion of the employer.
Wyoming does not have laws requiring employers to provide school leave for employees. Any such provisions would depend on employer policies.
Under both federal and state laws, employees are entitled to take military leave for active duty, training, or qualifying examinations, with certain protections regarding their employment status upon return.
Wyoming Wages and Overtime
$7.25 /hourMinimum Wage
As of the latest update, the minimum wage in Wyoming is $7.25 per hour, which is aligned with the federal minimum wage. While Wyoming has a state minimum wage of $5.15, it is overridden by the federal rate, which most employers must pay unless exempt under specific conditions.
$2.13 /hourTipped Minimum Wage
Tipped employees can be paid a reduced cash wage of $2.13 per hour. However, if their combined cash wages and tips do not meet the standard minimum wage of $7.25 per hour, employers are required to make up the difference to ensure that the total compensation meets or exceeds the minimum wage.
Semi-MonthlyPay Frequency
For employers in certain industries such as railroads, mining, oil and gas production, factories, mills, and workshops, there is a requirement to pay employees at least semi-monthly. This means that employees in these sectors must receive their wages twice a month.
1.5x hourlyOvertime Rate
Wyoming law mandates overtime pay at 1.5 times the regular hourly rate for any hours worked over 40 in a workweek, as required by the Fair Labor Standards Act (FLSA).
There are no local minimum wage rates in Wyoming; the state maintains a standard minimum wage across all regions.
Employers may pay employees under 20 years old a training wage of $4.25 per hour for their first 90 days of employment. Additionally, subminimum wages for employees with disabilities can be determined by a government agency.
Certain categories of employees are exempt from minimum wage requirements, including:
- Agricultural workers
- Domestic service workers
- Outside salespersons
- Professional, administrative, and executive staff earning more than $684 per week.
Exempt employees typically include salaried supervisors, professionals, and administrative employees who earn above the federal threshold. Additionally, certain seasonal and student workers may also be exempt from minimum wage laws.
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Wyoming Prevailing Wages
$11.51Lowest Rate (Blinds/Window-Covering Installer)
The job title with the lowest prevailing wage in Wyoming is typically associated with unskilled labor positions, such as a Blinds/Window-covering Installer in Building Construction projects, which has a prevailing wage of approximately $11.51 per hour in 2025. This wage underscores the economic disparities between unskilled roles and those requiring more specialized skills.
- Base Rate: $11.51 per hour
- Fringe Benefit: $0.00
- Total Rate: $11.51 + $0.00 = $11.51 per hour
$65.63Highest Rate (Fire Sprinkler Installers)
The role of Fire Sprinkler Installers in Building Construction projects in Wyoming represents a skilled trade with a higher prevailing wage, reflecting the specialized nature of the work. In 2025, this position has a base wage of approximately $40.43 per hour, complemented by a substantial fringe benefit, indicating the value placed on expertise in this field.
- Base Rate: $40.43 per hour
- Fringe Benefit: $25.20
- Total Rate: $40.43 + $25.20 = $65.63 per hour
Wyoming’s prevailing wage laws are governed by the Wyoming Prevailing Wage Act of 1967. The prevailing wage is determined based on surveys of contractors and unions, establishing the most commonly paid rates for various trade classifications. The total hourly prevailing wage rate consists of the base wage plus customary fringe benefits paid on behalf of workers engaged in similar work. This applies to public construction projects with costs estimated at $100,000 or more.
For more information, check out these resources:
- Wyoming Prevailing Wage Rates – Publishes current prevailing wage rates along with date of effectivity.
- CCMI-LCP: Wyoming Prevailing Wage Information – Details on prevailing wage regulations and classifications.
- Wyoming Department of Workforce Services – Official state department for labor standards and wage determinations.
These resources provide detailed information on labor laws, wage rates, and guidelines relevant to employment in Wyoming.
WY Child Labor Laws
< 14 Years
Exceptions
Generally, minors under 14 years of age are prohibited from working, with exceptions for specific roles such as farm, domestic, or lawn service work.
14-15 Years
Hour Restrictions
- School Days:
- Maximum of 3 hours of work.
- Cannot work during school hours.
- Non-School Days:
- Maximum of 8 hours.
- Weekly Limit:
- Maximum of 18 hours during school weeks.
- Maximum of 40 hours in non-school weeks.
- Working Hours:
- Allowed to work between 7 AM and 7 PM, extended to 9 PM from June 1 to Labor Day.
