kentucky travel for work laws

Key Features

• GPS Time Clock Accurate time tracking made easy for workers
• Scheduling Ensure your crew always knows where to be and what to do
• Job Tracking Effortlessly monitor and oversee job progress
• Job Costing Accurately capture exact labor costs for each job
• Reporting Get key insights on how to optimize your workforce
• Labor Compliance Protect your business from costly labor disputes
• Integrations Integrate your key systems & workflows in minutes
• (650) 332-8623
• Help Center Find simple answers to any question about Workyard
• Developer API Connect & build integrations with our easy-to-use API
• About Us How Workyard came to be, our beliefs & who we are
• Blog Explore the latest on productivity, HR & more

Tools + Guides

• Employee Time Tracking Guide
• Free Construction Templates
• Construction Management Guide
• Field Service Management Guide
• Compare: Contractor Software Reviews
• Contact Sales
• Contact sales

Kentucky Labor Laws: A Complete Guide to Wages, Breaks, Overtime, and More (2024)

• 10 min read
• Published : November 6, 2023

Joseph Iyanu

• November 6, 2023

U.S. Labor Laws

• Tennessee Labor Laws
• Florida Labor Laws
• Kentucky Labor Laws
• Texas Labor Laws
• Connecticut Labor Laws
• Minnesota Labor Laws
• Georgia Labor Laws
• Alabama Labor Laws

Ensure Labor Law Compliance With Workyard

In Kentucky, fondly known as the Bluegrass State, the state government provides certain rules and regulations that dictate how a business can and should be run. Understanding these rules and regulations is important for navigating the intricacies of doing business while empowering employers and employees alike.

Kentucky labor laws are panoramic, cutting across the board and controlling several parts of business ranging from hiring ethics or practices to breaks, leaves, and employee pay.

Whether you are an employer looking to stay on the right side of the law while you do business or an employee looking to understand their rights, understanding lawful practices regarding labor and business in Kentucky is a must-have advantage.

This guide, a part of a 50-state series about labor laws, aims to help you achieve that, regardless of the industry you work in as part of the Kentucky workforce.

From details about wages and benefits to essential information about overtime regulations, this guide provides everything you need to know to create or enjoy a productive work environment.

Meals and Breaks in Kentucky

Kentucky employers are legally mandated to provide a meal break of at least 20 minutes to employees who work for at least 7.5 hours. This break must be provided to the employee between the 3rd and 5th hour of the workday as long as there is no mutual agreement stating otherwise. Additionally, this break can last for a reasonable length, such as 30 minutes.

Employers can choose not to compensate their workers for this break if they are fully relieved of their duties. However, all breaks that are less than 20 minutes should be paid.

Another break that is mandated is the rest break. According to Kentucky law, employees within the state must be eligible for a rest period of at least 10 minutes per every 4 hours of work.

Employees can choose to waive their breaks, but this should be written and documented.

Leave and Paid Time Off (PTO) in Kentucky

Kentucky state-specific laws also regulate the types of leaves that employees are mandated to have and those that they are not. These laws also describe in detail if compensation must be offered.

According to Kentucky labor law, employees should not suffer negative consequences upon their return to work after a required leave. This safeguards employee jobs while they get essential time off from work.

The required employee leave types include:

Kentucky employers are legally mandated to provide a meal break of at least 20 minutes to employees who work for at least 7.5 hours . This break must be provided to the employee between the 3rd and 5th hour of the workday as long as there is no mutual agreement stating otherwise. Additionally, this break can last for a reasonable length, such as 30 minutes.

Family and medical leave

This is offered to employees under the Family and Medical Leave Act (FMLA). FMLA states that all employees are eligible for 12 weeks of unpaid, job-protected leave within one year to attend to household medical-related issues. 

These issues may include:

• Care of the employee's serious health condition
• Care of an immediate family member with a serious health condition
• Care of the employee's newly-born child
• Placement for adoption/foster care of a child with the employee
• Any difficulty due to the employee's immediate family member is a covered military member on active duty

An employee is only considered eligible for this leave if they have worked for at least a year and 1250 work hours. Additionally, this law only applies to employers with more than 50 employees.

If the employee’s sick family member is a member of the Armed Forces with a severe health condition or injury, the employee is eligible for up to 26 weeks of job-protected leave. However, this sick family member must be the employee’s spouse, parent, child, or next of kin.

Sometimes, an employee might be summoned to perform jury duty. When this happens, the employer must provide permission for the employee to be absent from work without any risk of job loss or being penalized.

Voting Leave

All Kentucky employers must provide at least 4 hours of voting time leave to all employees without penalization of the employees in question. The only exception to this rule is if the employer can prove that the employee didn’t cast their vote during this leave, in which case the employee can be penalized.

Military Leave

Kentucky employers must provide employees a leave of absence to serve in The Armed Forces, The National Guard, or The state militia. This leave is regulated by federal law.

The rule also states that upon the employee’s return, they must be provided with some pay increases and other benefits like they have been present at work the whole period.

Additionally, Kentucky has a law that offers members of the Kentucky National Guard a leave, not only for active duty but all necessary training.

Emergency Response Leave

For every employee who wants to take time off work to respond to or assist in an emergency, employers must provide an emergency response leave. This leave is offered to any employee who performs any of the following roles:

• Volunteer firefighter
• Rescue squad
• Emergency medical technician
• Law enforcement (peace officer)
• Emergency management agency employee

Employers may request proof of emergency role in the form of a letter from the supervisor or an institution where the employee performed the emergency work. However, the volunteering employee must not be penalized.

For an emergency response leave, employees can decide if the leave should be paid or not. Additionally, if an employee suffers an injury while serving at their emergency task, they are eligible for up to 12 months of leave, during which the employer cannot lay them off.

Witness Leave

If an employee is summoned as a witness in any court case, the employer is legally required to provide paid or unpaid leave. Additionally, the employer cannot punish such an employee. However, the employer may request proof that the employee was present as a witness in the court. This proof often comes in the form of a court certificate.

Adoption Leave

If any employee is in the process of adoption, the employee must provide up to 6 weeks of leave, during which the employee can settle custody and perform all necessary activities.

Kentucky Non-Required Leave

Likewise, there are several categories of leave or time off that an employer is not required by law to provide. However, the employer might choose to offer them as employee benefit. If the employer chooses to offer these leaves to employees, it is important to state all details and mutual agreement in the employee contract.

These non-required leave types include:

• Vacation leave
• Holiday leave
• Bereavement leave

Overtime Regulations in Kentucky

In Kentucky, any number of work hours that exceeds 40 hours per week counts as overtime for full-time employees who work 9-5.

When this occurs, employees are entitled to one-and-a-half times their regular wage rate. For minimum-wage employees in Kentucky, this amounts to an hourly wage of $10.875.

Kentucky state law also stipulates that if an employee works for 7 consecutive days, all hours worked on the 7th day will be treated as overtime.

Overtime Exceptions

There are some cases in which certain professionals are exempt from the overtime rule. This includes:

• Individuals working in administration, provided not more than 20% of the time is spent on activities unrelated to the position, e.g. accountants
• Individuals who are executives and who directly manage at least two employees
• Professionals with advanced skill and extensive knowledge e.g. certified teachers
• Sales representatives

Besides these government-approved exemptions, Kentucky state law exempts certain occupations from overtime pay . These occupations include:

• Agriculturists
• U.S. government employees
• People employed in domestic service in a private home
• Babysitters in the employer's home
• Companions of an elderly, sick, or convalescing person
• Newspaper delivery people
• People working in organized non-profit camps, religious, or educational centers (provided they are not open for work more than 7 months in a calendar year)
• Employees in a 24-hour residential care facility for children who are dependant, abused, or neglected
• Employees in non-profit child-caring facilities (licensed by the Cabinet for Health and Family Services)
• Employees in residential care working as family caregivers to an adult with mental health or intellectual disability (certified to provide adult foster care, by the Cabinet for Health and Family Services)
• Employees in retail stores, hotels, motels, restaurants, and service industries as long as the business earns less than $95,000 for the 5 preceding years exclusive of excise taxes or the employees are members of the employer's immediate family.

Wages and Benefits in Kentucky

Like the federal regulation, Kentucky state regulations declare that any number of hours up to 40 hours every week must be compensated to employees at a rate of at least the minimum wage. In Kentucky, the minimum wage is $7.25 per hour, mirroring the federal minimum wage .

Watch the video below for a quick and easy overview of details about wages and benefits in Kentucky:

Wage Type in KY

Regular minimum wage, regular tipped wage, subminimum wage.

Since the Federal wage rate and Kentucky State’s wage rates are the same, the state’s law states that a rise in the federal wage rate is directly proportional to a rise in the state’s wage rate, according to the Fair Labor Standards Act (FLSA).

However, certain professions are exempt from the state-specific minimum wage rule. These professions, specifically those in the hospitality industry who typically receive tips. These employees must regularly and constantly receive gratuities as extra cash to be considered tipped employees, many of which include servers, waiters, and bartenders.

For tipped employees in Kentucky, the minimum wage is $2.13.

However, if the total base pay of $2.13 plus tips does not equal at least $7.25, Kentucky state law mandates that the employer must make up the difference. 

Additionally, Kentucky restricts the practice of tip pooling, which involves making tipped employees share their tips with non-tipped employees like chefs and dishwashers. In fact, Kentucky is one of the few states that legally restrict employers from initiating tip pooling.

Subminimum wage is paid to minors, employees with disabilities, apprentices, learners, and student workers. However, it is also set at $7.25 in Kentucky.

Pay Frequency

In Kentucky, employers must establish a payment method that follows at least a semi-monthly schedule. This means employers need to compensate employees no later than 13  days after the end of the pay period.

The employer may choose to pay using:

• Direct deposit
• Payable checks
• Payroll card account

Pay stubs are not mandated by state law, but many employers choose to provide detailed pay information for their employees’ convenience.

Do you want to keep accurate track of your worker’s payroll and ensure you stay compliant? Try Workyard!

Workyard makes it possible to:

• Keep track of employee work time in the field
• Accurately track employee work location, especially for field services
• Reduce employee overpayments and payroll waste by up to $2,000
• Track all facets of employee payment by integrating Workyard with other accounting software

Keep the most accurate payroll records with Workyard

Wage deductions.

Employers can make deductions from an employee’s wages under certain cases. These cases are usually authorized by local, state, or federal law. Additionally, employers can legally make deductions from wages when they have written consent from a specific employee who wants to cover insurance, hospital, or other important bills by choice of wage deductions.

Final Paycheck

When an employee is let go, employers in Kentucky are required by law to provide a final paycheck to the employee whose employment was terminated . This paycheck must include all the leftover wages and benefits.

The final paycheck must be paid at the next regularly scheduled payday or within 14 days of the separation.

Employee Benefits

Kentucky labor laws do not require employers to provide specific mandatory benefits beyond compliance with federal laws, such as Social Security, workers’ compensation, and unemployment insurance.

However, many employers in Kentucky offer a range of optional benefits to attract and retain talent. These include health insurance, retirement plans, paid time off ( sick leave and vacation ), and more.

However, the rules between required and non-required benefits sometimes overlap.

For example, if you’re a business owner with fewer than 50 workers, you aren’t required to provide health insurance benefits. However, if you employ more than 50 full-time equivalent employees (FTEs) in Kentucky, you must provide health insurance that meets minimum essential coverage (MEC). This will satisfy the Affordable Care Act’s (ACA) employer rule.

Insert content from subsequent informational sections here (delete / replace this placeholder text).

To continue adding text content, duplicate the header above this body content module (right click it) for additional headers, and duplicate this body content module for additional body content.

Prevailing Wages in Kentucky

Kentucky does not have a prevailing wage law. However, employees in Kentucky may be eligible to receive prevailing wages if they work on government-funded projects or perform specific government services. This includes projects like construction, renovation, or repair of public buildings, highways, bridges, and other infrastructure.

The objective of this wage is to maintain fair labor standards and prevent the underpayment of workers involved in these projects.

It is important to note that prevailing wages may differ from the federal minimum wage depending on the employment contract or project being worked on.

It is crucial to remain updated on the law of prevailing wages as the rates are subject to change. To find the most current prevailing wage rates in Kentucky, employers and contractors should refer to the Kentucky Labor Cabinet’s official website, or check federal websites responsible for promulgating prevailing wage rates, like SAM.gov .

These agencies update and publish prevailing wage schedules regularly, which typically include the specific wage rates and fringe benefits applicable to different job classifications and regions within the state.

Hiring Practices in Kentucky

In Kentucky, employers are legally restricted from making hiring decisions based on several factors, such as:

• Gender/gender-related identity
• National Origin
• Genetic information or family medical history
• Physical/mental disability
• Military or veteran status

This is to prevent discrimination during the hiring process. 

While discrimination isn’t legal during the hiring process, background checks are. Background checks are controlled by the Federal Fair Credit Reporting Act, which regulates the collection, accuracy, and distribution of information in the Consumer Financial Protection Bureau.

However, only certain positions in Kentucky require background checks:

• School personnel such as new certified hires, student teachers, and coaches
• Public college and university personnel
• Personal services agency personnel
• Long-term care facilities personnel (as long as the facility is owned, managed, or operated by the Department of Behavioral Health, Developmental, and Intellectual Disabilities)
• Childcare center personnel (provided the employee has direct contact with minors)

💡Did You Know?

Employer reporting requirements in kentucky.

Kentucky has various reporting requirements that employers must adhere to, involving reporting to different state agencies.

