How many of Michigan’s employment laws apply to your business?
Find out in 2 minutes — free, no signup required.
Run Free Audit →
Michigan Employment Law Compliance Guide for Small Businesses
Medium Complexity
Michigan's Improved Workforce Opportunity Wage Act requires paid sick leave for employers with 50+ employees. Michigan also has specific protections for whistleblowers and restrictions on employer access to employee social media accounts.
Key Numbers
TIPPED WAGE
$3.84 (tip credit allowed)
Compliance Requirements
✓No Pay Transparency Law
Michigan does not currently require salary ranges in job postings. Federal contractors may still have obligations.
⚠Paid Leave Mandatory
Employers must provide paid sick leave (and potentially paid family/medical leave). You must track accrual, provide notice, and display updated workplace posters.
★Tip Credit: $3.84 (tip credit allowed)
Employers may pay tipped employees a reduced cash wage if tips bring total compensation to at least the minimum wage.
Federal Thresholds That Apply in Michigan
These federal requirements apply to all Michigan employers based on headcount:
1+ employees: FLSA (wage and hour), IRCA (I-9 verification), EPPA (polygraph), USERRA (military leave)
15+ employees: Title VII (discrimination), ADA (disability), GINA (genetic information), Pregnant Workers Fairness Act
20+ employees: ADEA (age discrimination), COBRA (health continuation)
50+ employees: FMLA (12 weeks unpaid leave), ACA (affordable health coverage or $2,880/employee penalty), EEO-1 reporting
100+ employees: WARN Act (60-day notice for mass layoffs)
Find out exactly where your Michigan business is exposed
Run our free compliance audit in 60 seconds. Get a personalized risk report with specific findings and estimated financial exposure.
Run Free Compliance Audit
Free Compliance Check
Does your business meet Michigan’s requirements?
Answer 6 questions. Get a personalized risk report with every gap and estimated financial exposure — free.
Run My Free Audit →
This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a licensed attorney for advice specific to your business. Last updated March 2026.