- Allowed to work between 7 AM and 7 PM, extended to 9 PM from June 1 to Labor Day.
Minors aged 14 and 15 are restricted from hazardous occupations, which include:
- Manufacturing or mining jobs.
- Operating certain machinery (e.g., lawn mowers, all-terrain vehicles).
16-17 Years
Hour Restrictions
- May work similar hours as adults with no specific restrictions unless federal laws apply.
Other Key WY Labor Laws
Health and Safety Standards in NC
Wyoming labor laws mandate that all employers provide a safe and healthy work environment, free from recognized hazards that could cause injury, illness, or death. The Wyoming Occupational Health and Safety Act (WOHSA) empowers the Wyoming Department of Workforce Services to oversee these health and safety standards and conduct inspections to ensure compliance.
In Wyoming, employers must…
- Maintain a workplace that is free from recognized hazards that could cause serious physical harm or death.
- Post relevant health and safety information where employees can easily access it.
- Report any workplace fatalities to Wyoming OSHA within 8 hours and any inpatient hospitalizations, amputations, or losses of an eye within 24 hours.
In Wyoming, 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 Wyoming to…
Employees:
Employers:
Hiring and/or Firing Employees in Wyoming
In Wyoming, employment is presumed to be at-will, meaning either the employer or the employee can terminate the employment relationship at any time, for any reason, or for no reason at all, as long as the reason is not discriminatory, retaliatory, or illegal. This principle allows flexibility for both parties in the employment relationship.
Wyoming is a right-to-work state, which means that no person can be compelled to join a labor organization or pay dues as a condition of employment. This law ensures that employees have the freedom to choose whether or not to participate in union activities without facing penalties or discrimination from employers or unions.
Employers in Wyoming are permitted to conduct background checks and drug testing as part of their hiring process. However, there are no specific state laws governing these practices, so employers must ensure that their policies comply with federal regulations and are applied consistently and fairly to avoid discrimination.
Wyoming adheres to federal Equal Employment Opportunity laws, prohibiting discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. The Wyoming Department of Workforce Services enforces these laws and provides resources for both employees and employers to understand their rights and responsibilities regarding workplace discrimination.
Anti-Discrimination Laws in WY
Wyoming has several anti-discrimination laws that protect employees from unfair treatment in the workplace. The primary legislation governing these protections is the Wyoming Fair Employment Practices Act (WFEPA).
Employers in Wyoming may not discriminate against job applicants based on…
- Race
- Color
- Religion
- Sex
- National origin
- Age (40 years and older)
- Disability (physical or mental)
- Pregnancy
- Genetic information (including family medical history)
- Sexual orientation
- Gender identity
- Military or veteran status
- Citizenship and/or immigration status
- Use of tobacco products outside of work, except in roles where tobacco use poses a safety hazard
Employee Resignation or Termination in WY
Employment Status
- At-Will Employment: Wyoming 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 reason, or for no reason at all, as long as it is not illegal (e.g., discrimination or retaliation).
Resignation Procedures
- Notice: While not legally required, it is generally considered professional for employees to provide notice before resigning. Employers may expect a notice period of 10 working days for non-exempt positions and 20 working days for exempt positions.
- Written Resignation: Employees should submit a written resignation that includes the reason for leaving, position title, expected date of separation, and a forwarding address for tax documents.
Termination Procedures
- Final Paycheck: Upon termination (whether voluntary or involuntary), employers must provide the final paycheck by the next regular payday. If an employer fails to do so, the employee can file a wage complaint with the Wyoming Department of Workforce Development.
- Deductions: Employers cannot make deductions from a final paycheck for items like uniforms or damages without the employee’s express written consent
Unemployment Benefits in WY
Loss of Employment: Recipients must have lost their job through no fault of their own, such as layoffs. Those who voluntarily quit or were terminated for misconduct are generally ineligible.
Wage Requirements: Applicants must have earned sufficient wages during the “base period,” which is the first four of the last five completed calendar quarters before filing a claim. Specifically, they must:
-
- Have worked at least two quarters during this period.
- Earned a total base period wage equal to or greater than 8% of the statewide average annual wage, which is currently about $1,750.
- Have total base period wages equal to or greater than 1.4 times their highest quarter’s wage.
Availability and Ability to Work: Claimants must be physically able to work and actively seeking employment. They must also report any earnings while receiving benefits and maintain a work search log documenting job applications.
These policies ensure that both employers and employees are aware of their rights and responsibilities regarding resignation and termination in Wyoming.