• Employers in Kentucky are required to report newly hired and rehired employees to the Kentucky New Hire Reporting Center within 20 days of the hire date. This information is crucial for the enforcement of child support orders.
• Employers in Kentucky must report wage and employment information to the Kentucky Office of Unemployment Insurance. This helps determine eligibility for unemployment benefits and the amount of benefits an individual may receive.

Kentucky Recordkeeping Requirements

Recordkeeping requirements in Kentucky fall under the Fair Labour Standards Acts (FLSA) . Under this act, employers are required to:

• Keep payroll records, certificates, agreements, notices, collective bargaining agreements, employment contracts, and sales and purchase records for at least 3 years.
• Keep completed copies of each employee’s I-9 for three years after they are hired. If the employee works longer than three years, the employer is required to keep the form for at least one year after the employee leaves.
• Keep basic employment and earning records like timecards, wage-rate tables, shipping and billing records, and records of additions to or deductions from wages for at least 2 years.
• 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 two years
• Keep all employment records for at least one year from the employee’s date of termination according to the Equal Employment Opportunity Commission.
• Keep records of job-related injuries and illnesses for five years. However, some records, such as those covering toxic substance exposure, must be kept for 30 years.
• Keep files of benefit plans and seniority and merit systems while they are in effect and for at least a year after they end.
• Keep summary descriptions and annual reports of benefits plans for six years.

If the Family and Medical Leave Act covers the employing company, the employer must also keep relevant records of all leaves, notices, or policies for at least three years.

Health and Safety Standards in Kentucky

Kentucky, as with all other states, prioritizes the safety of employees at work. As such, the creation and sustenance of a safe working environment are mandated by federal and Kentucky state laws.

The law governing and overseeing employee safety is regulated by the Occupational Safety and Health Act (OSHA) . OSHA highlights every role employers and employees must play in reducing or possibly eliminating the risk of accidents at work. 

Additionally, OSHA clearly states that employers are required to continually inspect for flaws and irregularities in the safety conditions and continually improve these irregularities.

In Kentucky, some safety priorities OSHA mandates include:

• Proper employee training and education upon employment
• Employers must conduct educational and advisory activities to ensure safe and healthy working conditions
• Employers must create optimal working conditions to rid the premises of risks that may cause hazards
• Employers should regularly organize safety demonstrations concerning health concerns

To facilitate the adoption of safety and health practices in workplaces , OSHA inspectors, also known as compliance safety and health officers, conduct regular inspections. These inspections may take place for several reasons, some of which include:

• Regularly scheduled inspections
• Taking notes or reporting of imminent danger
• Worker complaints
• Referrals from other agencies
• Targeted inspections that focus on specific high-hazard industries
• Reports of fatalities

The Division of Compliance in Kentucky is responsible for enforcing Occupational Safety and Health Standards in the public and private sectors. If employers and employees wish to report unsafe working conditions in the state, they can contact the division.

Additionally, the Kentucky Occupational Safety and Health Program (KyOSH) is in charge of enforcing OSHA regulations within the state. According to the KyOSH Act, every employer in Kentucky must have a written Safety, Health, and Injury and Illness Prevention Plan (IIPP) in place.

If employers or employees have concerns about their workplace, they can also contact the KyOSH. 

Child Labor Laws in Kentucky

Child labor laws in Kentucky are tailored to protect the rights and prevent the exploitation of minors (individuals under 18) in the state. These laws not only keep under-aged individuals safe, but also serve to prioritize education.

• In Kentucky, the minimum age for most employment is 14 years old
• Exceptions allow children as young as 12 to work outside of school hours
• In Kentucky, there is no requirement for a child work permit
• All minors must obtain proof of age documentation and submit it to their employer. This documentation might be in the form of a driver’s license and birth certificate, or any other government-issued document that includes their date of birth.

Child Work Limitation

The rules for hiring minors aged 14 and 15 differ from those for employing minors aged 16 and 17.

Minors aged 14 and 15 can work under the following conditions:

• Up to 3 hours per school day
• Up to 8 hours per weekend or non-school day
• Up to 18 hours per week
• Up to 40 hours per non-school week
• Prohibited from working between 7 p.m. and 7 a.m.

On the other hand, minors aged 16 and 17 can work under the following conditions:

• Up to 6 hours per school day
• Up to 8 hours per non-school day
• Up to 30 hours per week
• If the work shift is scheduled before a school day, minors aged 16 and 17 are prohibited from working between 10:30 p.m. and 6 a.m.
• If the shift happens before a non-school day, minors aged 16 and 17 are prohibited from working between 1 a.m. and 6 a.m.

In all cases, employers must give minor employees a break of at least 30 minutes for every 5 hours of work.

Prohibited Occupations For Minors

Minors in Kentucky are prohibited from working in certain industries and specific occupations. 

These include:

• Occupations in or about plants or other establishments manufacturing or storing explosives
• Any and all coal mine occupations
• Any and all logging or sawmill operations
• Handling power-driven hoisting apparatus, including forklifts
• Any and all excavating operations
• Any and all wrecking, demolition, and shipbreaking operations
• Occupations about and in connection with any establishment distilling, compounding, manufacturing, brewing, or bottling alcoholic beverages
• Any and all work on or about a roof

Employee Termination and Resignation in Kentucky

In Kentucky, employment relationships are generally governed by the principles of “at-will” employment, meaning that either employer or employee can terminate the employment relationship at any time, with or without cause, unless there is an employment contract stating otherwise.

It is important to know that in some cases, exceptions to the ‘at-will rule’ may arise in cases involving employment contracts, union agreements, or certain legal protections against wrongful termination

Notice Requirements

There are generally no specific notice requirements for terminating employees in Kentucky. This means employers may lay off employees or terminate employment contracts without providing advance notice, although providing notice or a reason for termination may be advisable in certain situations to avoid potential legal issues.

For employees, while not legally required, providing notice of resignation is a professional courtesy. As with many states, the standard notice period is typically two weeks, although this can vary based on the terms of the employment contract, company policy, or industry standards.

Severance Pay

There are no state-specific laws in Kentucky that require an employer to offer severance pay. Regardless, if severance pay is offered, the employing company must comply with its own established pay policy that is stated in its employment contract.

Employers in Kentucky are legally mandated to provide a final paycheck to any employee whose employment was terminated for any reason. The paycheck must include the employee’s leftover wages and benefits and is due at the next scheduled payday or within 14 days of the employee’s termination.

Right-To-Work

Other than operating under the principle of at-will employment, Kentucky also has state-specific laws that promote a “right-to-work” state, which means that employees are not required to join a union or pay union dues as a condition of employment. Employees have the freedom to choose whether to participate in union activities.

Unemployment Benefits in Kentucky

Employees who are out of a job through no fault of their own may be eligible for unemployment pay and benefits. Eligible Kentucky residents can receive a percentage of their previous pay as unemployment benefits, up to a maximum of $415 per week, for up to 26 weeks . Those eligible must spend time searching for a new job while on unemployment benefits.

Additionally, eligible employees may continue to enjoy previously available health benefits after exiting a job through the Consolidated Omnibus Budget Reconciliation Act (COBRA) . 

To be eligible for unemployment benefits, you must:

• Have earned at least a minimum amount in wages before you were unemployed
• Be unemployed through no fault of your own, as defined by Kentucky law
• Be able and available to work, and actively seeking employment
• Have earned at least $750 in one quarter of the base period
• Have earned at least $750 outside of the highest paid quarter of the base period
• Have earned at least 1.5 times your wages in the highest paid quarter of the base period, across the entire base period
• Must have wages at least eight times your weekly benefit amount in the last two quarters

If you are eligible to receive unemployment, your weekly benefit rate in Kentucky will be 1.1923% of your total wages during the base period. You will receive a maximum of $522 each week; the minimum amount is $39.

Application Process for Unemployment in Kentucky

To apply, individuals can file a claim online , in person at a local Kentucky Career Center, or over the phone.

The application process will require them to provide personal and employment information, including details about their previous employers and wages. It’s essential to apply as soon as possible after becoming unemployed, as there may be waiting periods before benefits are distributed.

Penalties for Noncompliance in Kentucky

Failing to comply with Kentucky labor laws can result in various penalties and fines. The specific penalties may vary depending on the nature of the violation:

• Any employer who who refuses employee pay shall be assessed a civil penalty of not less than one hundred dollars ($100) nor more than one thousand dollars ($1,000) and shall also be liable to the affected employee for the amount withheld, plus interest at the rate of ten percent (10%) per annum
• Any violation of Kentucky's child labor laws is punishable by a fine ranging from $100 to $1,000
• Willful violation of OSHA regulations may result in a minimum penalty of \$5,000 and maximum penalty of \$70,000
• If an employer fails to provide records required on employees, KYOSH issues a citation with a gravity-based penalty of $3,500 for each form not made available
• Willful violation of child labor laws can result in a civil money penalty of up to $13,227 per minor employee. If the violation results in serious injury or death of the employee, the maximum civil penalty is $60,115.
• Employers who repeatedly break the child labor laws face a fine of up to $120,230, as well as imprisonment.

Other Essential Information About Labor Laws in Kentucky

• Employees must get reasonable and adequate bathroom breaks.
• If an employee feels an employer doesn’t comply with the regulation on reasonable bathroom breaks, the employee should contact OSHA
• It is illegal for employers to retaliate against an employee for reporting unsafe working conditions.
• Female employees who are breast-feeding require time to express their milk throughout the day
• Kentucky has "right-to-work" laws, which means that unions cannot require employees to join or financially support the union as a condition of employment.

Resources and Further Reading on Kentucky Labor Laws

Here are some resources and contact information for further reading and assistance with Kentucky labor laws:

Kentucky Labor Cabinet

The Kentucky Labor Cabinet is the primary state agency responsible for labor-related matters.

Kentucky Career Center

The Kentucky Career Center provides resources for job seekers and employers, as well as information on unemployment benefits.

Kentucky Department of Workers' Claims

Deals with questions or concerns related to workers’ compensation

Kentucky Occupational Safety and Health (KY OSH)

For workplace safety and health information

Kentucky Legislature

For the most up-to-date Kentucky labor laws and regulations

Final Thoughts on Kentucky Labor Laws

Kentucky safeguards the interest of its employers and employees in the state workforce with several labor laws. These laws are not only tailored to ensure orderliness and fairness in the workforce- they also protect the rights of every employee within the state.

Navigating the complicated web that is Kentucky labor laws is a grueling process for many employers. However, if you want to avoid hefty fines and draining lawsuits, it is important to remain compliant with the laws of Kentucky. To do this, it is important to access the right resources to keep up to date with the constantly changing rules and policies.

For many businesses, the only real solution to compliance challenges is great software. The right business management software tends to come with built-in compliance and recordkeeping rules, regardless of your industry, how many employees you have, what they do, or how widely they’re dispersed across the state (or country).

If you operate a construction or field services company, we humbly suggest trying Workyard for your compliance needs.

Workyard is built around the industry’s most accurate GPS tracking and geofencing technology , which ensures payroll accuracy across your workforce, no matter which job site you send them to or when you need them to work there. Workyard’s timesheet tracking system also comes with built-in federal and state overtime rules, as well as adjustable break rules you can customize at the employee level.

Workyard’s intuitive scheduling dashboard makes it easy to direct your workforce to the jobs you need done, based on their skill sets, their locations, their availability, and (of course) their weekly time worked – so you can avoid unnecessary overtime payments and reduce reimbursible travel expenses.

All of these tools work together to save you money. Minimize payroll waste, ensure regulatory compliance without lifting a finger, accurately assess project costs in real time, and pay your team with ease thanks to seamless payroll processing integrations.

And best of all, you can try it free for 14 days, so you can be sure it’s the right solution for your company. Just click here (or the buttons below) to get started today !

Did you find this post helpful? Please rate it!

Nasdaq “ 6 Statistics to Better Understand the Extent of Discrimination in the Workplace ”, Accessed November 2nd, 2023.

Ministry of Social Affairs and Health “ Occupational Safety and Health Act ” Accessed November 2nd, 2023.

U.S. Department of Labor “ OSHA- Commonly Used Statistics ”, Accessed November 2nd, 2023.

U.S. Department of Labor “ Continuation of Health Coverage (COBRA) ”, Accessed November 2nd, 2023.

Kentucky Career Center “ If You Are Unemployed ”, Accessed November 2nd, 2023.

Kentucky Labor Cabinet “ Labor Cabinet ”, Accessed November 2nd, 2023.

Kentucky Career Center “ Kentucky Career Center ”, Accessed November 2nd, 2023.

Kentucky Department of Workers’ Claims “ Workers’ Claims ”, Accessed November 2nd, 2023.

Kentucky Occupational Safety and Health “ Occupational Safety and Health ”, Accessed November 2nd, 2023.

Kentucky Legislature “ Kentucky Labor Laws ”, Accessed November 2nd, 2023.

More On This

U.S. Labor Laws: What They Are & Why They Matter

Labor laws protect employees and prevent employers from risk. Learn what the U.S. labor laws are in this guide designed for every business.

How To Calculate Overtime Pay (2024 Update)

In this article, we'll show you how to calculate overtime pay, which employees are entitled, and tips for saving thousands on overtime costs.

California Labor Laws: Meal & Rest Breaks (2023)

In this guide, you'll learn about California labor laws pertaining to meal and rest breaks, who they apply to, and how to stay compliant.

Workyard provides leading workforce management solutions to construction, service, and property maintenance companies of all sizes.

An official website of the United States government.

