For hourly teams in Missouri, the rules can be intricate — most visibly in predictive scheduling expectations.
State requirements can interact with federal standards, and in some areas, local rules may layer on additional obligations for employers.
Missouri’s labor laws continue to evolve, with minimum wage increases scheduled through 2026 and recent changes to its paid sick leave requirements.
The state preempts local governments from setting their own minimum wage or leave ordinances, creating uniformity for employers statewide.
Whether you hire workers directly or through an Employer of Record (EOR) like HireArt, understanding Missouri’s current and upcoming compliance standards is essential for ensuring fair pay and adherence to the law.
This blog is based on information available to HireArt as of October, 2025. HireArt does not provide tax, accounting or legal advice. This material has been prepared for informational purposes only, and should not be relied on for, tax, legal or accounting advice. Consult your own tax, legal and accounting advisors before engaging in any related activities or transactions.
Missouri’s minimum wage is set to increase annually under voter-approved initiatives.
As of January 1, 2025, the minimum wage is $13.75 per hour, rising to $15.00 per hour on January 1, 2026. The state’s minimum wage applies to most private employers, while federal contractors and small employers may be subject to separate requirements. Local governments are preempted from establishing different wage rates.
Employers must follow the higher applicable rate between state and local law.
Missouri’s paid sick leave laws are currently in transition.
Under Proposition A, employers are required to provide one hour of paid sick leave for every 30 hours worked, up to a specified annual limit. However, this provision is set to be repealed on August 28, 2025. Employers should continue to follow Proposition A until its expiration and prepare for the policy change that will eliminate statewide sick leave requirements after that date.
Missouri law preempts local governments from creating their own wage or paid leave ordinances.
This ensures consistent employment standards across the state but also requires employers to maintain their own internal policies for benefits such as PTO and sick leave.
Employers must comply with the law that is most generous to the employee.
Missouri law does not require meal or rest breaks for adult employees.
Employers should follow their own company policies, collective bargaining agreements (CBAs), or federal Fair Labor Standards Act (FLSA) guidelines. Providing structured breaks can promote productivity and employee wellbeing even when not mandated by law.
Payment of unused paid time off (PTO) at termination depends on the employer’s written policy or contract.
Missouri law enforces the employer’s stated policy unless accrued vacation is considered earned wages. Employers should ensure their PTO payout rules are clearly defined in writing and consistently applied.
Reimbursement requirements in Missouri are policy-driven.
The state does not have a statute requiring reimbursement for business-related expenses. Employers should create written reimbursement policies outlining what expenses qualify for repayment and how employees can submit reimbursement requests.
Employers must provide detailed wage statements and ensure timely payment of final wages.
Accurate and timely payments help ensure compliance and build trust with employees.
Missouri applies both federal and state economic-realities tests to determine whether a worker is an employee (W-2) or an independent contractor (1099).
If an employer exercises significant direction or control over how work is performed, the individual must be classified as an employee. Misclassification can result in wage recovery actions, penalties, and tax liabilities under both state and federal law.
HireArt acts as an Employer of Record (EOR) to help employers navigate Missouri’s evolving labor requirements. Through HireArt, companies can:
By partnering with HireArt, employers can stay ahead of regulatory changes, reduce compliance risk, and maintain a consistent employment experience across their Missouri workforce.
