Michigan continues to be a destination for industrial innovation and professional relocation, supported by a diverse economy and a robust workforce. From a compliance perspective, Michigan presents a unique landscape that integrates federal requirements with specific state-level mandates related to paid leave, safety, and civil rights.

Responsibility for enforcing these critical regulations is shared among several key agencies, including the Michigan Department of Labor and Economic Opportunity (LEO), the Michigan Occupational Safety and Health Administration (MIOSHA), and the U.S. Department of Labor.

Minimum wage & pay requirements

Michigan enforces state-specific wage and labor standards under the Improved Workforce Opportunity Wage Act. To mitigate legal risk and ensure operational excellence, HR leadership should prioritize the following compliance pillars:

• Jurisdictional rate alignment: Michigan maintains its own minimum wage requirements, if federal law provides a higher standard of protection, the employer must adhere to the higher standard.
• Youth employment: Specific hour restrictions and documentation requirements apply to the employment of minors.
• Record-keeping: HR teams should maintain rigorous records of hours worked and wages paid to ensure transparency and audit readiness.

Where federal standards provide greater employee protections, employers should adopt the more stringent requirement to ensure comprehensive legal compliance.

Paid medical leave

Michigan’s Paid Medical Leave Act (PMLA) requires covered employers to provide paid time off, distinguishing the state from many others. To ensure full compliance, organizations should observe the following requirements:

• Permissible use: Management should ensure that leave is available for personal or family health needs, recovery related to domestic violence, or mandated public health closures.
• Documentation: Employers are required to maintain accurate records of leave provided and ensure that employees have clear access to their leave balances.

Workplace safety & MIOSHA

Safety compliance in Michigan is governed by MIOSHA, which often imposes requirements beyond federal OSHA standards. MIOSHA guidelines suggest that employers should adhere to the following core responsibilities to ensure compliance and prioritizes personnel safety:

• Employer obligations: Organizations must provide a safe and healthy workplace, conduct comprehensive hazard training, display the MIOSHA safety poster, and maintain detailed injury and illness logs.
• Industry specifics: Depending on the sector, additional safety standards may apply to protect the workforce and maintain legal standing.

Required compliance postings 

Michigan mandates that employers maintain the visibility of several state-specific notices to ensure workforce transparency. To remain compliant, HR and mobility teams should ensure the following posters are displayed in conspicuous communal areas:

• Michigan minimum wage & overtime poster: Outlines requirements under the Improved Workforce Opportunity Wage Act.
• Paid medical leave act (PMLA) poster: Details employee rights regarding accrued medical leave.
• Unemployment insurance notice: Provides essential information for transitional support.
• Youth employment standards act poster: Required for any organization employing minors to ensure age-appropriate labor practices.
• MIOSHA safety & health poster: Communicates workplace safety standards and reporting procedures.
• Civil rights and anti-discrimination poster: Highlights Michigan’s protections against workplace bias.
• Whistleblower protection act poster: Outlines legal safeguards for employees reporting non-compliance.

Note: These state-mandated notices are available at no cost through official state agencies. Organizations must also continue to display all federal posters, including FLSA, OSHA, EEO, and FMLA (where applicable), to satisfy comprehensive posting requirements.

Employment record maintenance

Michigan law emphasizes rigorous documentation to protect both the organization and its employees. For mobility teams transitioning staff into the state, establishing a localized record-keeping framework is essential. Employers are required to maintain accurate logs of:

• Time and compensation: Detailed tracking of hours worked and total wages paid to ensure alignment with state-mandated thresholds.
• Leave: Comprehensive records of leave provided, particularly in accordance with Michigan’s paid medical leave requirements.
• Youth employment documentation: If minors are part of the workforce, specialized documentation must be kept on file.
• Safety and incident logs: Maintaining training records and incident reports is vital for MIOSHA compliance and audit readiness.

All records should be readily accessible, as they must be made available to state inspectors upon request. Utilizing a centralized platform such as MOVEPLUS™ helps mobility teams document these local requirements and coordinate with legal and tax partners as regional regulations evolve.

Anti-discrimination & civil rights compliance

Michigan maintains robust employee protections, prohibiting discrimination across a broad range of protected classes. To promote a compliant and equitable workplace, HR and mobility teams should align their fair employment practices with the Elliott-Larsen Civil Rights Act and the Persons with Disabilities Civil Rights Act.

Michigan law prohibits workplace discrimination based on race, colour, religion, national origin, sex, age, disability, genetic information, and marital status.

Employers are required to display the state’s official civil rights poster in a conspicuous location to remain in good standing. When relocating employees from states with differing protected classes, employers are encouraged to review internal handbooks to ensure they reflect Michigan’s specific protections.

The MOVEPLUS™ Platform can assist organizations and global mobility teams in centralizing state-specific compliance documents and coordinating with legal partners to help keep fair employment practices up to date across all jurisdictions.

Summary of compliance 

Michigan combines federal foundations with state-specific safety and leave mandates to promote a transparent work environment. To maintain a legally sound workplace, HR and mobility teams should ensure that:

• Labor law postings: Both state-mandated and federal notices are displayed in conspicuous communal areas.
• Wage and leave governance: Payroll and leave administration systems align with Michigan’s specific wage laws and paid medical leave rules.
• MIOSHA safety standards: Organizations provide safe working conditions that align with MIOSHA’s health and safety protocols.
• Record integrity: Accurate employment records are maintained to facilitate state inspections and audit readiness.
• Civil rights protections: All employment practices uphold Michigan’s anti-discrimination and civil rights standards.

Monitoring updates through official Michigan LEO and MIOSHA sources is recommended to mitigate risk and protect the workforce. For mobility teams, reviewing how Michigan fits into a broader organizational framework helps avoid confusion during employee transitions.