Employee handbook requirements in Maryland (2026)

Q: Does Maryland require employers to have an employee handbook?

No U.S. state requires an employee handbook outright. But Maryland requires that a number of employment policies be provided to employees in writing, and a handbook is the standard, defensible way to do that. This page is informational only and is not legal advice.

Q: What does a Maryland employee handbook need to include?

A compliant handbook layers Maryland-specific policies on top of the federal baseline (equal-opportunity, at-will, leave, anti-harassment, pay practices and more). The Maryland-specific items are listed on this page; the exact set depends on your headcount, industry, and the localities you operate in.

Q: How do I create a compliant Maryland handbook?

Pacta's handbook generator builds a federal base plus a Maryland state addendum tailored to your company, then returns a formatted draft you can edit. Every draft must be reviewed by qualified employment counsel before you distribute it to employees.

A compliant Maryland employee handbook layers Maryland-specific policies on top of the federal baseline. Below are the 5 Maryland-specific requirements in our library, plus the federal baseline that also applies.

Standard state 5 Maryland-specific items 110 federal baseline items

Maryland-specific handbook requirements

Policies driven by Maryland state law that a handbook should address.

Maryland Healthy Working Families Act (HWFA — 2018) Paid Sick Leave

1 hr per 30 hrs worked; 64-hr annual use cap; 40-hr annual accrual cap; 64-hr total accrual maximum; 40-hr annual rollover; 106-day waiting period (approximately 3.5 months). Employers 15+ must provide paid leave; smaller employers provide unpaid.

Authority: MD Code, Labor & Employment Art. §§ 3-1301 et seq. (Healthy Working Families Act / HWFA, eff. Feb 11, 2018); MD DLLR guidance; HB 5005 (2023 amendments)

Maryland Family and Medical Leave Insurance (MD FAMLI) FMLA / Family Leave

Maryland Family and Medical Leave Insurance (FAMLI) — contributions begin January 1, 2027; benefits begin January 1, 2028. Provides up to 12 weeks of paid leave (24 weeks in a 24-month period if multiple qualifying reasons). Wage replacement: tiered formula similar to other state programs; max 90% of wages. Total contribution rate: 0.9% of wages (split employer/employee for 15+ EE employers; employee-only for <15 EE). Administered by Maryland DLLR.

Authority: MD Code, Labor & Employment Art. §§ 8.3-101 et seq. (MD Time to Care Act / FAMLI, eff. Jan 1, 2025); MD DLLR; SB 275 (2022)

Maryland Pay Transparency (Wage Range Disclosure) Pay Transparency

Maryland Pay Transparency Law (effective October 1, 2024) requires all employers (no size minimum) to disclose wage range and general description of benefits in job listings. Also requires employers to provide wage range to employees upon request or when making an offer of promotion/transfer. No civil penalty for first violation (cure period); subsequent violations face $300-$600 civil fine.

Authority: MD Code, Labor & Employment Art. § 3-304.2; MD SB 525 (2024, eff. Oct 1, 2024); MD Dept of Labor guidance

Maryland Healthcare Non-Compete Restriction Confidentiality

Maryland expanded its healthcare non-compete prohibition effective July 1, 2025 to cover a broader class of healthcare workers earning up to $350,000 per year (raised from prior $350,000 cap). Non-compete and conflict-of-interest clauses are unenforceable for healthcare professionals including physicians, nurses, pharmacists, and allied health professionals. Exception: agreements entered into as part of business sale or entity dissolution.

Authority: MD Code, Health Occupations Art. § 1-303 (healthcare non-compete — banned for workers earning ≤$350K); MD HB 1388 (2024, eff. June 1, 2025)

Maryland WARN Act (MD WARN) Separation / Final Pay

Maryland Economic Stabilization Act (Maryland WARN Act) requires 60 days advance notice for qualifying mass layoffs. Covered employers: 50+ full-time employees. Triggering events: reduction of 25+ full-time employees (lower threshold than federal WARN's 50-worker trigger). Employers must notify affected workers, MD Secretary of Labor, and local officials. No mandatory severance provision (unlike NJ). Penalty: wages and benefits for violation period.

Authority: MD Code, Economic Development Art. §§ 11-301 et seq. (MD WARN Act, eff. 1992); MD Dept of Labor; 25+ employees; 60-day notice

Generate a Maryland-compliant handbook

Pacta builds a federal base plus a Maryland addendum tailored to your company — in minutes, not weeks. Attorney review is available before you distribute it.

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Federal requirements that also apply in Maryland

110 federal baseline policies span these areas — every Pacta handbook includes them.

Assignment / Placement Agreement · 10 DOT / FMCSA Compliance · 10 Arbitration Agreement · 8 Code of Conduct · 6 Benefits · 5 Confidentiality · 5 Offer Letter · 5 Employee Classification · 4 Pay / Payroll · 4 Safety / Workers' Comp · 4 Separation / Final Pay · 4 Introduction / At-Will · 3 Timekeeping · 3 Accommodation (Disability) · 2 Assignment Lifecycle · 2 Drug-Free / Alcohol · 2 EEO / Protected Classes · 2 Expense Reimbursement · 2 Harassment · 2 Hiring / Onboarding · 2 Remote Work · 2 Social Media / Recording · 2 Three-Party Relationship · 2 AI Tools · 1 Arbitration · 1 Bereavement · 1 Driving / Vehicles · 1 Emergency Procedures · 1 Employee Records · 1 FMLA / Family Leave · 1 Gifts / Anti-Bribery · 1 Jury Duty Leave · 1 Lactation / Nursing Mothers · 1 Meal / Rest Breaks · 1 Military Leave · 1 Overtime · 1 Paid Sick Leave · 1 Pay Transparency · 1 Pay Transparency Notice · 1 Pregnancy / Parental Leave · 1 Salary Basis / Safe Harbor · 1 Voting Leave · 1

Maryland handbook FAQ

Does Maryland require employers to have an employee handbook?

No U.S. state requires an employee handbook outright. But Maryland requires that a number of employment policies be provided to employees in writing, and a handbook is the standard, defensible way to do that. This page is informational only and is not legal advice.

What does a Maryland employee handbook need to include?

A compliant handbook layers Maryland-specific policies on top of the federal baseline (equal-opportunity, at-will, leave, anti-harassment, pay practices and more). The Maryland-specific items are listed on this page; the exact set depends on your headcount, industry, and the localities you operate in.

How do I create a compliant Maryland handbook?

Pacta's handbook generator builds a federal base plus a Maryland state addendum tailored to your company, then returns a formatted draft you can edit. Every draft must be reviewed by qualified employment counsel before you distribute it to employees.

Handbook requirements in other states

This page is general information about Maryland employment-policy requirements, not legal advice, and may not reflect the most current law. AI-generated handbooks must be reviewed and approved by qualified employment counsel licensed in the applicable jurisdiction(s) before distribution to employees.