July 2026 Labor Law Updates for St. Louis, Missouri
July brought several notable developments in Missouri labor law, including federal rulings on retaliation and employment arbitration and new legislation expanding protections for employees serving in the National Guard. This July 2026 employment update from HKM Employment Attorneys highlights developments that Missouri employees, employers, HR professionals, and compliance leaders should know.
At-a-Glance Overview
- A federal court allowed age-retaliation claims against a Missouri-based employer to proceed while dismissing disability-retaliation claims arising from the same employee complaints.
- A federal court ordered an employee’s Fair Labor Standards Act retaliation claim into arbitration, finding the employment agreement enforceable.
- Missouri enacted HB 2593, expanding certain military-leave protections and enforcement rights for National Guard members.
The July 2026 employment update highlights important developments involving workplace retaliation, arbitration agreements, and military-service protections in Missouri. Employees and employers with questions about Missouri labor law or workplace rights can contact HKM Employment Attorneys for guidance about their legal options and obligations.
Priolo v. EquipmentShare.com, Inc. — Age and Disability Retaliation Ruling
Date: July 29, 2026
Case No.: 2:25-cv-04013-MDH
Summary:
In Priolo v. EquipmentShare.com, Inc., the U.S. District Court for the Western District of Missouri considered retaliation claims under the Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), and Missouri Human Rights Act (MHRA). Plaintiff Searra Priolo, a senior recruiter for Columbia, Missouri-based EquipmentShare, alleged that she repeatedly raised concerns about the company’s hiring practices, including an allegation that a manager declined to hire a candidate because he was “too old.” She was terminated several weeks after reporting her concerns to a supervisor and HR.
The court found sufficient evidence for Priolo’s ADEA and MHRA age-retaliation claims to proceed. Among other things, the court pointed to evidence that she specifically reported an allegedly age-based hiring decision, the short period between her complaint and termination, and factual disputes over whether the company’s stated reasons for firing her were pretextual. However, the court granted summary judgment to EquipmentShare on her ADA and MHRA disability-retaliation claims. Priolo’s more general concerns that the company’s DISC personality assessment might disadvantage people with disabilities were insufficient to establish that she reasonably believed the assessment violated disability-discrimination laws.
Implications:
The decision illustrates an important distinction in Missouri workplace retaliation cases: employees do not necessarily need to prove that the underlying discrimination actually occurred, but their opposition generally must concern conduct they reasonably believe violates an employment-discrimination law. Specific complaints about an allegedly age-based hiring decision may receive statutory protection where broader concerns that a practice seems unfair or potentially discriminatory may not. Missouri employers should also take particular care when adverse employment actions closely follow internal discrimination complaints.
Reed v. LTN Global Communications, Inc. — FLSA Arbitration Ruling
Date: July 6, 2026
Case No.: 4:26-cv-00149-DGK
Summary:
In Reed v. LTN Global Communications, Inc., the U.S. District Court for the Western District of Missouri addressed an employee’s Fair Labor Standards Act retaliation claim. David Reed, who worked as an audio specialist at the company’s Liberty, Missouri, location, alleged that LTN Global Communications fired him for making protected complaints concerning overtime pay. The employer sought to enforce an arbitration provision contained in Reed’s employment agreement.
The court concluded that the arbitration agreement was valid and covered Reed’s FLSA claim. It therefore ordered the parties to arbitration. Rather than dismissing the lawsuit outright, however, the court stayed the federal case while arbitration proceeds, consistent with U.S. Supreme Court precedent governing cases subject to mandatory arbitration.
Implications:
The ruling is a reminder that arbitration agreements can significantly affect how Missouri wage-and-hour disputes are resolved, including claims that an employer retaliated against a worker for raising overtime concerns. Employees should review arbitration provisions carefully when evaluating their options after a workplace dispute, while employers should ensure that employment arbitration agreements are properly drafted and enforceable.
Missouri HB 2593 Expands Military Leave and National Guard Protections — Legislation
Date: July 9, 2026
Summary:
Governor Mike Kehoe signed HB 2593, a broad military-affairs bill that includes several provisions affecting employment rights. The law expands from 120 to 160 hours per federal fiscal year the amount of military leave certain Missouri public employees may take for qualifying military duties without losing pay, regular leave, efficiency ratings, or other employment rights and benefits. The legislation is scheduled to take effect August 28, 2026.
HB 2593 also extends certain protections associated with the federal Servicemembers Civil Relief Act to Missouri National Guard members and Missouri employees who serve in another state’s National Guard when they are on qualifying state duty for more than 30 days. Covered National Guard members may bring legal actions for violations of these protections, and the Missouri Attorney General is authorized to bring actions against employers as well.
Implications:
The legislation strengthens Missouri workplace rights for employees who perform National Guard service and creates additional potential consequences for employers that fail to comply with applicable protections. Public employers should update military-leave policies to account for the expanded 160-hour entitlement, while employers more broadly should review procedures for employees who leave work for qualifying National Guard service before the law takes effect.
Conclusion: Looking Back on Missouri’s Labor Law Updates from July 2026
With Missouri courts increasingly refining protections around wrongful termination, workplace discrimination, wage-and-hour violations, whistleblower claims, and hostile work environments, having dedicated local counsel is more crucial than ever. At HKM Employment Attorneys in St. Louis, our largest plaintiff-side employment law office in the region has recovered over $250 million for employees since 2003 and handles everything from breaching contracts and data breach cases to FMLA/ADA accommodations and ethics investigations. Our St. Louis-based team—including veteran attorneys Kevin Dolley, Jeff Hackney, and S. Cody Reinberg—brings aggressive advocacy combined with personalized client guidance. If recent case trends in St. Louis resonate with your own experience, reach out to our St. Louis office today to see how we can help protect your workplace rights and pursue justice on your behalf.