Here’s how you know

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

• American Rescue Plan
• Coronavirus Resources
• Disability Resources
• Disaster Recovery Assistance
• Domestic Workers
• Equal Employment Opportunity
• Guidance Search
• Health Plans and Benefits
• Registered Apprenticeship
• International Labor Issues
• Labor Relations
• Leave Benefits
• Major Laws of DOL
• Other Benefits
• Retirement Plans, Benefits and Savings
• Spanish-Language Resources
• Termination
• Unemployment Insurance
• Veterans Employment
• Whistleblower Protection
• Workers' Compensation
• Workplace Safety and Health
• Youth & Young Worker Employment
• Breaks and Meal Periods
• Continuation of Health Coverage - COBRA
• FMLA (Family and Medical Leave)
• Full-Time Employment
• Mental Health
• Office of the Secretary (OSEC)
• Administrative Review Board (ARB)
• Benefits Review Board (BRB)
• Bureau of International Labor Affairs (ILAB)
• Bureau of Labor Statistics (BLS)
• Employee Benefits Security Administration (EBSA)
• Employees' Compensation Appeals Board (ECAB)
• Employment and Training Administration (ETA)
• Mine Safety and Health Administration (MSHA)
• Occupational Safety and Health Administration (OSHA)
• Office of Administrative Law Judges (OALJ)
• Office of Congressional & Intergovernmental Affairs (OCIA)
• Office of Disability Employment Policy (ODEP)
• Office of Federal Contract Compliance Programs (OFCCP)
• Office of Inspector General (OIG)
• Office of Labor-Management Standards (OLMS)
• Office of the Assistant Secretary for Administration and Management (OASAM)
• Office of the Assistant Secretary for Policy (OASP)
• Office of the Chief Financial Officer (OCFO)
• Office of the Solicitor (SOL)
• Office of Workers' Compensation Programs (OWCP)
• Ombudsman for the Energy Employees Occupational Illness Compensation Program (EEOMBD)
• Pension Benefit Guaranty Corporation (PBGC)
• Veterans' Employment and Training Service (VETS)
• Wage and Hour Division (WHD)
• Women's Bureau (WB)
• Agencies and Programs
• Meet the Secretary of Labor
• Leadership Team
• Budget, Performance and Planning
• Careers at DOL
• Privacy Program
• Recursos en Español
• News Releases
• Economic Data from the Department of Labor
• Email Newsletter

Travel Time

Time spent traveling during normal work hours is considered compensable work time. Time spent in home-to-work travel by an employee in an employer-provided vehicle, or in activities performed by an employee that are incidental to the use of the vehicle for commuting, generally is not "hours worked" and, therefore, does not have to be paid. This provision applies only if the travel is within the normal commuting area for the employer's business and the use of the vehicle is subject to an agreement between the employer and the employee or the employee's representative.

Webpages on this Topic

Handy Reference Guide to the Fair Labor Standards Act - Answers many questions about the FLSA and gives information about certain occupations that are exempt from the Act.

Coverage Under the Fair Labor Standards Act (FLSA) Fact Sheet - General information about who is covered by the FLSA.

Wage and Hour Division: District Office Locations - Addresses and phone numbers for Department of Labor district Wage and Hour Division offices.

State Labor Offices/State Laws - Links to state departments of labor contacts. Individual states' laws and regulations may vary greatly. Please consult your state department of labor for this information.

Guide to Kentucky employee benefits and HR rules

If you’re a business owner who has just opened shop or employed someone in Kentucky, you and your HR team must familiarize yourself with the state’s employment laws and mandatory employee benefits. Understanding the necessary rules and regulations will help you stay compliant in The Bluegrass State. Learn more about the state’s employment laws with our guide below.

Are you looking for easy-to-manage benefits to help you comply with federal and Kentucky benefits laws? PeopleKeep can help! Schedule a free consultation with a personalized benefits advisor.

Is your organization compliant with Kentucky's employment laws?

If your company is Kentucky-based or you employ Kentucky workers, learning everything you need to know about HR compliance in the state is vital. This guide will provide a basic overview of Kentucky's employment and benefits regulations for small and medium-sized businesses.

Topics covered in this guide include:

What are employment laws in kentucky, what are employees’ rights in kentucky, required and non-required employee benefits in kentucky.

• Health insurance in Kentucky

Wage laws in Kentucky

The federal government sets minimum benefits and HR requirements for employers nationwide. But many states create their own employment laws that are an addition to federal regulations—and Kentucky is no exception.

Before opening or expanding your business in Kentucky, you should familiarize yourself with state employment laws.

In Kentucky, employers must follow several state-specific laws in addition to federal employment laws, such as:

• At-will employment
• Kentucky is an “at-will” employment state, meaning employers and employees can end an employment agreement at any time, with or without cause (provided there is no written contract stating otherwise).
• According to the Kentucky Civil Rights Act, employers can’t terminate an employee based on discrimination or other illegal factors. Employees who believe their employer fired them illegally can file a complaint to the Kentucky Commission on Human Rights.
• Kentucky Civil Rights Act (KCRA)
• The Kentucky Civil Rights Act (KCRA) prohibits discrimination, harassment, and retaliation based on protected characteristics, including race, color, national origin, age, religion, mental or physical disability, sex, and pregnancy-related medical conditions.
• The KCRA applies to all public and private employers with eight or more employees. But for disability and pregnancy discrimination purposes, the Act applies to employers with 15 or more employees.
• Right-to-Work Laws
• As a right-to-work state, Kentucky employers can’t deny or refuse an individual a job based on if they’re a member (or not a member) of any labor union or organization. They also can’t refuse employment based on an individual’s payment (or lack of payment) of labor dues or other related fees.
• Kentucky Pregnant Workers Fairness Act
• Employers must provide reasonable accommodations to employees with medical conditions relating to pregnancy, childbirth, and other health-related situations. Accommodations may include more frequent rest periods, additional time off, creating safe and private spaces for expressing breast milk, and more.
• This Act applies to employers who’ve had at least 15 employees in 20 or more calendar weeks in the current or previous calendar year.
• Kentucky Child Labor Laws
• Child labor laws in Kentucky outline the ages of minors that are eligible to work, their prohibited jobs, the number of hours they can work, the time they can work, regulations regarding lunches and breaks, and other employer requirements.
• Kentucky Equal Pay Law
• This law prohibits wage discrimination between two employees doing similar work based solely on sex. Wage differences are acceptable if determined by seniority or merit.
• Workplace Drug Testing Laws
• As long as they follow specific regulations, employers can drug test current and prospective employees once the employer extends a job offer.​
• If an employer implements a drug testing policy, it must include drug and alcohol testing. They aren’t allowed to test based on discriminatory factors like age, race, sex, religion, etc. They can also terminate employees who test positive on random drug tests.
• Organizations certified as drug-free workplaces can receive a discount on their workers' compensation insurance premiums.
• Kentucky Whistleblower Act
• This Act protects employees from retribution for reporting abuses of authority, mismanagement, law violations, public health or safety dangers, and fraud as long as they make the report in good faith.
• Reporting Laws
• Employers must provide the Cabinet for Health and Family Services with a report containing the names, addresses, and Social Security numbers of all new hires and employees returning to work after a furlough or layoff.
• Business owners must submit the report within 20 days of a new hire’s start date, date of hire, or date of an employee’s return to work.

Now that we’ve reviewed a few Kentucky-specific laws, we’ll review the state’s employee rights.

Employees in Kentucky have many rights under state and federal law. Regardless of your organization's size, you must know your employees' rights if you have or plan to hire employees in the state.

Some state rights include:

• Employers must pay the federal minimum wage and overtime pay.
• Meal periods
• Employees must have a meal break, or lunch period, as close to the middle of their shift as possible. The break must be a reasonable period of time, and it can’t be before three hours into their shift or five hours after their shift starts.
• Employers can offer unpaid meal breaks if the employee doesn’t conduct any work during their break.
• Rest periods
• Employees must receive a ten-minute paid rest break for every four hours they work. The rest break is in addition to their meal break.
• Weapons in the Workplace
• Employees may keep concealed weapons, including firearms and ammunition, in their locked personal vehicle while on their employer’s property. They can retrieve their weapon only to defend themselves, others, or company property.
• The law doesn’t apply to company vehicles or employees who move their firearms to another location outside the vehicle for non-defensive purposes.
• Medical examinations
• Employers can’t require potential or current employees to pay for medical examinations or the cost of providing medical records as part of their conditions of employment.
• The Kentucky Safety and Health (OSH) Program
• Alongside the Occupational Safety and Health Administration (OSHA), The Kentucky Safety and Health (OSH) Program enforces standards, training, and services related to workplace safety and health to prevent harmful conditions or practices at places of work.
• The OSH program applies to all employees in the public and private sectors except those working in federal government positions.
• State continuation of health coverage under Kentucky law
• Employees with fully-insured health plans that aren’t eligible for the Consolidated Omnibus Reconciliation Act of 1986 (COBRA) may qualify for group coverage continuation if their employer has fewer than 20 employees.
• Under the state continuation law, employees and their eligible dependents can extend their coverage up to 18 months after no longer being a group member. After 18 months, they must switch to an individual health plan or get coverage through an employer to continue to have health coverage.

All companies must follow federal regulations regarding certain employee benefits. But some benefits required in one state may not be required in others. Let’s look at Kentucky's required and non-required employee benefits in the chart below.

Health insurance coverage in Kentucky

Like in many other states, if you’re a business owner in Kentucky with fewer than 50 workers, you aren’t required to provide health insurance benefits. But if you employ 50 or more full-time equivalent employees (FTEs), you must offer health insurance that meets minimum essential coverage (MEC) to satisfy the Affordable Care Act’s (ACA) employer mandate.

Even if you don’t have to offer health benefits by law, it’s a great way to help your business stay competitive and attract talented employees. But traditional group health insurance can come with high premiums, annual rate hikes, and strict participation requirements that many businesses may be unable to manage.

Let’s look at the numbers. Small group health plan premiums in some Kentucky counties can cost as much as $652 per employee per month . In comparison, the average monthly premium for a 40-year-old with a silver individual health plan can be as low as $479 . This makes covering the cost of individual health plans in Kentucky more affordable for small to medium size businesses.

If you find that individual health insurance premiums are more affordable than group premiums in your county in Kentucky, you can leverage a health reimbursement arrangement (HRA) or a health stipend to cover the cost of individual health plan premiums instead of offering a group health insurance plan.

Health reimbursement arrangement (HRA)

An HRA is a flexible health benefit owned and funded by the employer. It allows you to reimburse your employees, tax-free, for their individual health insurance premiums and eligible out-of-pocket expenses .

With an HRA, your employees choose the individual health insurance plan that suits their medical needs and budget. They can shop for a plan using a private exchange or through Kentucky’s health insurance marketplace, Kynect .

HRAs offer many advantages for employers. They’re more customizable than group health insurance plans, have no annual rate hikes or participation requirements, and can help you control your budget by allowing you to choose your preferred monthly allowance amount.

Some HRAs, like the qualified small employer HRA (QSHERA), are only for employers with fewer than 50 FTEs. But others, such as the individual coverage HRA (ICHRA), are made for employers of all sizes and can even satisfy the federal regulations for applicable large employers (ALEs). This flexibility makes an HRA suitable for all categories of employers.

Learn more about each HRA

For employers with 1-49 employees

A simple, controlled-cost alternative to group health insurance.

For employers of all sizes

A flexible health benefit that can be used alone or alongside group health insurance.

For employers offering group health insurance

A group health supplement to help employees with out-of-pocket expenses.

Health and wellness stipends

With a health stipend, you can offer your employees a fixed amount of money they can use on healthcare items, services, and insurance premiums. A health stipend isn't a formal group health plan, so you have complete control over which expenses are eligible for reimbursement and aren’t subject to many IRS compliance regulations.

You can offer as much stipend allowance as your budget allows, and employees can purchase the medical items that work for them and their families. This makes stipends a more personalized option than group health insurance and flexible enough to accommodate all your employees’ needs.

Stipends are a taxable health benefit, but they’re also customizable. For example, small to medium-sized companies looking for a benefit that covers other expenses, like mental health counseling and gym memberships, can do so with a wellness stipend .

Offering a health and wellness stipend together gives your employees greater coverage for their overall well-being and happiness .

Learn all about employee stipends with our ultimate guide

Wages in Kentucky are subject to various state laws. We've compiled the most important requirements to know below.

Minimum wage laws

The minimum wage in Kentucky is $7.25 an hour, which is also the federal minimum wage. Should the federal minimum wage rate rise in the future, Kentucky will raise its minimum wage to match it.

All employers must meet the minimum wage rate. It’s illegal for employers to pay employees with disabilities, trainees, apprentices, and student learners and workers a lower wage rate the standard minimum wage.

Tipped wages

Employers can pay their tipped employees $2.13 per hour. However, they must ensure the employee’s hourly wage plus tips equals the minimum wage rate of $7.25 per hour. If the combined amount doesn’t reach the minimum wage rate, the employer must make up the difference.

Additionally, employers can’t require their employees to participate in tip pooling or sharing, which distributes a worker’s tips among other employees. An employer may inform employees that tip sharing is an option and explain how it works. After that, employees can choose if they want to participate.

Kentucky defines a workweek as a recurring period of 168 hours or seven consecutive 24-hour periods. Individual employers can decide when their workweek begins and set different workweeks for different employee groups. They aren’t required to align their workweek with the calendar week.

Employers are also free to determine how many hours an individual must work to be a full-time or part-time employee.

