Kansas labor laws in 2025 continue to align closely with federal standards, offering a straightforward framework for employers and employees. While there have been no significant state-level changes this year, understanding the existing regulations is crucial for compliance and fair workplace practices.
Minimum Wage in Kansas
In 2025, Kansas adheres to the federal minimum wage rate of $7.25 per hour. This rate applies to most workers, including those in retail, hospitality, and agriculture sectors. Employers must ensure that employees receive at least this amount for all hours worked.
For tipped employees, the minimum wage is $2.13 per hour. However, if an employee’s total earnings (wages plus tips) do not meet or exceed the federal minimum wage, the employer is required to make up the difference.
Overtime Pay Regulations
Kansas follows the federal Fair Labor Standards Act (FLSA) regarding overtime pay. Non-exempt employees must be paid 1.5 times their regular hourly rate for all hours worked over 40 in a workweek. It’s important to note that Kansas law does not mandate overtime pay for hours worked beyond 8 in a single day unless the total weekly hours exceed 40.
Exemptions to overtime pay include employees in executive, administrative, or professional roles who meet specific criteria outlined by the FLSA.
Breaks and Meal Periods
Kansas law does not require employers to provide meal or rest breaks to adult employees. However, if an employer chooses to offer a meal or rest break lasting less than 30 minutes, it must be paid. Breaks longer than 30 minutes may be unpaid if the employee is fully relieved of duties during that time.
Leave Policies
Kansas labor law does not mandate paid or unpaid sick leave for private-sector employees. Employers are not required to provide paid vacation time or holiday leave either. However, many employers choose to offer these benefits to attract and retain employees.
Public employees in Kansas may be entitled to certain types of leave, such as military leave, jury duty leave, and bereavement leave, depending on their specific employment agreements and policies.
Child Labor Laws
Kansas adheres to federal child labor laws, which set restrictions on the employment of minors to ensure their safety and education. Children under 14 are generally prohibited from working, with some exceptions for certain types of work, such as acting or delivering newspapers.
Minors aged 14 and 15 may work limited hours in non-hazardous jobs, while those aged 16 and 17 have fewer restrictions but are still prohibited from working in hazardous occupations.
Employment Discrimination
Kansas law prohibits employment discrimination based on race, religion, color, sex, disability, national origin, and ancestry. These protections apply to employers with four or more employees. Additionally, Kansas law prohibits retaliation against individuals who oppose discrimination or participate in discrimination investigations or proceedings.
Employee Termination and Final Pay
Kansas is an “at-will” employment state, meaning that, in the absence of a contract, either the employer or the employee can terminate employment at any time, for any legal reason.
However, when an employee is discharged, Kansas law requires employers to pay all wages due by the next regular payday. This includes any accrued vacation or paid time off, depending on the employer’s policies.
Conclusion
While Kansas labor laws in 2025 largely mirror federal standards, both employers and employees need to be aware of these regulations to ensure compliance and fair treatment in the workplace. Staying informed about labor laws helps in maintaining a positive and legally compliant work environment.
