How to Hire a New Employee in Missouri (2026)
Reviewed by DocDraft Legal Team · Missouri · Last updated 2026-05-18
Every Missouri hire opens a parallel set of state and federal obligations on wages, reporting, and worker classification. In Missouri, $15.00 per hour effective January 1, 2026 (up from $13.75); tipped cash wage $7.50 (50% of state minimum); applies to private employers with $500K+ annual gross receipts and to public employers. The statutory anchor is Mo. Rev. Stat. section 290.502. The Missouri new-hire reporting URL is published by the state with the report due employers are required to report newly hired employees within 20 calendar days of the hire date. The sections below explain the Missouri rules on UI registration, workers'-compensation, E-Verify, mandatory posters, and at-will status from a single state-by-state vantage.
Key Considerations
Missouri sets its minimum hourly rate by an inflation-indexed schedule set by ballot measure or statute. $15.00 per hour effective January 1, 2026 (up from $13.75); tipped cash wage $7.50 (50% of state minimum); applies to private employers with $500K+ annual gross receipts and to public employers. The governing authority is Mo. Rev. Stat. section 290.502 (Proposition A, 2024). Note: HB 567 (2025) eliminated the annual CPI adjustment after 2026 and removed the paid sick leave component.
After offer acceptance, two state portals are in play. New-hire reporting in Missouri is filed via the state agency Employers are required to report newly hired employees within 20 calendar days of the hire date. Unemployment insurance registration is filed via the state agency
Missouri treats workers' comp, E-Verify, and at-will employment as three separate compliance levers. Workers' comp: 5 E-Verify: All public employers shall enroll and actively participate in a federal work authorization program. At-will: Missouri follows the Employment-At-Will doctrine. This means that both the employer and employee can terminate the employment relationship at any time and for any reason, as long as there is: No employment contract being broken. No discrimination under civil rights laws (based on race, color, age, national origin, religion, ancestry, sex, or physical/mental disability) No merit laws apply, or. The state's limited public policy exception does not apply.
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Relevant Documents
A Missouri employer handles a layered document stack at hire. Federal layer: Form I-9 and Form W-4. State layer: any Missouri withholding addendum tied to the state revenue agency, the Missouri new-hire report via the state agency (Employers are required to report newly hired employees within 20 calendar days of the hire date.), and workers' compensation enrollment paperwork (5). The state minimum-wage anchor is Mo. Rev. Stat. section 290.502 (Proposition A, 2024). Note: HB 567 (2025) eliminated the annual CPI adjustment after 2026 and removed the paid sick leave component.
Employee Handbook
A comprehensive document outlining company policies, procedures, work rules, benefits, and expectations. Provides important information to new employees and serves as a reference for all staff.
Employment Application Form
A standardized form for collecting information from job applicants including work history, education, skills, and references. This helps employers make informed hiring decisions and serves as documentation of the hiring process.
Employment Contract
A comprehensive legal agreement between employer and employee detailing all terms and conditions of employment including duties, compensation, benefits, termination procedures, and confidentiality requirements.
Employment Offer Letter
A formal document outlining the terms of employment including position, salary, benefits, start date, and other conditions. This establishes clear expectations and serves as evidence of the employment agreement.
Non-Compete Agreement
A contract that restricts an employee from working for competitors or starting a competing business for a specified period after employment ends. Enforceability varies significantly by state.
Non-Disclosure Agreement
Protects your confidential information, trade secrets, and intellectual property that you may need to share with the manufacturer during the course of your relationship. This should be signed before detailed discussions begin.
Relevant Laws
Missouri Human Rights Act (MHRA)
Prohibits employment discrimination based on race, color, religion, national origin, ancestry, sex, disability, and age (40-69). Employers with 6 or more employees must comply. Relevant when creating job descriptions, during interviews, and making hiring decisions to avoid discriminatory practices.
Missouri E-Verify Requirements
Missouri requires public employers and businesses with government contracts/grants exceeding $5,000 to use E-Verify to confirm employee eligibility to work in the US. Private employers are encouraged but not required to use E-Verify unless they receive state contracts or grants.
Missouri New Hire Reporting
Employers must report all newly hired employees to the Missouri Department of Revenue within 20 days of hire. This information is used for child support enforcement and to prevent unemployment insurance fraud.
Missouri Minimum Wage Law
As of 2023, Missouri's minimum wage is $12.30 per hour. Employers must pay at least this amount unless specifically exempted. This rate is adjusted annually based on the Consumer Price Index.
Missouri Workers' Compensation Law
Employers with five or more employees (or any construction industry employers) must provide workers' compensation insurance. New employees should be informed about workers' compensation coverage and procedures for reporting workplace injuries.
Missouri Unemployment Insurance
Employers must register with the Missouri Department of Labor for unemployment insurance tax purposes. This is required within the first 10 days of becoming liable for unemployment insurance taxes.
Federal Form I-9 Requirements
Though a federal requirement, Missouri employers must complete Form I-9 for each new employee to verify identity and employment authorization within 3 business days of the employee's first day of work.
Regional Variances
Major Metropolitan Areas
St. Louis has a local minimum wage ordinance that was preempted by state law in 2017. Employers must follow the Missouri state minimum wage. Additionally, St. Louis has a 'ban the box' ordinance that prohibits employers from inquiring about criminal history on initial job applications for positions within the city limits.
