Is New Hampshire an at-will employment state?

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

What is the EEOC filing deadline in New Hampshire?

New Hampshire is an EEOC deferral state, so the filing deadline for most federal discrimination charges is extended to 300 days from the date of the alleged violation.

What is the minimum wage in New Hampshire?

The minimum wage in New Hampshire is $7.25 (federal, no state minimum).

What is the main employment discrimination law in New Hampshire?

NH LAD (N.H. Rev. Stat. Ann. §§ 354-A:1 to 354-A:26) is New Hampshire's primary employment protection law. It covers employers with 6+ employees and protects against discrimination based on age, sex, race, color, marital status, and more.

New Hampshire Employment Law

New Hampshire Law Against Discrimination covers employers with 6+ employees. Includes sexual orientation and gender identity protections.

At-Will

Yes

Right-to-Work

EEOC Deferral

300 days

Min. Wage

$7.25

New Hampshire State Laws (6)

NH LAD

N.H. Rev. Stat. Ann. §§ 354-A:1 to 354-A:26

180 days

6+ employees

The New Hampshire Law Against Discrimination prohibits employment discrimination based on age, sex, race, color, marital status, physical or mental disability, religious creed, national origin, sexual orientation, and gender identity. The Act covers employers with six or more employees and complaints must be filed within 180 days with the New Hampshire Commission for Human Rights.

Protected Classes

agesexracecolormarital statusphysical or mental disabilityreligious creednational originsexual orientationgender identity

Key Provisions

✓Prohibits discrimination based on a comprehensive list of protected classes including sexual orientation and gender identity
✓New Hampshire Commission for Human Rights investigates complaints and may hold hearings
✓Covers all aspects of employment including hiring, firing, promotion, compensation, and terms of employment

Remedies

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

File with: New Hampshire Commission for Human Rights180 days from the discriminatory act

NH Equal Pay

RSA 275:36-a et seq.

1095 days

1+ employees

Prohibits sex-based pay discrimination for comparable work and prohibits employers from retaliating against employees who discuss wages or disclose pay information.

Protected Classes

sexgender_pay_equity

Key Provisions

✓Prohibits sex-based pay discrimination for comparable work and prohibits employers from retaliating against employees who discuss wages or disclose pay information.

Remedies

back payliquidated damagesattorney fees

File with: New Hampshire Department of Labor / private right of action3 years

NH Jury Service Employment

RSA 500-A:14

1095 days

1+ employees

Prohibits employers from terminating, threatening, or coercing employees who are summoned for or serve jury duty.

Key Provisions

✓Prohibits employers from terminating, threatening, or coercing employees who are summoned for or serve jury duty.

Remedies

reinstatementback pay

File with: Court / private right of action3 years (general)

NH Pregnancy Accommodation

RSA 354-A:7, VI

180 days

6+ employees

Adds explicit pregnancy-accommodation duty to NH Law Against Discrimination — employers must provide reasonable accommodations for pregnancy, childbirth, and related medical conditions including lactation.

Protected Classes

pregnancychildbirthrelated_medical_conditions

Key Provisions

✓Adds explicit pregnancy-accommodation duty to NH Law Against Discrimination — employers must provide reasonable accommodations for pregnancy, childbirth, and related medical conditions including lactation.

Remedies

back paycompensatory damagesattorney feesinjunctive relief

File with: New Hampshire Commission for Human Rights180 days

NH Protective Order Leave

RSA 275:61–:62

1095 days

25+ employees

Employers with 25+ employees must allow leave for victims of domestic violence, sexual assault, or stalking to obtain protective orders, attend court, seek medical attention, or relocate.

Key Provisions

✓Employers with 25+ employees must allow leave for victims of domestic violence, sexual assault, or stalking to obtain protective orders, attend court, seek medical attention, or relocate.

Remedies

reinstatementback pay

File with: New Hampshire Department of Labor3 years

NH Whistleblowers Protection

RSA 275-E

1095 days

1+ employees

Protects employees who report (or refuse to participate in) violations of law or rule, after first giving the employer reasonable opportunity to correct, unless the violation is criminal or there's imminent danger.

Protected Classes

fraud_reportingworkplace_safety

Key Provisions

✓Protects employees who report (or refuse to participate in) violations of law or rule, after first giving the employer reasonable opportunity to correct, unless the violation is criminal or there's imminent danger.

Remedies

reinstatementback payfringe benefitsattorney fees

File with: New Hampshire Department of Labor3 years

Federal Laws That Apply in New Hampshire

These federal statutes protect workers nationwide, including in New Hampshire. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.

Title VII15+ employees

Section 19811+ employees

WARN Act100+ employees

— days

Rehabilitation Act1+ employees

300 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

Check which laws apply to your situation in New Hampshire

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

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