New Hampshire Employment Law Guide — Workplace Rights & Protections
At-will employment, discrimination, wages, harassment, and retaliation protections under New Hampshire 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
New Hampshire's primary employment protections come from the New Hampshire Law Against Discrimination (RSA 354-A) §354-A:7, which prohibits workplace discrimination based on age (18+), sex, race, creed, color, marital status, familial status, physical or mental disability, national origin, sexual orientation, gender identity — applies to employers with 6+ employees; adds sexual orientation, gender identity, marital status, and age 18+ (no upper limit) beyond federal law.
At-Will Exceptions
Recognizes public policy exception and limited implied contract exception; New Hampshire courts have recognized wrongful termination claims in a variety of circumstances.
Wages and Compensation
| New Hampshire Law | |
|---|---|
| Minimum Wage | $7.25/hr (matches federal minimum wage rate) §279:21 |
| Overtime | New Hampshire follows federal FLSA overtime rules: 1.5x regular rate for hours over 40 in a workweek §279:21 |
| Wage Payment | Employers must pay wages within 8 days after the end of the work week if paid weekly, or within 15 days after the end of the work week if paid biweekly; payment less frequently than biweekly (but at least once each calendar month) requires the labor commissioner's permission §275:43 |
| Final Paycheck | If fired, final wages due within 72 hours; if employee quits, due on the next regular payday §275:43 |
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Frequently Asked Questions
General answers to common questions. Specific outcomes depend on your facts and timing.
If you have a deadline, court notice, or upcoming hearing, mention it when requesting assistance so timing can be evaluated promptly.
- 180 days to file with the New Hampshire Commission for Human Rights; 300 days with EEOC through dual filing
- $7.25/hr (matches federal minimum wage rate)