- How to Apply: Individuals can apply for unemployment benefits online or by phone. The online application is available through the Wyoming Department of Workforce Services website.
- To apply online, users need to create a WYUI account, requiring personal information such as Social Security Number and date of birth.
COBRA Benefits in WY
Separated employees in Wyoming may extend employer-provided health care coverage through COBRA.
Eligibility
- Federal COBRA: Employees of companies with 20 or more employees may continue health coverage after qualifying events such as termination, reduced work hours, divorce, or serious health issues.
- Wyoming Mini-COBRA: Applies to employees of businesses with 2 to 19 employees. Eligibility requires at least three months of continuous coverage under the employer’s health plan before the qualifying event.
Duration of Coverage
- Federal COBRA: Coverage lasts up to 18 months for employees and up to 36 months for dependents in certain situations.
- Wyoming Mini-COBRA: Provides continuation coverage for a maximum of 12 months.
Cost of Coverage
Both federal COBRA and Wyoming Mini-COBRA typically require employees to pay up to 102% of the group rate for continuation coverage, which includes the full premium plus a small administrative fee.
State-Specific Provisions
Wyoming’s Mini-COBRA offers more limited coverage tailored for smaller employers (2-19 employees). Employers must notify employees of their right to continue coverage upon a qualifying event.
Election Period
Individuals have a 60-day election period to decide whether to continue health insurance coverage after a qualifying event, with coverage retroactive to the event date.
Loss of Coverage
Qualifying events triggering loss of coverage include:
- Termination of employment (voluntary or involuntary)
- Reduction in work hours
- Divorce or legal separation
- Death of the covered employee
- Other significant life events impacting health insurance eligibility
Use this website to start your application for COBRA benefits in Wyoming: COBRA Insurance – Wyoming
Final Paychecks in WY
Separated employees in Wyoming 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, Wyoming law mandates that the final paycheck be issued no later than the next regularly scheduled payday. There is no requirement for immediate payment upon resignation; it must follow the employer’s usual payroll schedule.
If the Employer Terminates: In cases of involuntary termination, including layoffs, the final paycheck must also be provided by the next regular payday. Employers are not obligated to pay immediately but must adhere to their established payroll practices.
Contents of Final Paycheck: The final paycheck should include:
- All wages earned up to the termination date.
- Any accrued vacation pay, if applicable (Wyoming law does not require paid vacation unless specified in company policy).
- Overtime pay, if applicable, calculated according to state and federal laws.
Payment Methods: Employers in Wyoming can issue final paychecks through various methods, including:
- Direct deposit into the employee’s bank account.
- Physical checks mailed to the employee’s address.
- Hand-delivery of checks on the next scheduled payday.
If an employer fails to provide a final paycheck within this timeframe, employees have the right to file a wage complaint with the Wyoming Department of Workforce Services.
For more detailed information on labor laws regarding final paychecks in Wyoming, refer to:
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WY Recordkeeping Requirements
Employers in Wyoming are required to maintain various employment, payroll, and other records for specific durations.
1 Year
Employers must retain these documents for at least one year:
- Equal Employment Opportunity Records: Employers should keep all employment records for at least one year from the employee’s date of termination, as per the Equal Employment Opportunity Commission (EEOC) guidelines.
2 Years
Employers must retain these documents for at least two years:
- Basic Employment and Earnings Records: Employers must maintain records such as timecards, wage-rate tables, shipping and billing records, and records of additions to or deductions from wages for at least two years.
- This includes documentation showing the rationale for different wage rates among employees of different sexes.
3 Years
Employers must retain these documents for at least three years:
- Payroll Records and I-9 Forms: Under the Fair Labor Standards Act (FLSA), employers are required to keep payroll records, certificates, agreements, notices, collective bargaining agreements, and employment contracts for a minimum of three years.
- Additionally, completed copies of each employee’s I-9 must be retained for three years after hiring or one year after termination if the employee works longer than three years.
5 Years
Employers must retain these documents for at least five years:
- Occupational Safety and Health Act (OSHA) Records: Employers must keep records of job-related injuries and illnesses for a minimum of five years. This includes any documentation related to workplace accidents or exposure to hazardous substances.
6+ Years
Employers must retain these documents for six years or more:
- Benefit Plans and Seniority/Merit Systems: Employers are required to retain files related to benefit plans while they are in effect and for at least one year after they end. Summary descriptions and annual reports of benefits plans must be kept for a minimum of six years.
