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Rhode Island Employment Law

Rhode Island Fair Employment Practices Act covers employers with 4+ employees with a 365-day filing deadline. Includes sexual orientation, gender identity, and domestic abuse victim protections.

At-Will

Yes

Right-to-Work

No

EEOC Deferral

300 days

Min. Wage

$16.00

Rhode Island State Laws (8)

RI FEPA

R.I. Gen. Laws §§ 28-5-1 to 28-5-44

365 days
4+ employees

The Rhode Island Fair Employment Practices Act prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, disability, age (40+), country of ancestral origin, and domestic abuse victim status. The Act covers employers with four or more employees and complaints must be filed within 365 days with the Rhode Island Commission for Human Rights.

Protected Classes

racecolorreligionsexsexual orientationgender identity or expressiondisabilityage (40+)country of ancestral origindomestic abuse victim status

Key Provisions

  • ✓Covers employers with 4 or more employees and includes sexual orientation and gender identity/expression as protected classes
  • ✓Provides a generous 365-day filing deadline with the Rhode Island Commission for Human Rights
  • ✓Protects domestic abuse victims from employment discrimination and provides broad remedies including punitive damages

Remedies

Back payReinstatementCompensatory damagesPunitive damagesAttorney fees and costsInjunctive relief
File with: Rhode Island Commission for Human Rights (RICHR)365 days (1 year) from the discriminatory act

RI Equal Pay

R.I. Gen. Laws § 28-6-17 et seq.

1095 days
1+ employees

Prohibits sex-based pay discrimination for comparable work. As amended in 2021, also bans salary-history inquiries and requires pay-range disclosure on request.

Protected Classes

sexgender_pay_equity

Key Provisions

  • ✓Prohibits sex-based pay discrimination for comparable work. As amended in 2021, also bans salary-history inquiries and requires pay-range disclosure on request.

Remedies

back paycompensatory damagesliquidated damagesattorney fees
File with: Rhode Island Department of Labor and Training / private right of action3 years

RI Jury Service Employment

R.I. Gen. Laws § 9-9-28

1095 days
1+ employees

Prohibits employers from discharging or penalizing employees for jury service.

Key Provisions

  • ✓Prohibits employers from discharging or penalizing employees for jury service.

Remedies

reinstatementback payattorney fees
File with: Court (private right of action)3 years

RI Noncompetition Agreement

R.I. Gen. Laws §§ 28-59-1 to 28-59-3

— days
1+ employees

Voids non-competes for non-exempt employees (FLSA), employees under 18, students, and low-wage workers (under 250% of federal poverty level for individuals).

Key Provisions

  • ✓Voids non-competes for non-exempt employees (FLSA), employees under 18, students, and low-wage workers (under 250% of federal poverty level for individuals).

Remedies

declaratory reliefvoid agreement
File with: Court (private right of action)Contract-based

RI Healthy and Safe

R.I. Gen. Laws §§ 28-57-1 to 28-57-13

1095 days
18+ employees

Employers with 18+ employees must provide up to 40 hours paid sick leave per year (employees accrue 1 hour per 35 worked). Smaller employers must provide unpaid sick leave.

Protected Classes

serious_health_conditionfamily_medical_leave

Key Provisions

  • ✓Employers with 18+ employees must provide up to 40 hours paid sick leave per year (employees accrue 1 hour per 35 worked). Smaller employers must provide unpaid sick leave.

Remedies

back payliquidated damagescivil penaltyattorney fees
File with: Rhode Island Department of Labor and Training3 years

RI Parental and Family

R.I. Gen. Laws §§ 28-48-1 to 28-48-12

1095 days
50+ employees

Employers with 50+ employees (private) or 30+ (public) must provide up to 13 weeks unpaid leave in any 2 consecutive calendar years for birth/adoption/serious health condition.

Protected Classes

family_medical_leaveserious_health_conditionnewborn_care

Key Provisions

  • ✓Employers with 50+ employees (private) or 30+ (public) must provide up to 13 weeks unpaid leave in any 2 consecutive calendar years for birth/adoption/serious health condition.

Remedies

reinstatementback payattorney fees
File with: Rhode Island Department of Labor and Training3 years

RI Temporary Caregiver Insurance

R.I. Gen. Laws § 28-41-34 et seq.

— days
1+ employees

Provides up to 7 weeks of paid family leave benefits in 2025 (rising to 8 weeks in 2026) for bonding with a new child or caring for a seriously ill family member, funded through Temporary Disability Insurance (TDI) payroll deduction.

Protected Classes

family_medical_leaveserious_health_conditionnewborn_care

Key Provisions

  • ✓Provides up to 7 weeks of paid family leave benefits in 2025 (rising to 8 weeks in 2026) for bonding with a new child or caring for a seriously ill family member, funded through Temporary Disability Insurance (TDI) payroll deduction.

Remedies

reinstatementback paybenefits
File with: Rhode Island Department of Labor and TrainingAdministrative through DLT

RI Whistleblowers Protection

R.I. Gen. Laws §§ 28-50-1 to 28-50-9

1095 days
1+ employees

Protects employees who report or are about to report violations of law to a public body, refuse illegal directives, or participate in investigations.

Protected Classes

fraud_reportingworkplace_safety

Key Provisions

  • ✓Protects employees who report or are about to report violations of law to a public body, refuse illegal directives, or participate in investigations.

Remedies

reinstatementback payfringe benefitsattorney feescivil fine
File with: Court (private right of action)3 years

Federal Laws That Apply in Rhode Island

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

Title VII15+ employees
300 days
ADA15+ employees
300 days
ADEA20+ employees
300 days
EPA1+ employees
730 days
PDA15+ employees
300 days
PWFA15+ employees
300 days
FMLA50+ employees
730 days
FLSA1+ employees
730 days
Section 19811+ employees
1460 days
GINA15+ employees
300 days
USERRA1+ employees
— days
NLRA1+ employees
180 days
OSH Act1+ employees
30 days
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 Rhode Island

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.Rhode Island laws are subject to legislative changes. Consult a qualified employment attorney in Rhode Island for advice about your specific situation. Last reviewed: March 2026.