2006 | Domestic Violence/DV Protections, Employment Accommodations, Employment Discrimination
STATUS: Enacted
This law requires employers to provide leave to survivors of domestic violence for reasons associated with that status.
Read More2015 | Domestic Violence/DV Protections, Employment Accommodations, Employment Discrimination
STATUS: Enacted
This law prohibits an employer from terminating an employee for seeking a protective order.
Read More2003 | Domestic Violence/DV Protections, Employment Accommodations, Safe Leave
STATUS: Enacted
This law prohibits employment discrimination on the basis of survivor status, and requires employers to provide related leave and reasonable accommodations.
Read More2011 | Domestic Violence/DV Protections
STATUS: Enacted
This law bans employment discrimination on the basis of survivor status and requires employers to provide reasonable safety accommodations in the workplace.
Read More2011 | Domestic Violence/DV Protections
STATUS: Enacted
This law bans employment discrimination on the basis of survivor status and requires employers to provide reasonable safety accommodations in the workplace.
Read More2003 | Domestic Violence/DV Protections
STATUS: Enacted
This law requires employers to provide leave to survivors of sexual or domestic violence for reasons associated with that status.
Read More2024 | Leave, Paid Family Leave, Paid Sick Leave, Survivor Leave
STATUS: Enacted
A 2024 Michigan Supreme Court decision reestablished the original version of this law as adopted in 2018. The law requires employers to allow employees to use up to 72 hours of sick time per year for a variety of reasons.
Read More2024 | Fair Pay, Minimum Wage, Retaliation
STATUS: Enacted
A 2024 Michigan Supreme Court decision reestablished the original version of this law as adopted in 2018. The law gradually raises the minimum wage to $12/ hour by 2028, and gradually increases the minimum tipped wage to match the minimum wage by 2029.
Read More2024 | Fair Pay, Pay Secrecy Prohibitions, Pay Transparency, Remedies Fair Pay, Retaliation, Salary Range
STATUS: Enacted
This law requires employers with 25 or more employees to include the pay range in any job posting. It also requires employers with 100 or more employees to file federal EEO reports with the state.
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