Summary of October 2025 Labor Law Updates for St. Louis, Missouri
Welcome to the October 2025 edition of the Missouri labor law roundup from HKM Employment Attorneys. This monthly update is designed for HR professionals, employers, and employees in Missouri who want to stay current on employment-law developments, workplace rights, and labor regulation changes in the state.
The labor-and-employment law landscape in Missouri continues to evolve, with notable developments in the area of state employee protections, minimum wage compliance and leave mandates. If you are monitoring Missouri workplace rights, employment policy updates or labor-law compliance, we at HKM Employment Attorneys are ready to assist. Please contact us at https://hkm.com if you have questions or need support interpreting these changes for your workforce or business.
Court rules Missouri can fire workers’ compensation judges like other state employees — Court Ruling
Date: October 23, 2025
Summary:
A decision by the Circuit Court in Cole County held that administrative law judges (ALJs) working for the state’s Missouri Division of Workers’ Compensation (DWC) do not have special employment protections beyond those afforded to typical state employees. Specifically, the judge found that although one ALJ (former state Representative Gina Mitten) argued she could only be fired following specific “no confidence” votes per statute, another statute governing executive-branch employment allows at‐will or no‐cause termination. Thus this ALJ will not be reinstated; another ALJ (Ryan Asbridge) who took a military deployment and had a pay cut likewise will not be compensated for the lost salary.
Missouri Independent
Implications:
Employers (in this case the State of Missouri) gain clarity: ALJs at the DWC are not shielded by a separate removal regime, and thus terminations can follow the general executive‐branch employment law.
For employers, this might reduce the perception of “hard to fire” status for ALJs in the DWC, but also signals that state employees should understand the interplay of statutes covering removal, performance review and at‐will employment.
For employees (state employees and ALJs): this case underscores the importance of reviewing applicable statutes (e.g., RSMo 36.025, RSMo 287.610) to understand what protections might or might not apply.
While not a “private employer” case, the decision is relevant for HR and legal teams in state agencies or entities interacting with the DWC, as it affects expectations around separation, tenure, pay duties during military deployment, and the interface of state employment law and administrative‐law judge status.
Reminder: Minimum Wage in Missouri remains $13.75/hour for 2025 — Regulatory/Statutory Update
Date: (Effective January 1, 2025; but reminder as of October)
Summary:
Under the statute implementing House Bill 567 (2025), the minimum wage for non‐exempt employees in Missouri is $13.75 per hour for 2025. The State published a reminder that tipped employees must receive at least 50 % of that rate plus sufficient tips to reach $13.75/hour.
Implications:
Private employers and non‐exempt workers must continue to use $13.75/hour as the minimum wage; although this is not new for October, it’s vital for payroll compliance and auditing. Employers should verify their tip‐credit arrangements align with this rate (i.e., maximum allowed credit is 50 % of $13.75).
The post-HB 567 regime eliminated some prior provisions (such as cost-of‐living automatic increases) for future years, so employers should plan accordingly.
Repeal of Earned Paid Sick Time Remains in Effect — Statutory Update
Date: Effective August 28, 2025 (reviewed in October)
Summary:
Proposition A (approved by Missouri voters in November 2024) had established mandatory earned paid sick time for most private-sector employees and a path to increased minimum wage. However, the legislature subsequently passed HB 567, signed July 10, 2025, which repealed the paid sick time requirement effective August 28, 2025. Employers may still choose to offer paid sick leave but are no longer required under that statute.
Implications:
Employers in Missouri should have updated their employee handbooks and leave policies by October to reflect that the mandatory paid sick time requirement is no longer in force.
For HR professionals and compliance teams: confirm that leave accruals (if any) for hours worked prior to August 28 are handled correctly, and that records reflecting past accruals are maintained.
For employees: although the statute was repealed, any accrued paid sick time under the previous law should still be honored by the employer if offered; however there is no ongoing mandate to accrue new time under that statute.
It remains advisable for employers to have a policy addressing sick/medical leave (even if voluntarily) and to clearly communicate how the change affects employees.
Conclusion: Looking Back on Missouri’s Labor Law Updates from October 2025
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, no‑fee‑unless‑we‑win 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.
