Vermont Employment Law
Vermont Fair Employment Practices Act covers all employers (1+) with very broad protections. Direct court filing with 1-year SOL. Includes HIV status and crime victim protections.
At-Will
Yes
Right-to-Work
No
EEOC Deferral
300 days
Min. Wage
$14.42
Vermont State Laws (6)
VT FEPA
Vt. Stat. Ann. tit. 21, §§ 495-495h
The Vermont Fair Employment Practices Act is one of the broadest state anti-discrimination laws in the nation, covering all employers with one or more employees. It prohibits employment discrimination based on race, color, religion, ancestry, national origin, sex, sexual orientation, gender identity, place of birth, age (18+), disability, HIV status, and crime victim status. Vermont allows employees to file directly in state court within 365 days without first filing an administrative complaint, making it highly accessible for workers seeking justice.
Protected Classes
Key Provisions
- ✓Covers all employers with 1 or more employees and includes a very broad list of protected classes including place of birth, HIV status, and crime victim status
- ✓No administrative exhaustion requirement — employees may file directly in state superior court, making it one of the most accessible anti-discrimination laws
- ✓Age protection begins at 18, providing much broader age-based protections than the federal ADEA threshold of 40
Remedies
VT Crime Victims Leave
21 V.S.A. § 472a
Crime victims (and family members of homicide victims) may take unpaid leave to attend court proceedings or seek services. Applies broadly.
Key Provisions
- ✓Crime victims (and family members of homicide victims) may take unpaid leave to attend court proceedings or seek services. Applies broadly.
Remedies
VT Ban-the-Box (Criminal History
21 V.S.A. § 495j
Prohibits employers from asking about criminal history on initial application; inquiries permitted only at interview or after conditional offer.
Key Provisions
- ✓Prohibits employers from asking about criminal history on initial application; inquiries permitted only at interview or after conditional offer.
Remedies
VT Earned Sick Time
21 V.S.A. §§ 481–486
Employees accrue 1 hour of paid sick time per 52 hours worked, up to 40 hours/year, for own/family illness, preventive care, or domestic-violence-related needs.
Protected Classes
Key Provisions
- ✓Employees accrue 1 hour of paid sick time per 52 hours worked, up to 40 hours/year, for own/family illness, preventive care, or domestic-violence-related needs.
Remedies
VT Equal Pay
21 V.S.A. § 495d (sex-based wage discrimination); § 495m (salary history ban)
Prohibits sex-based wage discrimination, prohibits inquiries about salary history, and bans pay-secrecy retaliation.
Protected Classes
Key Provisions
- ✓Prohibits sex-based wage discrimination, prohibits inquiries about salary history, and bans pay-secrecy retaliation.
Remedies
VT Parental and Family
21 V.S.A. §§ 471–474
Employers with 10+ employees (parental leave) or 15+ employees (family leave) must provide up to 12 weeks unpaid, job-protected leave for birth/adoption (parental) or serious health condition of self or family member (family).
Protected Classes
Key Provisions
- ✓Employers with 10+ employees (parental leave) or 15+ employees (family leave) must provide up to 12 weeks unpaid, job-protected leave for birth/adoption (parental) or serious health condition of self or family member (family).
Remedies
Federal Laws That Apply in Vermont
These federal statutes protect workers nationwide, including in Vermont. As a deferral state, the EEOC filing deadline is extended to 300 days for most claims.
Check which laws apply to your situation in Vermont
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.Vermont laws are subject to legislative changes. Consult a qualified employment attorney in Vermont for advice about your specific situation. Last reviewed: March 2026.