Hours worked

According to Kentucky wage and hour laws, employees must pay their employees based on their total hours worked. This includes a variety of instances, such as work performed during an employee’s regular shift, outside their regular shift, or away from the employer’s workplace.

Hours worked include the following situations:

• Waiting time: Depending on the situation, employers must pay for the time employees spend waiting to work. Some examples are a truck driver waiting for their coworker to load their delivery vehicle or a factory worker waiting for vital machinery repairs.
• On-call time: Employers must pay on-call employees if they must stay near the employer’s premises and can’t conduct personal business. On-call employees who leave the premises and have time to themselves are off-duty for compensation purposes, so employers aren’t required to pay them.
• Sleeping time: Employers must count sleeping time as hours worked if the employee is on-call while sleeping. Individuals in these positions may be domestic services workers like nannies or caregivers. Because it’s difficult to separate on- and off-duty hours in these cases, the employer and employee must come to a mutual agreement beforehand to determine how they will calculate sleeping time.
• Travel time: Employers must pay employees that travel as part of their regular job, such as business trips and traveling between job sites or offices during the day. This excludes regular commuting to and from work.
• Meeting, lecture, and training time: Employers must pay for employees' time at meetings, training, and other similar activities. Employers are exempt from paying if the meeting or training takes place outside the employee’s regular shift, attendance is voluntary, the event isn’t role-specific, and the employee can’t work during the event.

Employers aren’t required to pay employees for showing up for their shifts if they perform no work, or the employer dismisses them before their scheduled shift ends.

Regular pay rate

Employers can change an employee’s regular pay rate. But they must inform the employee of the change before they complete any work at the new rate. The change can’t be retroactive or made without notifying the employee.

Overtime pay

Similar to federal overtime rules, Kentucky law requires employers to pay their employees 1.5 times their regular rate when they work in excess of 40 hours in a given workweek and for any hours worked on the seventh day if an employee works seven days in a workweek.

There are no laws prohibiting employers from requiring their employees to work overtime and no limit to the number of hours they can require them to work in a day.

Some employees exempt from overtime laws are those working in sales or retail stores, administrative workers, salaried professional employees with specialized skills, and employees working in restaurants, hotels, or motels.

Prevailing wages

While Kentucky doesn’t have a prevailing wage law, Kentucky employees may be eligible to receive prevailing wages if they work on government-funded projects or perform certain government services. Prevailing wages may differ from the federal minimum wage depending on the employment contract or project.

Pay deductions

Employers are only allowed to make pay deductions in certain situations.

Eligible deductions Kentucky employers may make include from an employee’s paycheck include:

• Deductions required by local, state, or federal law, such as taxes, Social Security, court orders, and wage garnishments
• Deductions detailed in written agreements between the employer and employee, such as health and life insurance premiums, hospital and medical bills, and union dues.

Employers may not withhold or deduct wages from an employee’s paycheck for:

• Personal fines
• Cash shortages in a till, cash box, or register if used by two or more employees
• Losses due to acceptance of a bad check
• Losses due to a defective item
• Lost, stolen, or damaged property
• Default or nonpayment to a customer for goods or services if the loss wasn’t intentional by the employee

Pay frequency

All Kentucky employers must pay their employees at least twice a month and no later than 18 days after the end of each pay period. Any employee who misses their scheduled payment, for whatever reason, must receive their unpaid wages within six days of requesting them.

Payment methods

Under Kentucky law, an employer may pay wages by:

• Payable checks
• Direct deposit
• Employers can require direct deposit payments provided the employee can withdraw their entire paycheck without incurring a fee or penalty from their bank or financial institution.
• Payroll card account
• Employers aren’t allowed to charge the employee for the payroll card’s activation fee. Each pay period, they must allow the employee to make at least one withdrawal of any amount without penalty.

Pay statements and recordkeeping

Employers with ten or more employees must provide each employee with a pay statement at the end of each pay period. It must include an itemized list of all deductions and their general purpose.

Additionally, all employers must keep records showing the wages paid to each employee each pay period, the number of hours they worked each pay period, and other relevant information for authorized individuals upon request.

Once an employee leaves an organization for any reason, employers must pay all their final wages and benefits no later than their next scheduled payday or within 14 days after separation, whichever is later.

Employers aren’t required to provide severance pay unless otherwise stated in the worker’s conditions of employers or contract.

Frequently asked questions

What is the minimum wage in kentucky, what employers are subject to the kentucky civil rights act.

The Act covers all public and private employers with eight or more employees in twenty or more calendar weeks in the current or previous calendar year. For employment discrimination issues due to disability or pregnancy, the employer must have at least 15 or more employees in 20 or more calendar weeks in the current or previous calendar year.

How many hours must Kentucky employees work to be full-time?

Unlike other states, no Kentucky laws outline the number of hours an individual must work to be a full- or part-time employee. Individual employers can determine what is a full-time or part-time position.

There also aren’t any laws prohibiting employers from requiring employees to work overtime.

Do I have to offer health insurance in Kentucky?

No. However, the federal government requires organizations with 50 or more full-time equivalent employees to provide health insurance that meets minimum essential coverage (MEC).

Learn more about the requirements for applicable large employers

Looking to enhance your benefits package?

Speak with a PeopleKeep personalized benefits advisor who can help you answer questions and help you select the right benefits package for your team.

Kentucky Labor Law

1. introduction.

Kentucky, known as the Bluegrass State, has a unique set of state laws governing employment and labor. These laws establish standards that employers must follow and protect the rights of workers across the state. They cover a broad range of topics from wage and hour regulations to workplace safety. Understanding Kentucky state law is crucial for both employers and employees to ensure compliance and to make informed decisions regarding labor practices.

The Commonwealth of Kentucky's labor laws are designed to balance the economic interests of businesses with the protection of the workforce. Kentucky state law is subject to both federal and state legislation. Federal laws provide the baseline for workers' rights across all states, but Kentucky can implement its own laws that offer additional protections. For instance, while federal laws like the Fair Labor Standards Act (FLSA) establish minimum wage and overtime standards, Kentucky state law can supplement these with its own rules and regulations. Such specifics help address the unique economic and social climate of the state.

In this article, we will delve into several key aspects of Kentucky state labor law, exploring minimum wage laws, overtime regulations, leave entitlements, termination policies, unemployment rights, and workplace safety requirements. This comprehensive coverage aims to provide a clear understanding of the labor landscape within Kentucky for everyone involved in the employment process.

2. Minimum Wage Laws

In the Commonwealth of Kentucky, the minimum wage law is enforced by the Kentucky Labor Cabinet. As of the latest information, Kentucky's minimum wage is set to match the federal minimum wage, which is $7.25 per hour. This rate has been in effect since July 24, 2009, when the federal minimum wage last increased. Employers in Kentucky are required to pay their employees at least this hourly rate for all hours worked.

It's important to note that there are exemptions to the minimum wage laws in Kentucky as well. For instance, certain occupations and industries may be exempt from the state minimum wage requirements under both federal and state law. Examples include tipped employees such as waiters and waitresses, who may be paid a lower cash wage if their tips bring them up to the equivalent of the minimum wage. However, if their tips plus the cash wage do not equal the minimum wage, the employer must make up the difference.

Additionally, students, apprentices, and workers with disabilities may also receive wages lower than the minimum under specific circumstances allowed by law. These groups are offered special provisions which are intended to promote employment among individuals who might otherwise face significant barriers to entering the job market.

Kentucky does not currently have a state-specific law that allows for a higher minimum wage than the federal standard; however, local ordinances can affect the minimum wage in certain jurisdictions within the state. For example, cities like Louisville have debated or passed ordinances to increase the minimum wage locally. Employers and employees should stay informed on any municipal wage ordinances that could supersede the state and federal minimum wage laws.

Furthermore, the issue of minimum wage is often discussed politically, and changes to the law could occur. Both employers and employees should keep abreast of current legislative developments to ensure compliance with any changes to the minimum wage laws at the state or local level.

• Federal Minimum Wage: $7.25 per hour.
• Tipped Employee Minimum Cash Wage: Employers can take a tip credit, but employees must still earn the equivalent of the minimum wage when tips are included.
• Special Provisions: May apply for students, apprentices, and workers with disabilities.
• Local Ordinances: May result in higher minimum wage rates in certain cities or counties.
• Legislative Updates: Potential for changes based on political and economic conditions.

3. Overtime Regulations

The state of Kentucky adheres to the federal Fair Labor Standards Act (FLSA) regarding overtime pay, which mandates that employees are entitled to overtime pay for any hours worked beyond 40 in a single workweek. Under these regulations, overtime pay is calculated at a rate of one and a half times an employee's regular rate of pay.

There are exemptions to the overtime provisions under the FLSA, whereby certain employees may be classified as exempt and therefore not entitled to overtime. Typically, this includes executive, administrative, professional, outside sales employees, and some computer-related positions, subject to specific criteria being met related to job duties and salary level.

Kentucky does not have its own state-specific laws for overtime, so the FLSA federal guidelines are what govern overtime compensation within the Commonwealth. Employers in Kentucky must comply with these federal regulations and ensure that eligible employees receive their rightful overtime pay.

Some common issues around overtime that both employers and workers in Kentucky should be aware of include:

• Definition of Workweek: A workweek is defined as a fixed and recurring period of 168 hours, seven consecutive 24-hour periods.
• Comp Time: Private employers are not allowed to offer compensatory time ("comp time") instead of paying overtime. However, state and local governments can offer comp time to their employees under certain conditions.
• Mandatory Overtime: Employers can generally require employees to work overtime, but they must pay the appropriate overtime rate.
• Overtime Calculation: When calculating overtime, it's important to consider all types of remuneration, such as commission and bonuses, as these can affect the regular rate of pay.

It is crucial for both employers and employees in Kentucky to understand these overtime regulations to avoid potential legal disputes and to ensure fair compensation for all labor performed above the typical 40-hour workweek. Any claims of unpaid overtime in Kentucky may be investigated by the Kentucky Labor Cabinet or brought forth as a legal action in court.

4. Vacation Leave

In Kentucky, employers are not required by state law to provide employees with vacation benefits, either paid or unpaid. If an employer chooses to offer vacation leave, it must comply with the terms of its established policy or employment contract. Kentucky's law does not mandate any vacation leave benefits and leaves it to the discretion of the employer.

However, if an employer has a policy that provides vacation leave, the following points should be considered:

• Vacation Accrual: Many employers have policies that allow employees to accrue vacation time over the course of their employment. The rate of accrual and the maximum amount of vacation time that can be accrued is typically outlined in the employer's leave policy.
• Use of Vacation Time: Employers may set specific requirements for how and when vacation time can be used, often requiring advance notice and approval from management.
• Carryover: Policies may include rules about whether employees can carry over unused vacation time to the next year. Employers might place a limit on the amount of vacation time that can be carried over.
• Payment upon Termination: Kentucky employers are not legally required to pay out accrued vacation time upon termination unless the employer has an established policy to do so. Therefore, the terms of the employer’s policy will determine whether an employee is entitled to be paid for unused vacation time when they leave their job.

The important consideration for Kentucky employees is to be aware of the employer's vacation policy and understand how it operates. In instances where an employer does not have a formal vacation leave policy, there is no statutory entitlement for vacation leave.

For employers, consistently applying the vacation policy as written is key to avoiding disputes and potential legal issues. As such, they should communicate the policy clearly to all employees and ensure that it is implemented fairly across the organization.

Please note that while Kentucky state law does not require vacation leave, federal laws such as the Family and Medical Leave Act (FMLA) provide for certain protected leaves, which may apply to Kentucky employees under qualifying circumstances, but this is separate from vacation leave.

5. Sick Leave

Kentucky does not have a statewide law that requires employers to provide paid or unpaid sick leave. Similar to vacation leave, employers are at liberty to establish their own policies regarding sick leave benefits for their employees. If an employer decides to offer sick leave, it must follow the guidelines set forth in its employment policies or contracts.

When an employer chooses to provide sick leave benefits, here are some typical considerations included in such policies:

• Accrual Rates: Employers may determine how much sick leave employees can accrue, often based on the number of hours worked.
• Eligibility: Companies often set criteria dictating eligibility for sick leave, which may include a minimum duration of employment before an employee is entitled to use sick time.
• Usage: Policies may clearly state what qualifies as sick leave, including personal illness, medical appointments, care for ill family members, or other health-related reasons.
• Documentation: To prevent abuse of sick leave, employers might require a doctor’s note or other medical documentation for leave longer than a certain period.
• Carryover: Just as with vacation policies, employers may or may not allow employees to carry over unused sick leave from one year to the next. They may also cap the total amount of sick leave an employee can accumulate.
• Payment Upon Termination: Similarly to vacation leave, unless specifically outlined in the employer’s established policy, there is no legal obligation in Kentucky to pay out accrued sick leave upon an employee’s termination or resignation.

Employees in Kentucky should familiarize themselves with their employer's specific sick leave policy to understand their rights and obligations. It is crucial for employees to understand whether such benefits are offered and how they can be utilized appropriately.

For employers, clear communication and consistent application of sick leave policies are important to avoid misunderstandings and potential disputes with employees. Employers should ensure that policies comply with any applicable collective bargaining agreements or employment contracts.

While the state itself does not mandate sick leave, Kentucky employees are still covered under federal laws such as the Family and Medical Leave Act (FMLA) when they qualify for such leave. These federal protections enable eligible employees to take unpaid leave for specific family and medical reasons, with continued group health insurance coverage.

