Maine Employment Law
Maine Human Rights Act covers all employers with 1+ employees. Broad protections including sexual orientation, gender identity, familial status, and previous workers' compensation claims.
At-Will
Yes
Right-to-Work
No
EEOC Deferral
300 days
Min. Wage
$15.10
Maine State Laws (9)
MHRA
Me. Rev. Stat. Ann. tit. 5, §§ 4551-4634
The Maine Human Rights Act is one of the broadest state anti-discrimination laws in the nation, covering employers with just one or more employees. The Act prohibits employment discrimination based on race, color, sex, sexual orientation (which includes gender identity under Maine law), physical or mental disability, religion, age, ancestry, national origin, familial status, and previous workers' compensation claims. Maine has provided protections for sexual orientation since 2005 and has broadly interpreted the term to include gender identity.
Protected Classes
Key Provisions
- ✓Prohibits discrimination based on race, color, sex, sexual orientation (including gender identity), disability, religion, age, ancestry, national origin, and familial status
- ✓Covers employers with 1 or more employees, providing some of the broadest coverage in the nation
- ✓Protects employees from retaliation for filing workers' compensation claims
- ✓Maine Human Rights Commission investigates complaints and may pursue administrative proceedings
- ✓Employees may also file directly in state Superior Court after receiving a right-to-sue letter
Remedies
ME Earned Paid Leave
26 M.R.S. § 637
Employees of employers with more than 10 employees accrue 1 hour of paid leave per 40 hours worked, up to 40 hours per year, usable for any reason.
Protected Classes
Key Provisions
- ✓Employees of employers with more than 10 employees accrue 1 hour of paid leave per 40 hours worked, up to 40 hours per year, usable for any reason.
Remedies
ME Equal Pay
26 M.R.S. § 628
Prohibits sex-based pay discrimination for comparable work. Also prohibits employers from asking about salary history (per § 628-A) and prohibits pay-secrecy rules.
Protected Classes
Key Provisions
- ✓Prohibits sex-based pay discrimination for comparable work. Also prohibits employers from asking about salary history (per § 628-A) and prohibits pay-secrecy rules.
Remedies
ME Jury Service Employment
14 M.R.S. § 1218
Prohibits employers from discharging, threatening, or coercing employees because of jury service.
Key Provisions
- ✓Prohibits employers from discharging, threatening, or coercing employees because of jury service.
Remedies
ME Severance Pay (Plant
26 M.R.S. § 625-B
Employers with 100+ employees that close or relocate a plant must pay severance equal to one week's pay per year of service to affected employees, in addition to providing notice.
Protected Classes
Key Provisions
- ✓Employers with 100+ employees that close or relocate a plant must pay severance equal to one week's pay per year of service to affected employees, in addition to providing notice.
Remedies
ME Paid Family and
26 M.R.S. ch. 7, subch. 6-C (§§ 850-A et seq.)
State-administered insurance program providing up to 12 weeks paid family leave and up to 12 weeks paid medical leave per year (combined cap 16 weeks). Funded by employer/employee payroll contributions starting Jan 1, 2025; benefits begin May 1, 2026.
Protected Classes
Key Provisions
- ✓State-administered insurance program providing up to 12 weeks paid family leave and up to 12 weeks paid medical leave per year (combined cap 16 weeks). Funded by employer/employee payroll contributions starting Jan 1, 2025; benefits begin May 1, 2026.
Remedies
ME Social Media Privacy
26 M.R.S. §§ 615–619
Prohibits employers from requiring access to personal social-media accounts or retaliating against employees who refuse such requests.
Key Provisions
- ✓Prohibits employers from requiring access to personal social-media accounts or retaliating against employees who refuse such requests.
Remedies
ME Off-Duty Tobacco Use
26 M.R.S. § 597 (tobacco); 28-B M.R.S. § 112 (marijuana)
Prohibits employers from disciplining employees for off-duty tobacco use; also prohibits adverse action based on off-duty consumption of legal recreational marijuana by adults 21+, except for federally regulated positions.
Key Provisions
- ✓Prohibits employers from disciplining employees for off-duty tobacco use; also prohibits adverse action based on off-duty consumption of legal recreational marijuana by adults 21+, except for federally regulated positions.
Remedies
ME Whistleblowers Protection
26 M.R.S. §§ 831–840
Protects employees from retaliation for reporting (in good faith, to the employer or a public body) violations of law, unsafe conditions, or refusing to carry out an illegal directive. Broad coverage — applies to public and private employees.
Protected Classes
Key Provisions
- ✓Protects employees from retaliation for reporting (in good faith, to the employer or a public body) violations of law, unsafe conditions, or refusing to carry out an illegal directive. Broad coverage — applies to public and private employees.
Remedies
Federal Laws That Apply in Maine
These federal statutes protect workers nationwide, including in Maine. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.
Check which laws apply to your situation in Maine
Our free assessment identifies applicable federal, state, and local protections based on your specific circumstances.
Check My RightsThis information is provided for educational purposes only and does not constitute legal advice.Maine laws are subject to legislative changes. Consult a qualified employment attorney in Maine for advice about your specific situation. Last reviewed: March 2026.