Workplace Issues in Idaho

Workers have 300 days from the date of the discriminatory act to file a complaint with the Idaho Human Rights Commission. Idaho has a work-share agreement with the EEOC, so charges filed with one agency are typically dual-filed with the other. After the investigation, you may request a right-to-sue notice.

Idaho's Human Rights Act does not expressly protect sexual orientation or gender identity as state-protected classes. Workers in Idaho may, however, rely on the U.S. Supreme Court's decision in Bostock v. Clayton County, which held that Title VII's prohibition on sex discrimination includes discrimination based on sexual orientation and gender identity at the federal level.

Idaho's minimum wage is $7.25 per hour, matching the federal minimum wage. Idaho has not enacted a higher state minimum wage, and the state preempts local governments from setting higher local minimum wages.

Idaho courts have recognized narrow exceptions including an implied contract exception (based on specific employer representations) and a public policy exception for dismissals that violate a clearly expressed statutory or constitutional policy. These exceptions are applied narrowly compared to more employee-protective states.