Michigan Employment Laws 2026

Michigan employment law in 2025 reflects a moderate but evolving worker protection framework. The state implemented a new minimum wage of $12.48 per hour effective February 21, 2025, with scheduled annual increases that will reach $15.00 per hour by January 2027. Michigan also adopted a new Earned Sick Time Act requiring paid sick leave for all employees, significantly expanding worker benefits. While Michigan follows federal standards for many areas such as overtime, family leave, and workplace safety, state law provides additional protections in wages, leave, and anti-discrimination.

Last Updated: September 2025

Michigan Employment Law Reference Table

At a Glance – Michigan Employment Law Highlights

• Minimum Wage: $12.48/hour statewide (Feb 2025); increasing to $13.73 (2026) and $15.00 (2027)
• Tipped Minimum: $5.99/hour in 2025 (48% of standard wage)
• Overtime: Required after 40 hours/week at 1.5x regular rate
• Meal Breaks: Not required for adults; minors entitled to 30-minute break after 5 hours
• Paid Sick Leave: 1 hour per 30 hours worked (Earned Sick Time Act, effective Feb 2025)
• Family Leave: Federal FMLA only; no state program
• Jury Duty Leave: Job-protected but unpaid
• Voting Leave: Reasonable time off if polls conflict with working hours

Working Hours & Rest Breaks

Michigan follows the Fair Labor Standards Act (FLSA) for overtime requirements, meaning employees must receive 1.5 times their regular pay for hours worked over 40 in a workweek. The state does not impose additional daily overtime rules, so hours worked beyond 8 in a single day do not automatically trigger overtime.

Breaks for Adults

Michigan law does not mandate meal or rest breaks for employees over 18. Employers may voluntarily provide breaks, but when they do:

• Short breaks (5–20 minutes) must be paid as work time.
• Bona fide meal periods (30 minutes or longer) can be unpaid if the employee is fully relieved of duties.
  

Breaks for Minors

Employees under 18 must receive a 30-minute uninterrupted break after 5 consecutive hours. This requirement applies across industries and is strictly enforced.

Overtime Exemptions

Michigan adopts federal salary and duties tests for overtime exemption. As of 2025, the federal salary threshold remains in effect for exempt executive, administrative, and professional employees.

Leave Entitlements

Earned Sick Time (Effective Feb 21, 2025)

Michigan enacted the Earned Sick Time Act, requiring all employers with at least one employee to provide paid sick leave:

• Employees earn 1 hour of paid sick time for every 30 hours worked.
• There is no annual accrual cap under state law.
• New employees may be required to wait up to 120 days before using accrued leave.
• Employers may require up to 7 days advance notice for foreseeable absences.

Family & Medical Leave

Michigan does not operate its own family leave program. Eligible employees are covered under the federal FMLA, which provides up to 12 weeks of unpaid leave for qualifying medical and family reasons.

Additional Leave Protections

• Jury Duty: Employees must be allowed to serve but employers are not required to pay wages.
• Voting Leave: Employees are entitled to reasonable unpaid leave if work hours prevent voting while polls are open.
• Military Leave: Federal USERRA protections apply, safeguarding reemployment rights for service members.

Equal Employment & Anti-Discrimination

Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) provides broad protections, prohibiting workplace discrimination based on:

• Race, color, religion, national origin, sex, age, marital status, familial status, height, weight, disability, and genetic information.
  

These protections go beyond federal law by including height, weight, and marital status.

Enforcement

• The Michigan Department of Civil Rights investigates and enforces discrimination claims.
  
• The Persons with Disabilities Civil Rights Act provides additional safeguards for workers with disabilities.
  

Pay Equity

Michigan requires fair pay practices and prohibits retaliation against employees who inquire about, disclose, or discuss wages.

Workplace Safety

Michigan falls under federal OSHA regulations but also operates the Michigan Occupational Safety and Health Administration (MIOSHA), which provides training and consultation to employers.

• Workers retain full federal rights to report unsafe conditions and refuse dangerous work.
• MIOSHA offers guidance to high-risk industries like construction, manufacturing, and healthcare.
• Employers are prohibited from retaliating against employees for raising safety concerns.

Wage Payment Rules

• Pay Frequency: Michigan does not impose state-specific requirements; employers generally follow federal guidelines.
• Final Paychecks: Wages owed must be paid by the next regular payday following termination.
• Minimum Wage Schedule: $12.48 (2025), $13.73 (2026), $15.00 (2027).
• Tipped Wages: Tipped employees earn 48% of the standard minimum wage, or $5.99/hour in 2025.

Employee Privacy Rights

Michigan offers limited state-specific privacy protections, though federal laws apply:

• Employers must comply with federal background check standards.
• Employees may review their personnel files under general employment practices.
• Genetic information and disability status are protected categories under state civil rights law.
• Michigan law restricts mandatory union dues under its right-to-work framework, indirectly tied to employee choice and privacy.

Union & Collective Bargaining Rights

Michigan is not a right-to-work state, meaning employees can join or financially support a union as a condition of employment.

Private Sector

Federal NLRA protections apply, granting employees the right to organize, join unions, and engage in collective bargaining.

Public Sector

Public employees have collective bargaining rights under Michigan law, but the scope of negotiations is more limited than in some states.

Penalties for Non-Compliance

• Minimum Wage & Overtime: Employers may face back pay orders, liquidated damages, and attorney fee awards.
• Earned Sick Time Violations: Civil penalties and fines may apply for failing to provide or track sick leave.
• Discrimination: Employees may recover back pay, compensatory and punitive damages, and attorney fees through ELCRA enforcement.
• Workplace Safety: OSHA and MIOSHA can impose significant penalties for violations.

HR Notification & Documentation Checklist

✔ Accurately track employee work hours and overtime compliance
✔ Maintain records of earned sick time accrual (1 hour per 30 worked)
✔ Implement 120-day waiting period policy for new hires’ sick leave usage
✔ Provide required notices of sick time rights to all employees
✔ Monitor compliance with scheduled minimum wage increases (2025–2027)
✔ Ensure proper tipped wage calculations and documentation
✔ Track FMLA leave usage and provide required notices
✔ Maintain anti-discrimination and harassment policies under ELCRA
✔ Document safety training and maintain OSHA/MIOSHA compliance records
✔ Establish procedures for handling leave requests and accommodations
✔ Maintain accurate personnel files with access rights for employees
✔ Regularly review and update policies to reflect state and federal changes