6. Holiday Leave

Unlike some types of leave, there are no federal or Kentucky state laws that require private sector employers to provide holiday leave, whether paid or unpaid. This decision is left entirely to the discretion of the employer. The same applies to premium pay for working on holidays—Kentucky law does not mandate extra compensation for employees working on national or state holidays.

Nonetheless, many employers in Kentucky do recognize and offer paid holiday leave as a benefit to their employees. Common holidays that may be observed include New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Some employers may also include additional holidays such as Martin Luther King Jr. Day, Presidents' Day, and Veterans Day, among others, depending on their holiday policy or negotiated collective bargaining agreements.

When an employer decides to offer holiday leave, they usually establish a policy that outlines:

• Eligibility: Criteria that define who is eligible for paid holiday leave, which often depends on factors such as employment status (full-time vs. part-time) or tenure with the company.
• Holiday Schedule: A list of specific holidays that will be recognized and observed by the employer during the year.
• Pay Policies: Details about payment terms for holidays, including whether employees will receive their regular rate of pay, time-and-a-half, or another premium rate.
• Work Requirements: Expectations for employees on holidays, for example, whether certain staff must be available or on-call due to business needs.

While holiday leave is not guaranteed by law, the provision of such benefits can be an integral part of an employee’s total compensation package and can serve as an important factor in attracting and retaining staff.

For Kentucky employees, it is important to review their employer's holiday policy to understand what holidays are covered and any associated benefits or expectations. Employees who are required to work on holidays should also be aware of their compensation rights as stipulated by their employer’s policy or any applicable employment contracts.

Employers should ensure that their holiday policies are clear, fair, and uniformly applied to all eligible employees to prevent potential grievances. Additionally, while it’s not legally mandated, many employers opt to recognize holiday leave as a gesture of goodwill and a means of maintaining positive employee relations.

Public sector employees in Kentucky may have different entitlements regarding holiday leave. State employees are typically provided with paid leave for designated state holidays in accordance with guidelines provided by government authorities. These schedules and policies are often made available to the public and can vary from year to year.

In Kentucky, employers must adhere to regulations concerning breaks and rest periods for employees as outlined in the state's labor laws. Kentucky law requires employers to provide reasonable break periods, typically a lunch or meal period, although the specifics may vary depending on the type of employment and the employee's age.

• Meal Breaks: Employers are required to provide a reasonable period for a meal break, which is not less than thirty (30) minutes. This meal break should be given to employees who are scheduled to work more than five consecutive hours. It's worth noting that these meal breaks do not need to be paid, as long as the employee is completely relieved of all duties. If the employee is required to perform any duties, whether active or inactive, during this period, they must be compensated.
• Rest Breaks: While there are no state laws in Kentucky that mandate rest breaks, or 'coffee breaks,' for adult workers, many employers choose to offer short paid rest periods as a benefit.
• Breaks for Minors: There are more specific provisions for employees under the age of 18. Minors are entitled to at least a thirty (30) minute break after any five consecutive hours of work. This ensures that younger members of the workforce have adequate time to rest and recuperate during their shifts.

Despite the lack of statutory requirements for rest breaks for adults, federal law encourages employers to provide short breaks, usually lasting about 5 to 20 minutes. Under federal law, these short breaks are considered compensable work hours when provided by the employer, and thus must be included in the sum of hours worked during the workweek and considered when determining overtime.

It is important for both employers and employees in Kentucky to understand the requirements and customary practices regarding meal and rest periods. Employers should clearly communicate their policies concerning breaks and ensure that they are implemented in compliance with the law. Likewise, employees should be aware of their rights to certain breaks and how their work schedules accommodate these periods.

Employers found to be non-compliant with break regulations can be subjected to penalties and required to make adjustments to their practices. Employees who feel their rights to meal or rest breaks are being violated may report the issue to the Kentucky Labor Cabinet or seek legal counsel to address the matter.

Both meal and rest breaks are designed to promote the health and well-being of employees, reducing fatigue and stress while boosting overall productivity. While break times may seem minor in the scope of the full workday, they serve an essential role in maintaining a healthy and efficient working environment.

8. Employment Termination Laws

In the Commonwealth of Kentucky, employment relationships are generally considered "at-will". This means that, unless there is an employment contract specifying otherwise, an employer can terminate an employee at any time for any lawful reason, or for no reason at all, and similarly, an employee can leave their job at any time without cause or notice. However, there are still various state and federal laws designed to protect workers from wrongful termination.

The following are some key aspects of employment termination laws in Kentucky:

• Wrongful Termination: While employers have broad rights to terminate employees at will, they cannot do so for illegal reasons. This includes firing an employee based on discrimination (race, color, religion, sex, national origin, disability, age), retaliation (for having filed a complaint or claim against the employer), or other protections under both federal and Kentucky state laws.
• Notice Requirements: Kentucky does not have a state law that requires employers to provide notice of termination or mass layoffs. However, the federal Worker Adjustment and Retraining Notification (WARN) Act requires employers with 100 or more employees to provide at least 60 days' notice of plant closings or mass layoffs under certain conditions.
• Final Paycheck: Kentucky law mandates that when an employer terminates an employee, the final paycheck must be given by the next regular payday, either through the usual pay channels or by mail if requested by the employee. This payment must include compensation for all hours worked and any accrued benefits the employer has agreed to provide, such as unpaid vacation time if the employee's contract or the employer's policy states that it is payable upon termination.
• Unemployment Insurance: Employees who are terminated through no fault of their own may be eligible for unemployment insurance benefits. Eligibility and the amount of benefits are determined by the Kentucky Office of Employment and Training based on the individual’s earnings and reason for separation from employment.
• Cobra Continuation Coverage: In alignment with federal COBRA regulations, Kentucky employees who lose their jobs may be eligible to continue their group health coverage for a limited period of time. Employers are required to provide a COBRA notice informing eligible employees of their right to elect continuation coverage.

It's important to note that while the at-will employment doctrine provides significant flexibility for both employers and employees, both parties should be aware of the legalities involved to ensure that a termination is handled lawfully. Documentation and consistency in application of policies can help employers avoid potential claims of wrongful termination.

Employees who believe they have been wrongfully terminated may file a complaint with the Kentucky Labor Cabinet or pursue legal action in the courts. Given the complex nature of employment termination laws, individuals often consult with legal professionals to understand their rights and the validity of their claims.

Employment contracts and collective bargaining agreements are also crucial factors in the termination process. These contracts may specify terms under which an employee can be terminated, notice requirements, severance pay, and procedures for dispute resolution. Both employers and employees must carefully adhere to the provisions outlined in these agreements.

The landscape of employment termination laws in Kentucky underscores the importance of understanding the legal context in which employment separations occur. Whether you are an employer crafting policies and making business decisions, or an employee navigating your exit from a company, being informed about the relevant laws is essential to ensuring fair and respectful treatment for all parties involved.

9. Unemployment Rights

In Kentucky, unemployment rights are governed by the Kentucky Unemployment Insurance (UI) program. This program provides temporary financial assistance to workers who have lost their jobs through no fault of their own and who meet certain eligibility requirements. The following sections outline the key aspects of unemployment rights in Kentucky:

• Eligibility for Unemployment Benefits:

To qualify for unemployment benefits in Kentucky, individuals must have earned a certain minimum amount of wages during a base period, which is typically the first four of the last five completed calendar quarters before the benefit claim is filed. Additionally, they must be able and available for suitable work, actively seeking employment, and willing to accept a suitable job if offered.

• Filing a Claim:

Unemployed workers can file an unemployment claim through the Kentucky Office of Employment and Training (OET). Claims can be filed online using the Kentucky Career Center's website or by calling the OET's claims line. Claimants will need to provide personal information, details of their past employment, and the reason for their separation from work.

• Benefit Amount:

The weekly benefit amount (WBA) that a claimant receives is based on their previous earnings. The Kentucky UI program calculates this amount by dividing the total wages earned in the highest quarter of the base period by 26, up to a maximum cap established by the state.

• Duration of Benefits:

The duration of unemployment benefits in Kentucky generally ranges from 14 to 26 weeks, depending on economic conditions and the state's unemployment rate. Extensions may be available during times of high unemployment, subject to federal and state laws.

• Work Search Requirements:

Beneficiaries of unemployment insurance are required to conduct an active search for employment and keep a record of their work search efforts, which may be subject to verification by the OET. Claimants must usually make a minimum number of job contacts per week and participate in any reemployment services offered by the Kentucky Career Center.

If an unemployment claim is denied, the claimant has the right to appeal the decision. The first step is to request a hearing with an Unemployment Insurance Commission referee. If the claimant disagrees with the referee's decision, they may appeal to the Kentucky Unemployment Insurance Commission and, if necessary, to the courts.

• Fraud Penalties:

It is important for claimants to accurately report their work status, job search activities, and any income they earn while receiving benefits. Deliberately providing false information to receive unemployment benefits is considered fraud and can result in penalties including disqualification from benefits, repayment of fraudulently obtained benefits, and potential criminal charges.

It's important for individuals in Kentucky to understand their rights and responsibilities under the unemployment insurance program to ensure they receive the benefits to which they are entitled while meeting all requirements set forth by the state.

10. Workplace Safety

In Kentucky, workplace safety is governed by a combination of federal and state regulations designed to ensure that employees have a safe and healthy environment in which to work. The primary federal law governing workplace safety is the Occupational Safety and Health Act (OSHA), which is enforced by the Occupational Safety and Health Administration. In addition to federal OSHA regulations, Kentucky has its own state plan that applies to public workers: the Kentucky Occupational Safety and Health Program (KY OSH).

Under these laws, employers have a responsibility to provide a workplace that is free from recognized hazards that could cause death or serious physical harm. This includes but is not limited to providing appropriate training, maintaining safe equipment, and complying with specific industry safety standards.

• Inspections and Compliance: The KY OSH conducts regular inspections of workplaces to ensure compliance with safety regulations. Employers are subject to both scheduled and unscheduled inspections, and they must correct any identified safety violations.
• Employee Training and Education: Employers in Kentucky are required to ensure that employees receive adequate training on safety procedures and the use of safety equipment. This training should be provided in a language and vocabulary that workers can understand.
• Hazardous Materials: Kentucky employers who handle hazardous materials must comply with specific regulations regarding their storage, handling, and disposal. Employees must also be informed about the hazards of chemicals they work with via training and access to Safety Data Sheets (SDS).
• Safety Programs: Many employers in Kentucky are expected to establish workplace safety programs that include policies such as emergency action plans, fire prevention plans, and communication protocols for reporting hazards without fear of retaliation.
• Reporting Workplace Injuries: Kentucky law requires employers to report any workplace fatalities to KY OSH within eight hours of occurrence. Severe injuries, such as amputations or hospitalizations, must be reported within 72 hours.
• Workers' Compensation: Kentucky operates a workers' compensation program that provides benefits to employees who are injured on the job or develop a work-related illness. Employers are required to carry workers' compensation insurance or be approved for self-insurance.
• Whistleblower Protections: Employees in Kentucky are protected by whistleblower laws that make it illegal for an employer to retaliate against an employee for reporting safety violations or concerns.

The Commonwealth of Kentucky provides resources and training for employers and employees through its Labor Cabinet and the KY OSH division. Both employers and employees are encouraged to utilize these resources to promote a culture of safety and prevent workplace injuries and illnesses.

Use TimeCamp to keep time management under control

Kentucky Labor Laws Guide

Ultimate Kentucky labor law guide: minimum wage, overtime, break, leave, hiring, termination, and miscellaneous labor laws.

Table of contents

• Kentucky Wage Laws
• Kentucky Overtime Laws
• Kentucky Break Laws
• Kentucky Leave Requirements
• Child Labor Laws In Kentucky
• Hiring Laws In Kentucky
• Termination Laws In Kentucky
• Discrimination Laws in Kentucky
• Occupational Safety In Kentucky
• Miscellaneous Kentucky Labor Laws

Kentucky wage laws

Both federal and Kentucky state regulations mandate that any number of hours up to 40 per week be compensated to employees at a rate of at least the minimum wage.

The state of Kentucky follows the federal minimum wage regulation.

If an employee works over 40 hours a week, they are entitled to a higher hourly rate. Overtime pay is regulated by the Fair Labor Standards Act .

The minimum wage requirement is different for non-tipped and tipped employees. Moreover, certain occupations are exempt from this requirement, and we'll cover all instances in the following segments.

Let's see what Kentucky employees are entitled to, in terms of fair and adequate compensation for their work.

Kentucky minimum wage

The state of Kentucky abides by the minimum wage requirement set by the federal law — $7.25 per one hour worked.

The minimum wage in Kentucky is announced to stay in compliance with the federal minimum wage rate. If the federal minimum wage requirement increases, the same will go into effect for Kentucky employees.

It is important to mention that it is illegal for employers to offer a lower hourly rate to non-exempt employees. However, there are some exemptions and exceptions to this requirement — for example, for tipped occupations.

Read the following segments to make sure you're fully aware of which employees are exempt from the minimum wage rule.

Tipped minimum wage in Kentucky

Certain professions, especially the ones in the hospitality industry, are commonly and closely associated with tipping.

The term, according to the Internal Revenue Service (IRS) , refers to sums of money customers freely provide to tipped employees, as a recognition for their service.

Employees must regularly receive such form of gratuity (mostly in cash) in order to count as tipped employees — e.g. servers, bartenders, waiters, delivery people, etc.

Tipped employees' minimum wage in Kentucky is currently set to $2.13.

