Minimum Wage

Missouri’s current minimum wage is $7.25. MO Div. of Labor Standards Minimum Wage FAQs. Some exceptions apply to Missouri’s minimum wage requirements.

An employer must also comply with federal minimum wage laws, which currently sets the federal minimum wage at $7.25. Some exceptions apply. FLSA: Minimum Wage.

If an employer chooses to pay employees minimum wage, the employer must pay those employees in accordance with the minimum wage law, either federal or state, that results in the employees being paid the higher wage.

Overtime

Missouri requires employers to pay employees overtime at a rate of 1½ time their regular rate when they work more than 40 hours in a workweek, unless otherwise exempt. MO Rev. Stat. 290.505. See FLSA: Overtime for more information regarding overtime requirements.

Meals and Breaks

Missouri does not have any laws requiring an employer to provide a meal period or breaks to employees, thus the federal rule applies. The federal rule does not require an employer to provide either a meal (lunch) period or breaks. However, if an employer chooses to do so, breaks, usually of the type lasting less than twenty (20) minutes, must be paid. Meal or lunch periods (usually thirty (30) minutes or more) do not need to be paid, so long as the employee is free to do as they wish during the meal or lunch period. DOL: Breaks and Meal Periods.

Vacation Leave

In Missouri, employers are not required to provide employees with vacation benefits, either paid or unpaid. MO Dept. of Labor and Industrial Relations FAQ. If an employer chooses to provide such benefits, it must comply with the terms of its established policy or employment contract. See City of Webster Groves v. Institutional and Public Employees Union, 524 S.W.2d 162 (Mo. App. 1975).

An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Brackett v. Easton Boot and Shoe Co., 388 S.W.2d 842 (Mo. Sup. Ct. 1965).

An employer may also lawfully establish a policy or enter into a contract disqualifying employees from payment of accrued vacation upon separation from employment if they fail to comply with specific requirements, such as giving two weeks notice or being employed as of a specific date of the year. See Williams v. Jones, 562 S.W.2d 391 (Mo. App. 1978); City of Webster Groves v. Institutional and Public Employees Union, 524 S.W.2d 162 (Mo. App. 1975).

An employer is required to pay accrued vacation to an employee upon separation from employment if its policy or contract requires it. See Brackett v. Easton Boot and Shoe Co., 388 S.W.2d 842 (Mo. Sup. Ct. 1965).

An employer is not required to pay accrued vacation leave upon separation from employment if the employer’s established policy or employment contract is silent on the matter. See Brackett v. Easton Boot and Shoe Co., 388 S.W.2d 842 (Mo. Sup. Ct. 1965).

An employer may cap the amount of vacation leave an employee may accrue over time. See Brackett v. Easton Boot and Shoe Co., 388 S.W.2d 842 (Mo. Sup. Ct. 1965).

An employer may implement a “use-it-or-lose-it” policy requiring employees to use their leave by a set date or lose it. See City of Webster Groves v. Institutional and Public Employees Union, 524 S.W.2d 162 (Mo. App. 1975).

Sick Leave

Missouri law does not require employers to provide employees with sick leave benefits, either paid or unpaid. MO Dept. of Labor and Industrial Relations FAQ. If an employer chooses to provide sick leave benefits, it must comply with the terms of its established policy or employment contract.

An employer in Missouri may be required to provide an employee unpaid sick leave in accordance with the Family and Medical Leave Act or other federal laws.

Holiday Leave

Missouri law does not require employers to provide employees with either paid or unpaid holiday leave. In Missouri, an employer can require an employee to work holidays. An employer does not have to pay an employee premium pay, such as 1½ times the regular rate, for working on holidays, unless such time worked qualifies the employee for overtime under standard overtime laws. If an employer chooses to provide either paid or unpaid holiday leave, it must comply with the terms of its established policy or employment contract.

Jury Duty Leave

An employer is not required to pay an employee any wages for time spent complying with a jury summons or serving on a jury.

An employer may not terminate, discipline, threaten or take any adverse action against an employee on account of that employee’s receipt of and/or response to a jury summons or for serving on a jury.

An employer may not require or request an employee to use annual, vacation, or sick leave for time spent responding to a summons for jury duty, time spent participating in the jury selection process, or time spent actually serving on a jury.
Missouri Stat. 494.460

Voting Leave

Missouri law allows an employee to, with prior notice to their employer, take three (3) hours off work to vote if there are not three (3) consecutive hours when the polls are open during which the employee is not required to be at work.

An employer who violates this law is guilty of a class four election offense – 365 days jail or $2,500 fine or both.
Missouri Stat. 115.639

Severance Pay

Missouri law does not require employers to provide employees with severance pay. MO Dept. of Labor and Industrial Relations FAQ. If an employer chooses to provide severance, it must comply with the terms of its established policy or employment contract.