Is Idaho an at-will employment state?

Yes, Idaho is an at-will employment state, meaning employers can generally terminate employees for any lawful reason. However, Idaho recognizes exceptions for discrimination, retaliation, and public policy violations.

What is the EEOC filing deadline in Idaho?

The EEOC charge-filing deadline is 180 days from the date of the alleged violation. In Idaho, 300 days may apply when the state agency enforces a law covering the same basis — see the federal-law table on this page. Based on Idaho's own statutes, the 300-day window applies for every basis under: ADA, ADEA. It depends on the basis for: Title VII (180 days for pregnancy, sexual orientation, gender identity). We cannot confirm state coverage for: PDA, PWFA, GINA — work to 180 days. Confirm the window for your specific basis with the EEOC or an attorney.

What is the minimum wage in Idaho?

The minimum wage in Idaho is $7.25 (federal).

What is the main employment discrimination law in Idaho?

IHRA (Idaho Code §§ 67-5901 to 67-5912) is Idaho's primary employment protection law. It covers employers with 5+ employees and protects against discrimination based on race, color, religion, sex, national origin, and more.

Idaho Employment Law

Idaho Human Rights Act covers employers with 5+ employees. Does not include sexual orientation or gender identity protections. 365-day filing deadline.

At-Will

Yes

Right-to-Work

Yes

EEOC Deadline

180–300 days

depends on the basis

Min. Wage

$7.25

Idaho State Laws (5)

IHRA

Idaho Code §§ 67-5901 to 67-5912

365 days

5+ employees

The Idaho Human Rights Act prohibits employment discrimination based on race, color, religion, sex, national origin, age (40 and older), and disability. The Act covers employers with five or more employees and provides a one-year filing deadline with the Idaho Human Rights Commission. Notably, Idaho does NOT include sexual orientation or gender identity as protected classes under state law, and its protections are narrower than many other states.

Protected Classes

RaceColorReligionSexNational OriginAge (40+)Disability

Key Provisions

✓Prohibits employment discrimination based on race, color, religion, sex, national origin, age (40+), and disability
✓Does NOT include sexual orientation or gender identity as protected classes
✓Provides a longer filing window (1 year) compared to many other states
✓Administered by the Idaho Human Rights Commission which investigates and resolves complaints
✓Covers hiring, firing, compensation, and all terms and conditions of employment

Remedies

Back payReinstatementCompensatory damagesAttorney fees and costsInjunctive reliefCease-and-desist orders

File with: Idaho Human Rights Commission (IHRC)365 days (1 year) from the discriminatory act

ID Minimum Wage

Idaho Code §§ 44-1501 to 44-1510

730 days

1+ employees

Adopts federal minimum wage by reference ($7.25/hour). State-court enforcement available. Anti-retaliation provision for filing wage complaints.

Protected Classes

Minimum Wage

Key Provisions

✓Adopts federal minimum wage by reference ($7.25/hour). State-court enforcement available. Anti-retaliation provision for filing wage complaints.

Remedies

Unpaid wagescourt costsattorney feestreble damages where employer willfully fails to pay

File with: Idaho Department of Labor, Wage and Hour Section2 years

ID Protection of Public Employees Act

Idaho Code §§ 6-2101 to 6-2109

180 days

1+ employees

Prohibits public employers from taking adverse action against employees who in good faith communicate the existence of waste of public funds, property or manpower, or violations of laws/rules. Private right of action in state court.

Protected Classes

Fraud Reporting

Key Provisions

✓Prohibits public employers from taking adverse action against employees who in good faith communicate the existence of waste of public funds, property or manpower, or violations of laws/rules. Private right of action in state court.

Remedies

Reinstatementback paylost benefitscivil penalty up to $500 against violatorattorney fees

File with: State court (private right of action)180 days

ID Right to Work

Idaho Code §§ 44-2001 to 44-2010

1460 days

1+ employees

Prohibits union membership, payment of dues, or non-membership as a condition of employment. Provides individual cause of action for employees coerced or denied employment based on union membership status.

Protected Classes

Union ActivityOrganizing

Key Provisions

✓Prohibits union membership, payment of dues, or non-membership as a condition of employment. Provides individual cause of action for employees coerced or denied employment based on union membership status.

Remedies

Damagesinjunctive reliefattorney fees

File with: State court (private right of action); Attorney General4 years general civil

ID Wage Claim

Idaho Code §§ 45-601 to 45-617

730 days

1+ employees

Requires employers to pay wages on regular paydays. Final wages must be paid by next regular payday or within 10 days of separation, whichever is earlier. Provides civil cause of action for unpaid wages.

Protected Classes

Minimum Wage

Key Provisions

✓Requires employers to pay wages on regular paydays. Final wages must be paid by next regular payday or within 10 days of separation, whichever is earlier. Provides civil cause of action for unpaid wages.

Remedies

Unpaid wages plus penalty up to 3x amount owed (cap $750 if claim under $750)attorney fees

File with: Idaho Department of Labor; state court2 years (Wage Claim Act); 5 years contract

Federal Laws That Apply in Idaho

These federal statutes protect workers nationwide, including in Idaho. The EEOC filing deadline is 180 days; 300 days may apply when Idaho's agency enforces a law covering the same basis — each card below shows the window for that statute, and any bases that stay at 180.

Title VII15+ employees

180–300 days180 days for: pregnancy, sexual orientation, gender identity

180 days300 days may apply — not confirmed

PWFA15+ employees

180 days300 days may apply — not confirmed

Section 19811+ employees

1460 days

GINA15+ employees

180 days300 days may apply — not confirmed

WARN Act100+ employees

No fixed deadline

Rehabilitation Act1+ employees

180 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

Check which laws apply to your situation in Idaho

Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.

Check My Rights

This information is provided for educational purposes only and does not constitute legal advice.Idaho laws are subject to legislative changes. Consult a qualified employment attorney in Idaho for advice about your specific situation. Last reviewed: April 2026.