If the total of the base pay ($2.13) plus tips doesn't equal at least the amount of regular minimum wage ($7.25), the law states it's up to the employers to make up the difference.

Another practice commonly found among tipped employees is tip pooling .

The state of Kentucky is one of a few states that legally restrict employers from requiring that practice.

Tip pooling, or tip sharing, refers to all employees being obligated to share a portion of their tips in order for a part to be distributed to employees who usually don't receive tips, such as cooks, prep-cooks, and dishwashers.

The practice is not illegal in Kentucky, but employees must agree to tip sharing voluntarily.

Exceptions to the minimum wage in Kentucky

Employers can offer lower than standard hourly minimum wage to the following employees:

• White Collar employees (bona fide executives, administratives, and professionals, provided they earn at least $684 per week)
• Outside salespeople (provided they earn at least $684 per week)
• Computer employees
• Employees working in agriculture
• Employees of the US government services
• Employees working in domestic service, in or about a private homes
• Employees working as babysitters in the employer's home
• Employees working as companions to an elderly, sick, or convalescing person
• Employees working in newspaper delivery
• Employees working in organized non-profit camps, religious, or educational centers (provided they are not open for work more than 7 months in a calendar year)
• Employees working in a 24-hour residential care facility for children who are dependant, abused, or neglected
• Employees working in non-profit child-caring facilities (provided the facility is licensed by the Cabinet for Health and Family Services )
• Employees working in residential care as a family caregiver to an adult with mental health or intellectual disability (provided they are certified to provide adult foster care, by the Cabinet for Health and Family Services)
• Employees working in retail stores, hotels, motels, restaurants, and service industries — provided that either of the following applies:
• The business earned less than $95,000 for the 5 preceding years exclusive of excise taxes
• The employees are members of the employer's immediate family

Subminimum wage in Kentucky

The minimum wage for employed minors (i.e. youth under the age of 18), as well as several other categories of employees, is also called the subminimum wage.

Besides minors, other categories eligible for subminimum hourly wage are:

• Employees with disabilities
• Apprentices
• Student learners
• Student workers

However, subminimum and minimum wages are the same in Kentucky, both based on the federal minimum wage at $7.25.

Kentucky payment laws

Employers must establish at least semi-monthly pay periods . In other words, employers need to provide compensation for their employees no later than 13 days after the end of the pay period.

As for the way in which employers can compensate employees, there are 4 options to choose from:

• Direct deposit
• Payable checks
• Payroll card account.

Deductions from wages in Kentucky

Employers are also required to provide an itemized statement of deductions for each pay period. It's important to mention that employers can make deductions only in certain cases.

Let's first mention the cases when employers are not allowed to withhold or deduct any wages from employees' paychecks.

Here's the full list of instances in which employers aren't legally allowed to deduct any amount from an employee's paycheck:

• Lost or stolen property
• Damage to property
• Personal fines
• Cash shortages (provided at least 2 persons used the cash box or register)
• Losses due to acceptance of a bad check
• Losses due to defective or faulty workmanship
• Default or customer credit, or nonpayment for goods or services by the customer (provided losses can't be attributed to the employee in question's intentional or willful disregard of employer's interest)

An employer is allowed to withhold and deduct pay if they are authorized to do so by local, state, or federal law.

Additionally, an employer can deduct an employee's pay if they have written consent from a specific employee who wants to cover insurance, hospital, or other bills of their choice by deductions.

The law clearly states that all employees must be regularly and fairly compensated for their work. If you are an employee who believes an employer hasn't compensated you adequately, you should submit a formal complaint to the Kentucky Department of Workers' Claims .

Kentucky overtime laws

According to both federal and Kentucky state law, any number of hours exceeding 40 per week counts as overtime.

Forty hours per week is a regular requirement for full-time employees, e.g. those working Monday to Friday, from 9 to 5.

Non-exempt minimum wage employees who exceed that number of work hours are entitled to a wage of 1.5 times the regular minimum wage of $7.25. That amounts to $10.875 per hour and is applicable to all non-exempt employees who receive the minimum wage.

Kentucky state law also stipulates that, if an employee works for 7 consecutive days, the rate of all hours worked on the 7th day will be treated as overtime.

As is the case with the minimum wage requirement, there are also some exceptions to the overtime compensation of 1.5 times the minimum wage.

The following section will deal with exceptions from overtime in Kentucky.

Overtime exceptions and exemptions for White Collar employees in Kentucky

According to the federal overtime rules, which the state of Kentucky abides by, white collar employees are exempt from overtime pay. We've mentioned them as exceptions to the minimum wage rule as well.

Provided they earn at least $684 per week, white collar employees do not have to be paid at a 1.5 rate for working over 40 hours.

White collar employees are the ones working in any of the following categories:

• Administration — people who perform non-manual work related to business operations, management policies, or administrative training (provided that no more than 20% of the time is spent on activities unrelated to the position) — this category includes accountants, HR team members, market research analysts, etc.
• Executives — business, general, and executive managers who directly manage at least 2 employees.
• Professionals — people whose position calls for advanced knowledge and extensive education, such as software analysts or software engineers (The category also includes artists, certified teachers, and other creative work requiring talent, invention, or imagination.).
• Outside sales — outside sales representatives who visit potential and existing customers at their premises.

Kentucky overtime restrictions for specific occupations

Besides the federal government exemptions, the state enforces overtime restrictions on some other, more specific occupations.

The entire list of exceptions to the minimum wage applies to overtime exemptions as well.

The following occupations are exempt from overtime pay in Kentucky:

• Agriculturists
• US government employees
• People employed in domestic service in a private home
• Babysitters in the employer's home
• Companions of an elderly, sick, or convalescing person
• Newspaper delivery people
• People working in organized non-profit camps, religious, or educational centers (provided they are not open for work more than 7 months in a calendar year)
• Employees in a 24-hour residential care facility for children who are dependant, abused, or neglected
• Employees in non-profit child-caring facilities (provided the facility is licensed by the Cabinet for Health and Family Services)
• Employees in residential care working as family caregivers to an adult with mental health or intellectual disability (provided they are certified to provide adult foster care, by the Cabinet for Health and Family Services)
• Employees in retail stores, hotels, motels, restaurants, and service industries — provided that either of the following applies:

Kentucky break laws

Employers in the state of Kentucky are legally required to provide a meal break of at least 20 minutes to their employees whose shift is at least 7.5 hours.

This break must be provided to an employee between the 3rd and 5th hour of the workday, provided there's no mutual agreement stating otherwise.

Employers can choose not to compensate employees for meal breaks.

The state of Kentucky imposes another type of required break for employees. It's called the rest break. According to Kentucky law, employees must have a rest period of at least 10 minutes per every 4 hours of work.

Breastfeeding laws in Kentucky

This law is applicable to all working mothers who gave birth recently and are still breastfeeding. Employers whose businesses are based in Kentucky are required to provide adequate conditions for breastfeeding employees, as per federal law.

This type of break can be either paid or unpaid, as predetermined by the employer.

The “adequate conditions” part of the law refers to a room or location with a door that can't be a bathroom stall. That's in order to ensure privacy during the activity.

Employers' obligation is to provide such a location in the nearest possible proximity to the working environment.

In Kentucky, each District or Health Department has a dedicated Breastfeeding Promotion Coordinator who can help employers abide by all regulations concerning this topic, as well as provide additional information and resources.

Kentucky leave requirements

Kentucky state law regulates which types of leave employers are required to offer, as well as what happens in terms of compensation during an employee's leave.

The law also clearly regulates the following — for the required types of leave, employees shouldn't suffer any negative consequences upon their return to work.

Let's check out the rules and regulations regarding required and non-required leave in Kentucky.

Kentucky required leave

There are several types of required leave employers must provide their employees in Kentucky.

What the state law doesn't regulate is the compensation during the leave period. Employers can choose whether the leave will be paid or unpaid.

So here's the full list of the types of required leave in Kentucky:

Family and medical leave

Jury duty leave, voting time leave, military leave, emergency response leave, witness leave, adoption leave.

This is a type of required leave that all employers in the state of Kentucky must provide their employees with. Eligibility for this type of leave is regulated by the Family and Medical Leave Act or FMLA.

The FMLA states that all employees are eligible to use 12 weeks of unpaid, job-protected work absence in a one-year period, for many household and medicinal-related reasons.

The reasons are:

• Care of the employee's own serious health condition
• Care of an immediate family member with a serious health condition
• Care of the employee's own newly-born child
• Placement for adoption/foster care of a child with the employee
• Any difficulty due to the employee's immediate family member is a covered military member on active duty

To be eligible, an employee must have worked for the employer for at least a year and at least 1,250 work hours. Note that this is applicable for employers with over 50 employees only.

Additionally, in an effort to protect the families of the Armed Services, Congress amended the FMLA in 2008.

Since then, employers have also been required to provide up to 26 weeks of unpaid leave if an employee needs to take care of a member of the Armed Forces with a serious health condition, injury, or undergoing medical treatment or therapy. This is applicable only if said member is an employee's spouse, parent, child, or next of kin.

Under Kentucky law, if an employee is summoned to perform jury duty, the employer must allow them to be absent from work during that time.

Moreover, the law states employers can't terminate or penalize an employee in any way for absence due to the acceptance of jury duty.

Kentucky employers must offer at least 4 hours of voting time leave to all their employees. Employees who take a leave of absence to vote mustn't be penalized in any way upon their return to work.

The only exception is when an employer is able to prove that an employee didn't vote during this leave of absence, for reasons that were within the said employee's control. In other words, it is illegal to postpone going off to vote just to receive these 4 hours off.

If an employer proves that is the case, they can penalize the employee in question.

This type of leave is regulated on a federal level, by the Uniformed Services Employment and Reemployment Act . The act states that all employees in the US must be granted a leave of absence to serve in one of the following:

• The US Armed Forces
• The National Guard
• The state militia

Upon the employee's return to work, they must be entitled to the same pay increases and other benefits as if they were present at work the whole time.

Kentucky also has a state-specific regulation, referring to members of the Kentucky National Guard . The reason for this leave of absence doesn't have to be leave for active duty but may also include relevant training of any kind.

Kentucky state law protects all employees who want to take time off to respond to an emergency.

Employers must offer this type of leave to employees who act as one of the following:

• Volunteer firefighters
• Rescue-squad members
• Ambulance drivers
• Peace officers
• Any other emergency response position

Proof can be required, in the form of a letter from the supervisor or an institution where the employee performed the emergency work. Volunteer emergency workers mustn't be punished or disciplined in any way. Employers decide whether the leave is paid or unpaid.

If an employee suffers an injury while responding to an emergency, the leave can last up to 12 months. It is illegal for employers to discharge any employee during the recovery period.

The law requires employers to provide either paid or unpaid leave for all their employees who are summoned to be a witness in any court. Employers are not allowed to take any adverse action against such employees.

However, employers are allowed to ask for proof that the employee was a witness in court — in the form of a court or administrative certificate.

When it comes to employees who are in the process of adoption, employers are required to offer up to 6 weeks of leave.

That period should serve the purpose of receiving custody and any and all related activities.

Kentucky non-required leave

In Kentucky, there are 4 categories of leave that, by state law, employers are not required to offer to their employees.

Said categories are:

Vacation leave

Holiday leave, bereavement leave.

It is important to mention that the law also doesn't prohibit or restrict these types of leave.

Many company policies do offer some or all of the mentioned types of leave. If that is the case, the exact terms must be clearly stated in the signed contract of employment.

Under Kentucky state law, employers are not required to offer any paid or unpaid sick days.

Employers in Kentucky are not required to offer vacation leave. However, employers who choose to offer this type of leave can do so — but all the details regarding vacation leave benefits must be stated in the employment contract.

Employers in Kentucky are not legally required to offer either paid or unpaid leave for the period of any holiday and celebrations related to it.

Kentucky employers are not legally required to offer any paid or unpaid bereavement leave.

Child labor laws in Kentucky

Child labor laws apply to the employment of people aged under 18. We will use the term “minors'' to refer to this age category of employees in the state of Kentucky.

The main purpose of both federal and Kentucky child labor laws is to prevent the exploitation of minors. Additionally, these laws help highlight education as a priority, with employment only serving to enhance a minor's academic and life experience.

To be legally employed, all minors must obtain proof of age documentation and submit it to their employer. A driver's license and birth certificate can be said proof, as well as any other government-issued document that includes the date of birth.

Some of the most relevant limitations regarding the employment of minors can be seen in the following categories:

• Maximum number of work hours
• Beginning of their shift
• Restrictions on specific occupations

While different rules and regulations are applicable to different age groups, there is still one thing applicable to all age groups — minors are forbidden to work in any hazardous positions, according to the federal law.

Next, let's take a look at some more specific rules stated in the state of Kentucky Child Labor Laws.

Specific labor laws for minors in Kentucky

The state of Kentucky enforces specific rules for different age groups — 14 & 15 years of age and 16 & 17 years of age. Let's mention some restrictions on the maximum hours of work and night work for minors' employment.

The maximum number of work hours is regulated for all minors and differs when school is in session and when it's not.

Let's first cover the regulations that are applicable when school is in session:

• Minors aged 14 and 15 can work under the following conditions:
• Up to 3 hours per school day
• Up to 8 hours per non-school day
• Up to 18 hours per week
• Minors aged 16 and 17 can work under the following conditions:
• Up to 6 hours per school day
• Up to 30 hours per week

When school is not in session, minors aged 14 and 15 are allowed to work up to 8 hours per day and up to 40 hours per week. There are no restrictions for minors aged 16 and 17 in this case.

