Labor Law Requirements

• Unemployment Insurance (Required)
• Workers’ Compensation (Required)
• Equal Opportunity (Recommended)

• Family and Medical Leave (Required)
• Equal Employment Opportunity (Required)
• USERRA (Required)
• OSHA (Required)
• Federal Minimum Wage (Required)
• Polygraph Protection Test (Required)

Recent Changes

Workers Compensation - July 2012

Mississippi has amended its Workers’ Compensation law. In the new amendment is a requirement to post, in addition to the regular notice of coverage an explanation of benefits based on the amendment.This is a material substantive change and a new, All–In-One poster is required.

Worker's Compensation - July 2012

Mississippi has amended its Workers’ Compensation law. In the new amendment is a requirement to post, in addition to the regular notice of coverage an explanation of benefits based on the amendment. This is a material substantive change and a new, All–In-One poster is required.

Equal Opportunity - November 2010

Non-substantive contact information has been updated and added to the Equal Opportunity notice.

Spanish Poster - August 2010

We are now offering the Mississippi AIO in Spanish.

Unemployment Insurance - August 2009

Mississippi has released a completely reformatted Unemployment Insurance notice. The updated notice changes the title from Job Insurance to Unemployment Insurance and provides the web address to file a claim online. They have also added a phone number to a program that has auxiliary aids and services upon request to individuals with disabilities.

E-Verify - July 2008

Beginning on July 1, 2008, all State agencies, public contractors and subcontractors, and all private employers with 250 or more employees must begin using E-Verify to check the employment eligibility of all new hires. Private employers with 100-249 employees have until July 1, 2009 to begin using E-Verify, and those with 30 to 99 have until July 1, 2010. All remaining employers must begin using E-Verify by July 1, 2011. Penalties for non-compliance with this law include cancellation of state or public contracts, ineligibility for state or public contracts for up to 3 years, and revocation of a business license for up to 1 year. However, the use of E-Verify does provide a safe harbor from non-willful violations of the Act. Finally, the law creates a cause of action for discharged employees if they can show that they were discharged at a time when an unauthorized worker was continued in employment by the employer. The statute expressly provides the individual has a cause of action against the employer for damages as a result of this "discrimination."
E-Verify is a separate poster available for free download in our Specialty Poster section and is NOT included on the MS All-In-One poster. You must post an E-Verify Participation poster and a Right to Work notice. Both posters are required to be posted in English and Spanish.