Wyoming
Verified February 2026Wyoming Fair Employment Practices Act
Wyo. Stat. §§ 27-9-101 to 27-9-108
Wyoming does not have a state-level family or medical leave law that supplements the federal FMLA. For most employees in Wyoming, the right to unpaid, job-protected leave for serious health conditions or caregiving relies entirely on the federal Family and Medical Leave Act (FMLA). To qualify, you generally must work for an employer with 50+ employees and have worked there for at least 12 months.
Wyoming workers have anti-discrimination protections under the Wyoming Fair Employment Practices Act (FEPA), codified in Wyoming Statutes Title 27, Chapter 9. A notable feature is the very low employer threshold: the law covers employers with 2 or more employees, which is among the lowest in the nation. This means nearly every Wyoming worker has some level of state anti-discrimination protection. The Wyoming Department of Workforce Services enforces these protections and investigates complaints of workplace discrimination, including those based on disability and mental health conditions.
Despite this broad coverage, Wyoming’s enforcement mechanisms are more limited than those in many other states. The Department of Workforce Services investigates complaints, but workers must generally exhaust internal remedies before filing a state complaint. Wyoming does not have a dedicated human rights commission, which can make the complaint process less streamlined. The state also does not mandate paid sick leave and has not enacted supplementary leave laws for caregiving or family medical needs.
Even without a state leave law, Wyoming workers have protections through the combination of federal FMLA, the ADA, and Wyoming’s Fair Employment Practices Act. The very low employer-size threshold means that anti-discrimination protections extend to most workers in the state. Understanding which protections apply depends on your employer’s size, your length of employment, and the nature of your condition.
Employer Size
2+ employees
Leave Duration
N/A (no state leave law)
Paid Leave
Unpaid (job-protected)
Leave: Wyoming does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.
Anti-Discrimination: The Wyoming Fair Employment Practices Act covers employers with just 2 or more employees, one of the lowest thresholds in the nation (far below the federal ADA's 15). Despite broad coverage, the state has limited enforcement mechanisms compared to other states.
Additional Protections
Wyoming Fair Employment Practices Act
Prohibits employment discrimination based on disability and other protected classes for employers with 2 or more employees. This is one of the lowest employer thresholds in the nation, meaning nearly all Wyoming workers have state anti-discrimination coverage.
Wyo. Stat. § 27-9-105
Wyoming Workers’ Compensation
Covers workplace injuries for most employees through a state-run insurance fund. Wyoming’s system is unique in that it is administered by the state rather than private insurers. Mental health claims generally require a connection to a physical workplace injury.
Wyo. Stat. §§ 27-14-101 to 27-14-805
1. Request FMLA Leave (Federal)
Since Wyoming has no state leave law, eligible employees follow federal FMLA procedures:
- Notify your employer at least 30 days in advance for foreseeable leave.
- If leave is unforeseeable, notify as soon as possible (usually same or next business day).
- Follow your employer’s usual notice procedures for requesting leave.
- Provide medical certification if requested (usually within 15 days).
2. File a Disability Discrimination Complaint
- Verify your employer has 2+ employees and the incident is within 180 days.
- Attempt to resolve the matter through your employer’s internal grievance process first (Wyoming requires exhaustion of internal remedies).
- File a complaint with the Wyoming Department of Workforce Services by mail or in person.
- The Department will investigate and attempt to resolve the complaint through mediation.
Note: Wyoming has a work-sharing agreement with the federal EEOC. Filing with the state can also cover the federal claim, but you should confirm cross-filing has occurred.
Important Deadlines
- 30 days - FMLA advance notice for foreseeable leave
- 180 days - Deadline to file a discrimination complaint with the Wyoming Department of Workforce Services (must exhaust internal remedies first)
- 300 days - Deadline to file with the federal EEOC (extended because Wyoming DWS exists as a local agency)
- 10 days - Workers’ comp injury must be reported to employer in Wyoming
- 1 year - Deadline to file a workers’ compensation claim in Wyoming
Official Resources
Frequently Asked Questions
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