Night work restrictions go as follows:

• Minors aged 14 and 15 are prohibited from working between 7 p.m. and 7 a.m.
• If the shift is scheduled before a school day, minors aged 16 and 17 are prohibited from working between 10:30 p.m. and 6 a.m.
• If the shift happens before a non-school day, minors aged 16 and 17 are prohibited from working between 1 a.m. and 6 a.m.

Employers are required to provide longer meal breaks for minors — at least 30 minutes per every 5 hours of work.

There are also some restrictions on child labor in specific industries.

Prohibited occupations for minors

We've previously mentioned that minors are prohibited from working in hazardous positions — now let's see what occupations and tasks are considered dangerous and hazardous in the state of Kentucky.

Here's the list of examples:

• Occupations in or about plants or other establishments manufacturing or storing explosives
• Any and all coal mine occupations
• Any and all logging or sawmill operations
• Handling power-driven hoisting apparatus, including forklifts
• Any and all excavating operations
• Any and all wrecking, demolition, and shipbreaking operations
• Occupations about and in connection with any establishment distilling, compounding, manufacturing, brewing, or bottling alcoholic beverages
• Any and all work on or about a roof

Hiring laws in Kentucky

When it comes to the hiring and selection processes, the first thing to mention is that Kentucky employers are prohibited from making hiring decisions based on several factors.

The main anti-discrimination aspects include the following categories:

• Gender-related identity
• National origin
• Genetic information (including family medical history)
• Physical/mental disability
• Child/spousal support withholding
• Military or veteran status

If you are an employee and you believe you were discriminated against, you should file a formal complaint, as the Kentucky Civil Rights Act strictly prohibits such behavior. There's also an online inquiry form you can fill out and check if your complaint fits into the category of discrimination.

Termination laws in Kentucky

Like the majority of other states in the US, Kentucky also implements an “ employment-at-will ” regulation and policy.

Let us explain what that means for both employers and employees.

• Employers — they can terminate their employees' work engagement anytime, for any reason.
• Employees — they are free to leave a job for any or no reason with no legal consequences.

Final paycheck in Kentucky

Employers in the state of Kentucky are legally required to provide a final paycheck to everyone whose employment was terminated for any reason. The paycheck must include all the leftover wages and benefits.

The final paycheck is due at the next regularly scheduled payday, or within 14 days of the separation.

Discrimination laws in Kentucky

Discrimination in the workplace is not only unethical but also illegal — these laws are applicable on a federal level, and apply to employee termination.

It is considered illegal if employers terminate employees on the basis of:

Additional, state-based anti-discrimination regulations apply in Kentucky, making it illegal to terminate an employee on the basis of their:

• HIV/AIDS status
• Off-duty tobacco use
• Occupational pneumoconiosis without respiratory impairment

Occupational safety in Kentucky

A safe working environment is required by both the federal and the Kentucky state laws. On a federal level, occupational safety is regulated by the Occupational Safety and Health Act (OSHA) , passed by Congress in 1970.

OSHA clearly states that employers are required to continually inspect for flaws and irregularities in the safety conditions, as well as continually work on improving them.

Every employer's obligation is to reduce and further try to eliminate the possibility of workplace injuries, illnesses, and fatalities.

So, what are employers required to provide in order to ensure adequate workplace health and safety conditions?

For starters, proper training and education to all their employees immediately upon their employment.

Then, in order to comply with all the regulations, employers must conduct educational and advisory activities to assure safe and healthy working conditions.

There is another thing employers are required to do, to create optimal working conditions — the premises must be free from any recognized hazards that may cause harm.

Employers should regularly undertake safety demonstrations concerning health matters.

Effective enforcement of safety and health requirements is under the jurisdiction of OSHA inspectors, a.k.a. compliance safety and health officers.

Inspections can happen with or without probable cause, for the following reasons:

• Regular scheduling
• Reports of imminent danger
• Worker complaints
• Referrals from other agencies
• Targeted inspections (aimed at specific high-hazard industries)
• Reports of fatalities

In Kentucky, the Division of Compliance is responsible for the enforcement of Occupational Safety and Health Standards, both in the public and private sector workplaces.

If you are an employee and you notice any safety or health hazard at your workplace, you should file a complaint to the Division.

Miscellaneous Kentucky labor laws

The above were the most important and most common categories of labor laws that apply to all or some Kentucky employees — but, there are other labor laws. Read on, as some of the following may be applicable to your situation.

Here's what else is specifically regulated by the rule of law in Kentucky:

Whistleblower protection laws

Background check laws, pregnancy accommodation laws, employee monitoring laws.

The main purpose of this set of laws is to ensure that employees can exercise all of their legal rights without negative repercussions as a result.

The term “whistleblower” refers to employees who have inside knowledge of illegal practices or a safety hazard in the workplace. They must be able to report it and continue being employed.

Some of the reasons why employees can't be discriminated against, or treated in any way differently after are:

• Exercising their First Amendment rights
• Reporting an alleged violation of law
• Opposing or complaining about discrimination in the workplace
• Exercising their OSHA (Occupational Safety and Health Administration) rights
• Opposing or participating in an investigation of discrimination

Background checks are allowed for all the employers to conduct (but not required) and are subject to the Federal Fair Credit Reporting Act .

This act regulates the collection, accuracy, and distribution of information in the Consumer Financial Protection Bureau. All employers must ensure they are following these requirements.

Only certain positions do require background checks for Kentucky employees and applicants — so let's see which ones:

• School personnel (including new certified hires, student teachers, and coaches)
• Public college and university personnel
• Personal services agency personnel
• Long-term care facilities personnel (provided the facility is owned, managed, or operated by the Department of Behavioral Health, Developmental, and Intellectual Disabilities)
• Childcare center personnel (provided the employee has direct contact with minors)

COBRA is a law that operates on a federal level — so let's start this section by explaining what the acronym means. The Consolidated Omnibus Budget Reconciliation Act , or COBRA, allows employees to retain health care insurance and benefits after the termination of employment.

Federal regulations also state this law can be applied to employers with over 20 employees.

For that reason, there's an extension to this law that each state can enforce to include small businesses with fewer than 20 employees. Said extension is referred to as the “mini-COBRA” laws.

In the state of Kentucky, mini-COBRA laws exist and ensure 18 months of continuation coverage, in case an employer has fewer than 20 employees.

The only exception to this rule is if the termination happened due to gross negligence or misconduct of an employee. Such employees don't have the right to continuation of health insurance and benefits.

Employers must provide adequate and reasonable conditions for their pregnant employees, in order to provide equal employment opportunities.

This is regulated by the Kentucky Pregnant Workers Act and is applicable to employers with 15 or more employees.

This regulation refers to the following:

• Assistance with manual labor
• Modifications to work schedule
• Frequent bathroom breaks
• Time off to recover from childbirth
• Modified work schedule
• Appropriate seating arrangements
• Acquisition or modification of equipment

Also, it is related to breastfeeding at work — which we've already covered in one of the previous sections, — requiring that employers provide adequate conditions for breastfeeding employees.

Employers are forbidden to monitor their employees via any and all electronic surveillance devices in the personal areas of the workplace, such as restrooms or changing rooms.

Kentucky state law also regulates all listening devices, which may not be used to listen to, amplify, record, or transmit communications.

The only exception involves the employer having the signed consent for monitoring or recording of at least one of the parties involved.

Record-keeping laws

Employers whose businesses operate in Kentucky follow the FLSA rules and are therefore required to keep the records of all their employees for at least 3 years.

So, if you're wondering what types and categories of information such records should consist of, read on — here's the full list:

• Social security number
• Occupation of the employee
• Date of birth
• Home address
• Regular hourly rate of pay
• Basis on which wages are paid
• Total daily or weekly net wages and deductions
• Total gross daily or weekly wages
• Date of each payment
• Completed copies of I-9
• Collective bargaining agreements
• Sales and purchases
• All certificates
• Records of leaves, notices, policies, etc. under FMLA

There are some other record-keeping laws that are applicable to specific situations. So, here's what else employers ought to keep on record, and for how long.

• Records of all job-related injuries and illnesses under OSHA — for 5 years
• Specifically dangerous instances under OSHA (e.g. covering toxic substance exposure) — for 30 years

Conclusion/Disclaimer

We hope this Kentucky labor law guide has been helpful. We once again remind you to make sure you've paid attention to the links we've provided, as most of them will lead you to the official websites and other relevant information.

Please note that this guide was written in Q2 2022, so any changes in the labor laws that were included later than that may not be included in this Kentucky labor laws guide.

We strongly advise you to consult with the appropriate institutions and/or certified representatives before acting on any legal matters.

Clockify is not responsible for any losses or risks incurred, should this guide be used without further guidance from legal or tax advisors.

Need a simple time clock for employees?

Clockify allows you to track time, attendance, and costs with just a few clicks, for FREE.

Your team can track work time via web or mobile app personally, or you can set up a time clock kiosk from which employees can clock in and out.

Later, you can approve timesheets and time off, schedule shifts, run time card reports, and export everything for payroll (PDF, Excel, link, or send to QuickBooks).

See all features

Get started for FREE

Start tracking time with Clockify

24/7 Support

Cancel Anytime

Free Forever

KY Labor Laws: Everything You Need to Know

KY labor laws are legislation that protects employees while still giving a number of rights to Kentucky employers. 8 min read updated on June 26, 2020

KY Labor Laws

KY labor laws are legislation that protect employees while still giving a number of rights to Kentucky employers. The majority of these labor laws protect employees in situations regarding minimum wage, overtime pay , and discrimination in the workplace .

Kentucky Minimum Wage

Employers in Kentucky are required to pay employees a minimum wage of at least $7.25 an hour. This minimum wage is the same as the federal minimum wage. The federal minimum wage is set by the Fair Labor Standards Act (FLSA), which oversees several hour and wage-based laws.

Employees who earn tips are subject to a lower minimum wage, as long as the hourly rate and tips hit the standard minimum wage. Tipped workers may make as little as $2.13 per hour.

Kentucky Overtime Laws

Employers in Kentucky must pay a rate of at least one and a half times an employee's normal pay rate when the employee works anything more than 40 hours in a week. In addition, any employee who works seven days in a workweek is eligible for legally-mandated time and a half overtime pay on the seventh day.

Overtime pay is not legally required for employees working holidays, Saturdays or Sundays, or other regular rest days unless these days put the employee's worked hours at more than 40 for the week.

Employees over the age of 18 do not have a legal limit on the number of hours they work in a week.

Not all employees are eligible for overtime pay. Exempt employees, for example, salaried management, do not receive overtime pay when working more than 40 hours in a week.

Kentucky Break and Meal Laws

For every four hours worked in a day, employees in Kentucky are legally allowed a rest break of a minimum of 10 minutes. This is a paid break, and employees are not expected to perform job-related duties during their rest break.

Any break that lasts from five to 20 minutes is considered a normal part of the workday and is required to be paid at the employee's standard pay.

Meal periods are also mandated by Kentucky labor laws . Unless other arrangements are mutually agreed upon by the employer and employee, a reasonable meal break is required at some point between the third and fifth hours in a shift. As long as the employee is fully relieved of all duties, the meal break does not need to be paid time.

In some situations, employees may be required to work through their lunch period. When this happens, the break must be paid.

If employees decide they do not want to take a meal break, the employer can waive this. It is always in the employer's best interest to keep records when this happens, in case there are questions about meal breaks in the future.

During meal breaks, employers do not have to allow their employees to leave the work site. Bona fide meal breaks have a duration of at least 30 minutes. In some cases, depending on the specific circumstances, shorter breaks may qualify as a meal break.

If an employer does not follow the Kentucky break laws and instead fails to allow employees to take their mandated rest periods, employees can contact the Kentucky's division responsible for wages, hours, and mediation.

It is illegal for an employer to retaliate against an employee who has contacted the Department of Labor about incorrect break practices.

Kentucky Severance Pay Laws

There are no laws in Kentucky that require an employer to offer severance pay . However, if severance pay is offered, the company is required to comply with its own established severance pay policy or the employee's employment contract .

Kentucky Bathroom Break Laws

According to federal laws and regulations put out by the Occupational Safety and Health Administration (OSHA), employees must get reasonable and adequate bathroom breaks. However, the state of Kentucky does not have specific laws regarding bathroom breaks.

Some employees may have specific medical conditions that require them to take bathroom breaks more frequently than their peers. When this happens, employers are required to allow the breaks as a reasonable accommodation.

If an employee feels that their employer does not comply with the regulation on reasonable bathroom breaks, the employee should feel confident in contacting OSHA. It is illegal for employers to retaliate against an employee for reporting unhealthy or unsafe working conditions.

Kentucky Breast-Feeding Breaks Laws

Women who are breast-feeding require time to express their milk throughout the day, or they can suffer from a reduced supply and extreme discomfort. As a result, new labor laws insist that employers give breast-feeding employees reasonable break time to express their milk.

Kentucky Labor Cabinet Investigations

Violations to Kentucky labor laws are investigated by the Kentucky Labor Cabinet. One of the most common investigations is a result of overtime pay violations. When an employer does not pay appropriate overtime, or does not calculate the overtime correctly, this violates labor laws.

A standard workweek for a full-time employee is fixed in a 168-hour recurring period. This is a total of seven consecutive periods of 24 hours. Keep in mind that an employee's work week doesn't necessarily coincide with a calendar week. It may start at any day in the week, at any hour in the day.

It is illegal to average the hours an employee works over two or more weeks.

