Kentucky employment law compliance requirements

Employers who provide leave for the birth of a child must provide the same amount of leave to employees who adopt a child under the age of ten.

Ky. Rev. Stat. § 337.015 · effective Jul 1980 · source

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

Employers with 15 or more employees must provide written notice of the right to be free from discrimination in relation to pregnancy, childbirth, and related medical conditions, including the right to reasonable accommodations. This notice must be given to new employees upon hire and posted in a conspicuous place.

KRS 344.040(2) · effective Jun 2019 · source

Employers must post state-mandated posters in conspicuous places where employees can easily read them, including summaries of Kentucky wage and hour laws, occupational safety and health (KYOSH), and equal employment opportunity.

KRS 337.325 · effective Jun 1974 · 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

Employers must pay discharged or quitting employees all earned wages within 14 days of separation or by the next regular pay period, whichever is later.

Ky. Rev. Stat. § 337.055 · effective Jun 1974 · source

Employers must pay employees all wages earned at least semi-monthly or monthly. These payments must be made within 18 days of the end of the pay period in which the wages were earned.

Ky. Rev. Stat. § 337.020 · effective Jun 1974 · 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

Employers must provide employees with a reasonable lunch period between the third and fifth hours of work.

Ky. Rev. Stat. § 337.355 · effective Jun 1974 · source

Employers must provide a 10-minute rest period for every four hours of work, which is considered paid time.

Ky. Rev. Stat. § 337.365 · effective Jul 1980 · source

Employers must grant employees who are eligible to vote up to four hours of leave to vote or cast an absentee ballot, provided the employee requests the leave prior to the day of the election. The employer has the right to specify the hours during which the employee may be absent.

KRS 118.760 · effective Jul 1992 · source

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

Employers must pay employees time and a half for all hours worked on the seventh day of a workweek, provided the employee works 40 hours or more during that workweek.

Ky. Rev. Stat. § 337.050 · effective Jun 1974 · source

Overtime pay for hours worked over 40 in a workweek

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

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

Federal minimum wage rate

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

Group terminations must disclose job titles and ages of affected employees

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