Penalties for Labor Law Noncompliance in WY
Up to $1,000General Labor Law Violations
Employers who violate labor laws or fail to comply with orders from the Department of Workforce Services can face a fine of up to $1,000. This includes failing to pay wages or comply with safety regulations.
$200 /DayFailure to Pay Wages
Employers who do not pay wages in a timely manner can incur a fine of $200 for each day they fail to comply with the order to pay due wages, classified as a misdemeanor.
MisdemeanorNon-Resident Employer Bond
Nonresident employers must post a bond if they anticipate paying more than $4,000 in wages per month. Failure to comply can result in a misdemeanor charge, incurring similar penalties as above.
Civil ActionsUnpaid Wages
Employees can bring civil actions against employers for unpaid wages. If successful, they may recover unpaid wages along with reasonable attorney fees and costs.
Civil PenaltiesOccupational Safety Violations
Employers may face civil penalties imposed by the Wyoming Occupational Safety and Health Administration (OSHA), with specific amounts varying based on the nature of the violation.
Up to 60 Days’ Back PayWARN Act Violations
The WARN Act applies to employers with 100 or more full-time employees. It is designed to protect workers by requiring employers to provide advance notice of significant layoffs or plant closings which result in mass employment loss.
Employers who fail to provide required notice of layoffs can be liable for up to 60 days of back pay and benefits for affected employees.
In Wyoming, labor law violations are investigated and addressed by…
- The Wyoming Department of Workforce Services (DWS)
The DWS is responsible for enforcing various labor laws, including those related to wage and hour standards, employment discrimination, and workplace safety. Violations are typically reported to the DWS by concerned employees, employers, and other interested parties. Upon receiving a report, the DWS conducts investigations into the alleged violations.
Further Details on Other WY Labor Laws
Changes to Fair Labor Standards Act (FLSA) Exemptions
Effective January 1, 2025, the salary threshold for exemptions from overtime pay under the Fair Labor Standards Act (FLSA) will increase to $58,656 annually. This adjustment is part of a phased approach aimed at recalibrating salary levels every three years, significantly impacting how employers classify employees regarding overtime eligibility.
Key changes include:
- April 23, 2024: The Department of Labor (DOL) released a final rule revising FLSA regulations for the Executive, Administrative, and Professional exemptions.
- July 1, 2024:
- The annual salary threshold for overtime exemption will rise from $35,568 to $43,888.
- The new standard salary level will be $844 per week.
- Future Adjustments: Phased increases will continue, with the next adjustment scheduled for January 1, 2025, and subsequent increases planned every three years thereafter.
Looking for other state-specific labor and overtime laws? Check out these guides:
In 2025, significant updates include changes to the Fair Labor Standards Act (FLSA) exemptions, raising the annual salary threshold for overtime exemption to $58,656. Additionally, the rules regarding meal and rest breaks remain flexible, with meal breaks being unpaid if employees are completely relieved of duties. Employers are not mandated to provide rest breaks, but if they do, breaks lasting 20 minutes or less must be paid.
Wyoming’s minimum wage is $7.25 per hour, which aligns with the federal minimum wage. Tipped employees may receive a cash wage of $2.13 per hour, but employers must ensure their total earnings (cash wages plus tips) meet or exceed the minimum wage. For overtime, Wyoming law mandates that employees are paid 1.5 times their regular hourly rate for any hours worked over 40 in a workweek, in accordance with the FLSA.
Wyoming law does not require employers to provide paid leave, including sick leave, vacation leave, or bereavement leave. These benefits are at the discretion of the employer and typically governed by company policies. However, employees are entitled to unpaid leave under the Family and Medical Leave Act (FMLA) for qualifying medical or family reasons, as long as they meet specific eligibility criteria.
Upon termination—whether voluntary or involuntary—employees in Wyoming must receive their final paycheck by the next regularly scheduled payday. The final paycheck should include all wages earned up to the termination date, any applicable accrued vacation pay, and overtime pay if applicable. If employers fail to provide the final paycheck within this timeframe, employees have the right to file a wage complaint with the Wyoming Department of Workforce Services.
In Wyoming, minors under 14 years are generally prohibited from working, with exceptions for certain roles like farm or domestic work. For minors aged 14-15, work hours are restricted to a maximum of 18 hours during school weeks and 40 hours in non-school weeks, with specific limits on working hours. Minors aged 16-17 can work similar hours to adults, but must comply with any applicable federal laws. Employers must ensure they adhere to these regulations to protect the rights of young workers.
