Intro to Vermont Labor Laws
Get an overview of the Vermont labor laws small businesses should know when hiring, and updates on employment laws that could impact your business.
Minimum Wage
Minimum Exempt Salary Requirements
Vermont follows the federal minimum exempt requirement of $684 per week or $35,568 per year for most exemptions from minimum wage and overtime.
References: Federal Minimum Exemption Threshold
Meal & Rest Laws
In Vermont, employers are required to provide employees with reasonable opportunities to eat or use the bathroom.
References: Wage & Hour Summary
Lactation Accommodation Laws
Vermont state law requires employers to provide reasonable paid or unpaid breaks for employees to pump breast milk and a private space that’s not a bathroom, for up to three years after childbirth.
References: Wage & Hour Summary
Updates to Vermont Labor Laws
Keep up to date with important changes to state and local employment laws in Vermont.
Vermont has enacted a new pay transparency law, effective July 1, 2025. Employers with five or more employees must disclose compensation or compensation ranges in job postings. Exceptions include commission-based and tipped positions, which have specific disclosure requirements. This law also prohibits discrimination or retaliation against employees exercising their rights. Employers should start preparing for compliance by reviewing job posting procedures and may benefit from conducting a pay equity audit to ensure adherence by July 1, 2025.
Vermont passed a law that updates the definition of race in the state’s Fair Employment Practices Act to include traits associated with or perceived to be associated with race, including hair type, texture, style, and protective hairstyles. Vermont has become the 24th state to enact such a law or amendment, joining its neighbors Maine and New York in this employment law trend.
Employers can prepare for this change, effective July 1, 2024, by reviewing their dress code, discrimination and harassment prevention, and grooming policies and procedures to ensure they comply with this update.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.
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