Kansas City has enacted its own 'ban the box' ordinance that applies to employers with 6 or more employees, prohibiting criminal history questions on job applications. The city also has specific requirements for providing accommodations for pregnant workers that may exceed state requirements.
Columbia has a comprehensive human rights ordinance that prohibits employment discrimination based on sexual orientation and gender identity, providing broader protections than Missouri state law, which does not explicitly include these categories.
County-Specific Regulations
Jackson County has specific requirements for employee background checks that differ from other parts of the state. Employers must follow specific notification procedures when conducting background checks on potential employees.
St. Louis County has enacted its own employment discrimination ordinance that includes protections based on sexual orientation and gender identity. The county also has specific requirements for employee break times that may differ from state standards.
Special Economic Zones
Missouri has designated Enterprise Zones throughout the state where employers may qualify for special tax incentives when hiring local residents. These zones have specific reporting requirements for new hires that differ from standard state procedures.
Springfield has local ordinances affecting employment in certain industries, particularly manufacturing and healthcare. Employers in these sectors may face additional compliance requirements for new hires related to safety training and certification verification.
Suggested Compliance Checklist
Complete the state new-hire report
On hire days after startingMissouri's portal: consult the state agency Employers are required to report newly hired employees within 20 calendar days of the hire date.
Set up state UI tax registration
Before first payroll days after startingIn Missouri this runs through the state agency
Run withholding setup at hire
Before first hire days after startingFederal Form W-4 is required for every employee. The Missouri state withholding addendum (where the state operates a separate income-tax withholding regime) is required in addition.
Handle Form I-9 employment verification at onboarding
On hire days after startingThe worker completes Section 1 by their first day; the employer verifies documents and signs Section 2 within 3 business days of hire.
Decide on workers' compensation coverage
On hire days after startingThe Missouri rule: 5
Decide on E-Verify enrollment for Missouri hires
Before hire days after startingAll public employers shall enroll and actively participate in a federal work authorization program.
Document the at-will employment posture in the offer letter and any employee handbook
Before first hire days after startingIn Missouri: Missouri follows the Employment-At-Will doctrine. This means that both the employer and employee can terminate the employment relationship at any time and for any reason, as long as there is: No employment contract being broken. No discrimination under civil rights laws (based on race, color, age, national origin, religion, ancestry, sex, or physical/mental disability) No merit laws apply, or. The state's limited public policy exception does not apply.
Display the Missouri mandatory employment posters at the worksite
Before hire days after startingconsult the relevant state agency on mandatory posters
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Complete the state new-hire report | Missouri's portal: consult the state agency Employers are required to report newly hired employees within 20 calendar days of the hire date. | - | On hire |
| Set up state UI tax registration | In Missouri this runs through the state agency | - | Before first payroll |
| Run withholding setup at hire | Federal Form W-4 is required for every employee. The Missouri state withholding addendum (where the state operates a separate income-tax withholding regime) is required in addition. | - | Before first hire |
| Handle Form I-9 employment verification at onboarding | The worker completes Section 1 by their first day; the employer verifies documents and signs Section 2 within 3 business days of hire. | - | On hire |
| Decide on workers' compensation coverage | The Missouri rule: 5 | - | On hire |
| Decide on E-Verify enrollment for Missouri hires | All public employers shall enroll and actively participate in a federal work authorization program. | - | Before hire |
| Document the at-will employment posture in the offer letter and any employee handbook | In Missouri: Missouri follows the Employment-At-Will doctrine. This means that both the employer and employee can terminate the employment relationship at any time and for any reason, as long as there is: No employment contract being broken. No discrimination under civil rights laws (based on race, color, age, national origin, religion, ancestry, sex, or physical/mental disability) No merit laws apply, or. The state's limited public policy exception does not apply. | employment-offer-letter | Before first hire |
| Display the Missouri mandatory employment posters at the worksite | consult the relevant state agency on mandatory posters | - | Before hire |
Frequently Asked Questions
$15.00 per hour effective January 1, 2026 (up from $13.75); tipped cash wage $7.50 (50% of state minimum); applies to private employers with $500K+ annual gross receipts and to public employers The statutory anchor is Mo. Rev. Stat. section 290.502 (Proposition A, 2024). Note: HB 567 (2025) eliminated the annual CPI adjustment after 2026 and removed the paid sick leave component.
Missouri requires the new-hire report to be filed Employers are required to report newly hired employees within 20 calendar days of the hire date. The state portal is the state agency website. The federal anchor for the report itself is the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) of 1996.
In Missouri, the E-Verify posture for private employers is: All public employers shall enroll and actively participate in a federal work authorization program. Federal contractors with a FAR E-Verify clause must still use E-Verify regardless of state law.
Other Missouri guides
Setting Up a Business Partnership in Missouri (2026)
Small Business Loan Guide for Missouri (2026)
Setting Up a Manufacturing Relationship in Missouri (2026)
Landlord Rules in Missouri: Renting Out Property (2026)
How to File a Small Claims Lawsuit in Missouri (2026)
How to Dispute a Bill in Missouri (2026)
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