Michigan Employment Law Guide — Workplace Rights & Protections
At-will employment, discrimination, wages, harassment, and retaliation protections under Michigan law.
An employment law claim — whether it involves discrimination, wage theft, wrongful termination, or retaliation — typically follows a complaint-and-investigation process before it ever reaches a courtroom. Most claims must first be filed with the EEOC or a state agency, which investigates and attempts to resolve the matter. If that does not work, the next step is litigation. The strength of your case depends heavily on documentation — what you can prove, and when you reported it.
Key Protections
Michigan's primary employment protections come from the Elliott-Larsen Civil Rights Act (ELCRA) §37.2202; §37.1202, which prohibits workplace discrimination based on race, color, religion, national origin, age, sex, sexual orientation, gender identity or expression (added by the 2023 amendments, eff. feb. 13, 2024), height, weight, marital status — coverage thresholds are set elsewhere in the act (confirm with a lawyer); adds height, weight, and marital status beyond federal law. disability discrimination in employment is covered separately by the persons with disabilities civil rights act, mcl § 37.1202, subject to that act's qualifications — confirm with a lawyer.
At-Will Exceptions
Recognizes public policy exception (Toussaint doctrine), implied contract exception based on employee handbooks or employer representations, and covenant of good faith and fair dealing exception (limited) — Michigan recognizes all three common-law exceptions §408.381.
Wages and Compensation
| Michigan Law | |
|---|---|
| Minimum Wage | $10.33/hr (effective February 21, 2025, following court-ordered increase per Mothering Justice v. Attorney General) §408.384 |
| Overtime | No separate state overtime law; federal FLSA overtime rules apply (1.5x regular rate for hours over 40 in a workweek) |
| Wage Payment | Employers must pay wages at least semimonthly on regular paydays; must provide wage statements §408.474 |
| Final Paycheck | Final wages due on the next regular payday following separation; all earned wages and accrued vacation (if employer policy provides) must be paid §408.474 |
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Frequently Asked Questions
General answers to common questions. Specific outcomes depend on your facts and timing.
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- $10.33/hr (effective February 21, 2025, following court-ordered increase per Mothering Justice v. Attorney General)