Idaho employment law compliance requirements

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Every employer subject to the Idaho Minimum Wage Law must keep a summary of the law posted in a conspicuous place in or about the premises where any person subject to the act is employed.

Idaho Code § 44-1507 · effective Jul 1975 · source

Idaho employers must post and maintain printed statements and posters relating to unemployment insurance regulations in places readily accessible to individuals in their service.

Idaho Admin. Code r. 09.01.30.011 · effective Jul 2021 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Upon separation of employment, employers must pay all wages due by the next regularly scheduled payday or within 10 days, whichever is earlier. If the employee makes a written request, payment must be made within 48 hours.

Idaho Code § 45-606 · effective Jul 2011 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Idaho's minimum wage is aligned with the federal rate of $7.25 per hour. Employers may pay a training wage of $4.25 per hour to employees under 20 years of age during their first 90 consecutive calendar days of employment.

Idaho Code § 44-1502 · effective Jul 2007 · source

Employers may pay tipped employees a reduced cash wage of no less than $3.35 per hour, provided that the employee's tips plus the cash wage equal at least the state minimum wage of $7.25 per hour.

Idaho Code § 44-1502(2) · effective Jul 2007 · source

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Non-compete agreements in Idaho are subject to strict statutory limits, including a rebuttable presumption of reasonableness only if limited to 18 months or less and restricted to key employees.

Idaho Code § 44-2701 to 44-2704 · effective Jul 2018 · source

No person shall be required, as a condition of employment or continuation of employment, to become or remain a member of a labor organization or pay any dues or fees to a labor organization.

Idaho Code § 44-2003 · effective Jan 1985 · source

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990