Is Vermont an at-will employment state?

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

What is the EEOC filing deadline in Vermont?

The EEOC charge-filing deadline is 180 days from the date of the alleged violation. In Vermont, 300 days may apply when the state agency enforces a law covering the same basis — see the federal-law table on this page. Based on Vermont's own statutes, the 300-day window applies for every basis under: ADA, ADEA. It depends on the basis for: Title VII (180 days for pregnancy). We cannot confirm state coverage for: PDA, PWFA, GINA — work to 180 days. Confirm the window for your specific basis with the EEOC or an attorney.

What is the minimum wage in Vermont?

The minimum wage in Vermont is $14.42.

What is the main employment discrimination law in Vermont?

VT FEPA (Vt. Stat. Ann. tit. 21, §§ 495-495h) is Vermont's primary employment protection law. It covers employers with 1+ employees and protects against discrimination based on race, color, religion, ancestry, national origin, and more.

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

EEOC Deadline

180–300 days

depends on the basis

Min. Wage

$14.42

Vermont State Laws (6)

VT FEPA

Vt. Stat. Ann. tit. 21, §§ 495-495h

365 days

1+ employees

The Vermont Fair Employment Practices Act is among the broader state-law anti-discrimination protections, 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

RaceColorReligionAncestryNational OriginSexSexual OrientationGender IdentityPlace Of BirthAge (18+)DisabilityHIV StatusCrime Victim Status

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

Back payFront payCompensatory damagesPunitive damagesAttorney fees and costsInjunctive reliefReinstatement

File with: Vermont Attorney General's Office, Civil Rights Unit or direct court filing365 days (1 year) or direct filing in state court

VT Crime Victims Leave

21 V.S.A. § 472a

2190 days

1+ employees

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

reinstatementback pay

File with: Vermont Attorney General6 years

VT Ban-the-Box (Criminal History

21 V.S.A. § 495j

2190 days

1+ employees

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

civil penaltyinjunctive relief

File with: Vermont Attorney General6 years

VT Earned Sick Time

21 V.S.A. §§ 481–486

2190 days

1+ employees

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

Serious Health ConditionFamily Medical Leave

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

back paycivil penaltyattorney fees

File with: Vermont Attorney General / Vermont Department of Labor6 years

VT Equal Pay

21 V.S.A. § 495d (sex-based wage discrimination); § 495m (salary history ban)

2190 days

1+ employees

Prohibits sex-based wage discrimination, prohibits inquiries about salary history, and bans pay-secrecy retaliation.

Protected Classes

SexGender Pay Equity

Key Provisions

✓Prohibits sex-based wage discrimination, prohibits inquiries about salary history, and bans pay-secrecy retaliation.

Remedies

back payliquidated damagesattorney feescivil penalty

File with: Vermont Attorney General / private right of action6 years

VT Parental and Family Leave Act

21 V.S.A. §§ 471–474

2190 days

10+ employees

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

Family Medical LeaveSerious Health ConditionNewborn Care

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

reinstatementback paycompensatory damagesattorney fees

File with: Vermont Attorney General Civil Rights Unit / private right of action6 years (general civil)

Federal Laws That Apply in Vermont

These federal statutes protect workers nationwide, including in Vermont. The EEOC filing deadline is 180 days; 300 days may apply when Vermont's agency enforces a law covering the same basis — each card below shows the window for that statute, and any bases that stay at 180.

Title VII15+ employees

180–300 days180 days for: pregnancy

180 days300 days may apply — not confirmed

PWFA15+ employees

180 days300 days may apply — not confirmed

Section 19811+ employees

1460 days

GINA15+ employees

180 days300 days may apply — not confirmed

WARN Act100+ employees

No fixed deadline

Rehabilitation Act1+ employees

180 days

SOX Section 8061+ employees

180 days

INA Section 1324b4+ employees

180 days

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 Rights

This 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: April 2026.