Mississippi employment law compliance requirements

Mississippi prohibits employers from paying employees of one sex less than employees of the opposite sex for equal work requiring equal skill, effort, and responsibility under similar working conditions.

Miss. Code Ann. § 71-1-41 · effective Jul 2022

Mississippi requires manufacturing employers and public service corporations with 50 or more employees to pay wages at least semi-monthly or every two weeks.

Miss. Code Ann. § 71-1-35 · effective Nov 1972

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

Mississippi employers who conduct drug and alcohol testing must adopt a written policy statement and provide at least 30 days' notice to employees before implementing the testing program.

Miss. Code Ann. § 71-7-3 · effective Jul 1994

Mississippi employers must post a notice in a conspicuous place to inform employees of their potential rights to unemployment benefits.

Miss. Code Ann. § 71-5-351 · effective Nov 1972

Mississippi employers who secure workers' compensation compliance must post a conspicuous notice in the workplace informing employees of their coverage and rights.

Miss. Code Ann. § 71-3-121 · effective Nov 1972

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

Requires all Mississippi employers to register with and use the federal E-Verify system to confirm the legal work authorization of all newly hired employees.

Miss. Code Ann. § 71-11-3 · effective Jul 2011 · 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 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

Mississippi employers are prohibited from establishing or enforcing policies that ban employees from transporting or storing firearms in their locked personal vehicles in employer parking lots.

Miss. Code Ann. § 45-9-55 · effective Jul 2006

Mississippi employers are prohibited from discharging, threatening, or intimidating any employee because the employee receives or responds to a summons for jury service.

Miss. Code Ann. § 13-5-35 · effective Nov 1972

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

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

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