Missouri Employment Law

The Missouri Human Rights Act prohibits employment discrimination based on race, color, religion, national origin, sex, ancestry, age (40 to 70), and disability. The Act covers employers with six or more employees and complaints must be filed within 180 days with the Missouri Commission on Human Rights. Notably, 2017 amendments to the MHRA imposed a higher burden of proof by requiring the "motivating factor" standard rather than the more employee-friendly "contributing factor" standard. Age discrimination protection is capped at 70, and punitive damages are capped at the greater of five times compensatory damages or $500,000.

Requires employers with 7+ employees to issue, upon written request from a discharged employee, a letter stating the duration of employment, nature of services rendered, and the true cause of dismissal.

Sets state minimum wage with annual CPI adjustments. As of 2025, $13.75/hour with scheduled increase to $15.00 in 2026. Applies to employers with annual revenue over $500,000. Overtime at 1.5x for hours over 40/week.

Prohibits discharge or discrimination against employees for exercising rights under the Workers' Compensation Law. Following 2017 amendments and Templemire v. W&M Welding (2014), motivating-factor causation applies.

Effective 2017, creates statutory framework codifying and limiting Missouri's previous broad common-law whistleblower tort. Protects reporting violations of law, refusing illegal orders, but limits remedies and tightens procedural requirements.

St. Louis's civil rights ordinance prohibits employment discrimination and is enforced by the City of St. Louis Civil Rights Enforcement Agency (CREA). Provides protections for sexual orientation and gender identity that go beyond Missouri state law.