Employee handbook requirements in Missouri (2026)

IMPORTANT — REPEALED: Missouri Prop A established mandatory paid sick leave effective May 1, 2025. However, the Missouri legislature passed a repeal (effective August 28, 2025) that eliminated the statewide PSL mandate. As of August 28, 2025, Missouri has NO mandatory statewide paid sick leave requirement. Any employer that implemented a Prop A PSL policy may maintain it voluntarily, but it is no longer legally required. Do not generate a PSL entitlement for MO employees.

Missouri's Service Letter Law (RSMo § 290.140) is among the most operationally risky employment statutes in any state. Any former employee who was employed for 90+ days may request a written statement (service letter) specifying: (1) the nature and character of the service performed, (2) the duration of employment, and (3) the reason or cause for separation. The employer MUST respond by certified mail within 45 days. Failure to respond within 45 days, or providing a false or misleading letter, subjects the employer to punitive damages and attorney fees — with no cap. Employers have been hit with six-figure punitive damages for late or inaccurate letters.

Missouri's Victim Economic Safety and Security Act (VESSA) requires employers with 20 or more employees to provide unpaid leave to employees who are victims of domestic violence, sexual assault, or stalking, or whose family member is a victim. Leave is available for: medical attention, safety planning, legal proceedings, and relocation. Amount of leave: 1-49 EE: up to 1 week per 12-month period; 50+ EE: up to 2 weeks; large employers (200+ EE): up to 4 weeks (check current MO statute for exact tiers). Employers may require reasonable documentation.

Missouri requires employers to provide employees with sufficient time off to vote on election day. If the employee does not have three consecutive non-working hours while the polls are open, the employer must grant up to three hours of paid leave. The employer may designate when the leave is taken (beginning or end of shift). Employees must request the leave before election day. Applies to all MO employers.

Missouri requires employers to pay employees all wages immediately upon discharge — interpreted to mean the day of the discharge or no later than the next regular payday. For voluntary resignation, Missouri requires final pay by the next regular payday. The MO Wage Payment Law's penalty for willful nonpayment includes the employee's wages as liquidated damages for up to 60 days, plus attorney fees. Accrued vacation is treated as wages if the employer's written policy provides for payout.

Missouri law prohibits employers from discharging or retaliating against an employee summoned for jury duty. Employers may not threaten, coerce, or otherwise penalize an employee for jury service. The leave is unpaid unless the employer's policy provides otherwise. Employees may be required to provide a copy of the jury summons in advance. RSMo § 494.460 provides the anti-retaliation protections.