24 topics covered across all 50 states and DC. Pick a topic to see your state's rules.
Wisconsin disabled employees are protected by the federal ADA (15+ employees) + state law — employers must engage in interactive process + provide reasonable accommodations unless undue hardship.
See all 51 jurisdictions →South Dakota workers age 40+ are protected by the federal ADEA + state law from age discrimination — but the Supreme Court's Gross v. FBL standard requires "but-for" causation, making cases harder than other discrimination claims.
See all 51 jurisdictions →Minnesota follows the at-will employment rule — either side can end employment for any reason or no reason. Minnesota recognizes the public policy, implied contract exceptions.
See all 51 jurisdictions →Alaska employee handbooks can create implied contracts limiting at-will employment — but proper disclaimers preserve at-will status. NLRA also restricts certain handbook policies for employees.
See all 51 jurisdictions →New Jersey equal-pay law combines federal Equal Pay Act + Title VII with state-level pay-equity statutes — many of which are stronger than federal law (CA, NY, MA, WA, others).
See all 51 jurisdictions →Federal FMLA gives eligible employees 12 weeks of UNPAID leave for qualifying family and medical reasons. Alaska's state-level paid leave: None — federal FMLA only.
See all 51 jurisdictions →Florida hostile work environment claims require severe + pervasive conduct based on protected status — but post-2024 EEOC guidance has lowered some threshold standards.
See all 51 jurisdictions →Connecticut worker classification: ABC test for unemployment / wage / tax. Misclassification as independent contractor (1099) instead of employee (W-2) creates substantial liability for employers + lost rights for workers.
See all 51 jurisdictions →Oregon LGBTQ+ employment discrimination is illegal under federal Title VII (per Bostock v. Clayton County 2020) + many state laws — sexual orientation + gender identity protected as "sex" discrimination.
See all 51 jurisdictions →Missouri minimum wage: $12.
See all 51 jurisdictions →Rhode Island narrowly restricts non-competes — eligible only above income thresholds and in specific circumstances.
See all 51 jurisdictions →Mississippi non-solicitation agreements: Enforceable with reasonable scope.
See all 51 jurisdictions →New Jersey overtime rules: Federal FLSA + state mirrors.
See all 51 jurisdictions →Ohio pregnancy discrimination is illegal under federal PDA + Pregnant Workers Fairness Act (PWFA, 2023) — employers must accommodate pregnancy-related needs and cannot fire / reduce work due to pregnancy.
See all 51 jurisdictions →South Dakota employers must accommodate religious practices unless it creates "substantial cost or burden" — a higher standard since the Supreme Court's 2023 Groff v. DeJoy ruling.
See all 51 jurisdictions →California severance agreements are negotiable contracts trading severance pay for a release of claims. Federal OWBPA gives age-40+ employees 21 days to consider + 7 days to revoke.
See all 51 jurisdictions →Illinois sexual harassment claims combine federal Title VII with state-specific protections. Coverage: Illinois Human Rights Act (1+ employee). Training mandate: Required for all Illinois employers (annually).
See all 51 jurisdictions →Ohio unemployment benefits: Up to 26 weeks, maximum benefit $583/week + dependent allowances.
See all 51 jurisdictions →North Dakota workers can recover unpaid wages through state labor department complaints, FLSA federal claims, or private lawsuits — often with double / triple damages and attorney's fees on top.
See all 51 jurisdictions →Colorado servicemembers have powerful federal protections under USERRA — guaranteed reemployment after military service, no discrimination, continued benefits, and same job back.
See all 51 jurisdictions →Oregon whistleblowers are protected by overlapping federal statutes (Sarbanes-Oxley, Dodd-Frank, FCA, OSHA) and state-specific anti-retaliation laws.
See all 51 jurisdictions →Maine workers' compensation provides medical care, lost wages, and disability benefits for work-related injuries. Filed through Maine Workers' Compensation Board. SOL: 2 years from injury.
See all 51 jurisdictions →Florida workplace-discrimination claims combine federal protections (Title VII, ADA, ADEA) with state-specific categories. Filed through Florida Commission on Human Relations.
See all 51 jurisdictions →Arizona wrongful-termination claims combine federal (Title VII, ADA, ADEA) protections with state-law claims through Arizona Civil Rights Division (Attorney General's Office). Filing deadlines are short — usually 180-300 days.
See all 51 jurisdictions →These guides are for general information only and do not constitute legal advice. Laws change and outcomes depend on your specific situation — talk to a licensed attorney before acting on anything you read here.