The Idaho labor law guide

Idaho law states that all final wages by the next regularly scheduled payday or within 10 days of separation of employment, whichever comes first.

Final wages must be paid by the next regular payday or within 10 days of separation (excluding weekends and holidays), whichever is sooner. If the employee submits a written request for earlier payment, the employer must pay all wages due within 48 hours of receiving the request (excluding weekends and holidays).

Children ages 12 and 13 may work up to 9 hours per day, but only during periods of at least two consecutive weeks of school vacation.

When school is in session, minors 14 and 15 years of age may not work during school hours, more than 3 hours on school days, more than 18 hours in a school week, earlier than 7 a.m., or later than 7 p.m.

When school is not in session, they may not work more than 8 hours a day, more than 40 hours a week, earlier than 7 a.m., or later than 9 p.m.

Idaho does not impose maximum daily or weekly hour restrictions for minors 16 and 17 years of age. They may work the same hours as adults, with no state-law daily or weekly maximums; however, they may not work during school hours when school is in session.

Idaho does not require minors to obtain employment certificates or work permits.

Federal law prohibits employers from discriminating on the basis of race, color, age, sex (including sexual orientation and gender identity), religion, national origin, pregnancy, genetic information (including family medical history), physical or mental disability, military or veteran status, citizenship or immigration status, and other protected characteristics under applicable federal statutes.

Under the Idaho Human Rights Act (IHRA), state-level protections are narrower. Idaho law prohibits employment discrimination based on race, color, religion, national origin, sex, age (40 and older), and disability. The IHRA does not explicitly include sexual orientation, gender identity, pregnancy, or genetic information as protected classes under state law; those protections arise under federal law. The IHRA generally applies to employers with five or more employees, while most federal discrimination laws apply to employers with 15 or more employees.

Additionally, Idaho prohibits discrimination based on wage garnishment for consumer debt.

Click here to read our blog on what acceptable and unacceptable questions to ask during an interview.

Idaho is an employment-at-will state, which means that without a written employee contract, employees can be terminated for any reason at any time, provided that the reason is not discriminatory and that the employer is not retaliating against the employee for a rightful action.

Regarding employment and payroll data, under the Fair Labor Standards Act (FLSA) and others, you must:

For at least 3 years: keep payroll records, certificates, agreements, notices, collective bargaining agreements, employment contracts, and sales and purchase records. Also keep completed copies of each employee’s I-9 for three years after they are hired. If the employee works longer than three years, hold on to the form for at least one year after the employee leaves.

For at least 2 years: Keep basic employment and earning records like timecards, wage-rate tables, shipping and billing records, and records of additions to or deductions from wages. Also keep the records that show why you may pay different wages to employees of different sexes, such as wage rates, job evaluations, seniority and merit systems, and collective bargaining agreements.

For at least 1 year: The Equal Employment Opportunity Commission says employers should keep all employment records for at least one year from the employee’s date of termination.

Other record-keeping laws that may apply to you:

Under the Occupational Safety and Health Act, you need to keep records of job-related injuries and illnesses for five years. But some records, like those covering toxic substance exposure, have to be kept for 30 years.

You must keep files of benefit plans and seniority and merit systems while they are in effect and for at least a year after they end. You must also retain summary descriptions and annual reports of benefits plans for six years.

If your company is covered by the Family and Medical Leave Act, you must also retain relevant records of leaves, notices, policies, and more for three years.