Overtime pay an employee accrues in a week should be paid on the normal payday for that week.

In some cases, an employee may work in two or more functions for the same company, where these functions have differing pay rates. When this happens, the overtime rate for the week in question is the weighted average of these rates.

An employer may choose to pay exempt employees overtime. If this happens, it does not jeopardize the exempt status of the employee.

Break violations are also in the Kentucky Labor Cabinet's realm of investigation. When an employer doesn't provide the mandated breaks to employees, they are in violation of labor laws.

The Kentucky Labor Cabinet investigates violations that relate to unpaid hours. If all hours worked are not paid at the employee's normal rate, this is a violation. In the case when an employee quits or is removed from the company, all worked hours must be paid in full within 14 days or at the next normal pay day, whichever is first.

In addition, violations for unpaid hours include not paying employees their last paycheck after they leave the company, as well as when employers do not pay for accrued vacation time when employees are terminated.

Keep in mind that Kentucky law does not require employers to offer paid or unpaid vacation benefits. However, when an employer chooses to offer these benefits, they are required to abide by their established policy.

Employers who hire laborers, mechanics, and workmen who work on public works construction are subject to paying these employees prevailing wage. This is the term for the combination of the fringe rate and base rate. Employers not paying prevailing wage rates are in violation of the law.

If an employer classifies an employee as an independent contractor incorrectly, this is also a violation. Keep in mind that any time an employer has control over the employment relationship conditions, such as when and where work is performed, this is not an independent contractor relationship.

When a company is found to be in violation of Kentucky's labor laws, the government may impose stiff fines.

Kentucky Harassment and Discrimination Laws

According to Title VII of the Federal Civil Rights Act of 1964, it is illegal for an employer to make decisions about a job based on:

• Sex (including pregnancy)
• National origin

Additional protections and federal laws protect employees from discrimination based on their genetic information, age (as long as the employee is 40 years old or older), and disability.

While federal law protects employees from discrimination if a company has 15 or more employees, Kentucky law applies to companies with eight or more employees. These laws are enforced by the Kentucky Commission on Human Rights.

Workplace harassment is against the law. Any statement or action that is unwelcome and based on a protected trait that makes the workplace offensive or hostile is considered harassment. The most common and familiar type of harassment is sexual harassment . However, other types of harassment include statements and actions based on ethnicity, age, or disability.

Employers are not allowed to retaliate against employees who report harassment. No negative job actions can be taken against these employees, whether the complaint is made inside the company, to the Kentucky Commission on Human Rights, to the EEOC, or even in a lawsuit.

Workplace Safety and Injury Laws in Kentucky

Thanks to the protections offered by the federal Occupational Safety and Health Act (OSHA), employees can expect to work in a safe, healthy environment. Employers are required to provide a working environment that includes proper safety training and equipment for their industries.

If employees feel that their work environment is not safe or healthy, they can ask for an Occupational Safety and Health Administration inspection. Employers are banned from retaliating against employees who notify OSHA of possibly dangerous working conditions.

Employers in Kentucky are usually required by law to have worker's compensation insurance. This insurance helps pay for medical treatment, vocational rehabilitation, and a percentage of employees' normal wage if they are injured or become sick on the job.

Kentucky Time Off Laws

Kentucky does not regulate time off benefits, such as:

• Vacation time
• Paid time off

Employers that have 50 or more employees are required to give eligible employees up to 12 weeks of unpaid time off for medical reasons under the Federal Medical Leave Act (FMLA). Employees using FMLA are allowed to continue receiving group health insurance benefits. In addition, their jobs are protected and must be reinstated when they return from leave.

There are special provisions in FMLA for employees who need time off work to take care of a family member who was injured seriously while on military duty. In this case, FMLA protects the employee for up to 26 weeks in a year.

Employers must also comply with the Uniformed Services Employment and Reemployment Rights Act. This act protects employees taking leave for military service. Employees using this leave must be allowed their job back when their leave is over.

Unpaid leave is required by Kentucky law to be extended to employees who need time off for jury duty. In addition, employers are required to give up to four hours of unpaid time off work for employees to cast their ballots.

Leaving a Job in Kentucky

Kentucky is an at-will state, meaning that the majority of employees are considered at-will. Employees may quit their jobs for any reason at any time. In addition, an employer may fire an employee for any reason that is not illegal, at any time. At no time can an employer fire at-will employee for retaliatory or discriminatory reasons.

Insurance and Unemployment Benefits in Kentucky

Employees who are no longer working through no fault of their own may be eligible for unemployment pay and benefits. Eligible employees receive a percentage of their previous pay, up to a maximum of $415 per week, for up to a total of 26 weeks. Those who are eligible must spend time searching for a new job while on unemployment benefits.

Group health benefits that were previously available through an employer can continue after leaving a job through COBRA , also known as the Consolidated Omnibus Budget Reconciliation Act. It's important to remember that employees participating in the health insurance benefits through COBRA are required to pay the entire premium, including their portion and the employer's portion. Depending on the situation, COBRA benefits can be used for 18 or 36 months.

Talk to a Lawyer About Kentucky Labor Laws

Employees in Kentucky are protected by numerous state and federal laws. When employees feel that their rights have been violated by an employer, they should immediately contact a Kentucky employment lawyer .

If you need help with Kentucky Labor Laws, you can post your legal need on Upcounsel's marketplace. Upcounsel accepts only the top 5 percent of lawyers to its site. Lawyers on Upcounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies such as Google, Menlo Ventures, and Airbnb.

Hire the top business lawyers and save up to 60% on legal fees

Content Approved by UpCounsel

• Kentucky Labor Laws
• Pennsylvania Labor Laws
• Florida Labor Laws
• Nevada Labor Laws
• TN Labor Laws
• Louisiana Labor Laws
• Kentucky Business Registration
• Labor Laws in Texas
• California Employee Rights
• Tennessee Labor Laws
• Atlanta Employment Lawyers
• Austin Employment Lawyers
• Boston Employment Lawyers
• Chicago Employment Lawyers
• Dallas Employment Lawyers
• Houston Employment Lawyers
• Los Angeles Employment Lawyers
• New York Employment Lawyers
• Philadelphia Employment Lawyers
• San Francisco Employment Lawyers
• Seattle Employment Lawyers
• Jacksonville Employment Lawyers
• Las Vegas Employment Lawyers
• Phoenix Employment Lawyers
• Portland Employment Lawyers
• San Diego Employment Lawyers
• San Jose Employment Lawyers
• View All Employment Lawyers

• Selling A Trailer? - Get Listed Today!

• Alaska Trailer Laws
• Alabama Trailer Laws
• Arizona Trailer Laws
• Arkansas Trailer Laws
• California Trailer Laws
• Colorado Trailer Laws
• Connecticut Trailer Laws
• Delaware Trailer Laws
• Florida Trailer Laws
• Georgia Trailer Laws
• Hawaii Trailer Laws
• Idaho Trailer Laws
• Illinois Trailer Laws
• Indiana Trailer Laws
• Iowa Trailer Laws
• Kansas Trailer Laws
• Kentucky Trailer Laws
• Louisiana Trailer Laws
• Maine Trailer Laws
• Maryland Trailer Laws
• Massachusetts Trailer Laws
• Michigan Trailer Laws
• Minnesota Trailer Laws
• Mississippi Trailer Laws
• Montana Trailer Laws
• Missouri Trailer Laws
• Nebraska Trailer Laws
• Nevada Trailer Laws
• New Hampshire Trailer Laws
• New Jersey Trailer Laws
• New Mexico Trailer Laws
• New York Trailer Laws
• North Carolina Trailer Laws Trailer Laws
• North Dakota Trailer Laws
• Ohio Trailer Laws
• Oklahoma Trailer Laws
• Oregon Trailer Laws
• Pennsylvania Trailer Laws
• Rhode Island Trailer Laws
• South Carolina Trailer Laws
• South Dakota Trailer Laws
• Tennessee Trailer Laws
• Texas Trailer Laws
• Utah Trailer Laws
• Vermont Trailer Laws
• Virginia Trailer Laws
• Washington Trailer Laws
• West Virginia Trailer Laws
• Wisconsin Trailer Laws
• Wyoming Trailer Laws
• Loan Payment Calculator
• Sales Tax Rate
• Trailer Stores
• Trailer Rentals
• Trailer Manufacturers
• Trailer Transportation Shipping
• Trailer Maintenance Repair
• Trailer Parts & Accessories
• Trailer Financing & Insurance
• Trailer Safety & Compliance
• Trailer Marketing Department
• - Search By Category
• - Search by Location
• - Search Business Directory
• + Add Business
• + Recommend A Business
• + Suggest New Category/Filter
• + Add Trailer For Sale
• Quote Request From Local Stores
• ATV Trailers For Sale
• Auto Trailers
• Auto Hauler Trailers
• Boat Trailers
• Custom Trailers
• Deck Over Trailers
• Dry Freight Trailers
• Dump Trailers
• Cargo Trailers
• Equipment Trailers
• Flatbed Trailers
• Food Trailers
• Gooseneck Trailers
• Horse Trailers
• Landscape Trailers
• Livestock Trailers
• Logging Trailers
• Low Boy Trailers
• Motorcycle Trailers
• RV Camping Travel Trailers
• Snow Mobile Trailers
• Tank Trailers
• Tilt Trailers
• Tow Dollies
• Toy Hauler Trailers
• Utility Trailers
• Personal Watercraft Trailers
• Other Trailers
• + Add Trailer For Rent
• ATV Trailers
• + Write A Review
• Browse Trailer Reviews
• Engineering
• Structural Engineer
• Product Development
• Field Engineer
• Research & Development
• Manufacturing
• Fabrication
• Metal Fabricator
• CNC Operator
• Production Supervisor
• Production Planner
• Mold Technician
• Maintenance
• Service Technician
• Diesel Mechanic
• Trailer Mechanic
• Body Repair
• Tire Technician
• Brake Specialist
• Hydraulic Technician
• Electrical Technician
• Mechanic Helper
• Supply Chain
• Transportation
• Fleet Management
• Dispatching
• Warehouse Worker
• Inventory Control
• General Labor
• Material Handler
• Equipment Operator
• Forklift Operator
• Heavy Equipment Operator
• Quality Control
• Vehicle Inspector
• Environmental Health & Safety (EHS)
• Operations Coordinator
• Supply Chain Manager
• Service Manager
• Project Management
• Customer Service
• Administration
• Human Resources
• Procurement
• Technical Support
• Shop Worker
• Field Service
• + Add Free Parts Listing
• Hitch Balls
• Weight Dist. Hitches
• Hitch Ball Covers
• Hitch Pin Locks
• Hitch Coupler Locks
• Hitch Ball Mounts
• Hitch Couplers
• Hitch Coupler Repair Kits
• Hitch Adapters
• Trailer Lights
• Exterior Lighting
• Interior Lighting
• Towing Mirrors
• Spare Tire Carriers
• Trailer Cleaning Products
• Seat Covers
• Trailer Jacks
• Truck Bed Accessories
• Storage Organizers & Bags
• Bras & Hood Protectors
• Carports & Garages
• Trailer Brakes
• Trailer Sway Controls
• Trailer Wiring
• Driveline & Axles
• Steering Components
• Air Suspension
• Air Filters & Cleaners
• Leveling Kits
• Suspension Leveling
• Suspension Components
• Shocks & Struts
• Other Parts
• + Add Heavy Equipment Listing
• Compactors and Rollers
• Concrete and Equipment
• Articulated Trucks
• Off-Highway Trucks
• Telehandlers
• Aerial Lifts
• Haul Trucks
• Underground Mining Equipment
• Planting Equipment
• Logging Equipment
• Wood Chippers
• Forestry Mulchers
• Road Sweepers
• Road Grinders
• Asphalt Recyclers
• Utility Vehicles
• Landscaping Attachments
• Compressors
• Welding Equipment
• Demolition Excavators
• Hydraulic Breakers
• Marine Cranes
• Snow Removal Equipment
• Concrete Crushers
• Tunneling Equipment
• Industrial Robots
• Mobile Offices
• Miscellaneous Tools and Equipment
• Events & Trade Shows
• Coupon Listings
• Discussion Boards
• Browse Trailer Articles
• Browse Trailer Photo Albums
• Browse Trailer Videos
• + Trailer For Sale
• + Trailer For Rent
• + Business Profile
• + Trailer Store
• + Trailer Manufacturer/Distributor
• + Trailer Part For Sale
• + Heavy Equipment
• + Event / Trade Show
• + Job Listing
• + Discussion
• + Trailer Video
• + Trailer Photo Album
• + Banner Display Ad

KY Trailer Laws Regulations Kentucky Trailer Laws & Trailer Regulations

Kentucky's laws and regulations for trailers are listed below, kentucky  trailer brake laws.

Kentucky law does not specifically require brakes on many passenger car trailers, regardless of weight. However, vehicles singular or in combination must be able to stop within distance specified by statute.

Kentucky  Trailer Dimension Laws Total length: 65 feet (includes all structural parts); trailer length: not specified; width: 96 inches; height: 13 feet 6 inches (11 feet 6 inches on some roads).

Kentucky  Trailer Hitch and Signal Laws Frame mounted on equalizer type hitch is recommended. Safety chain is required.

Every motor vehicle which is so loaded as to obstruct the Driver’s view to the rear must be equipped with a mirror so located and adjusted as to reflect a view of the highway for a distance of at least 200 feet to the rear.

Kentucky  Trailer Speed Limit Laws Same as passenger cars/trucks.

Kentucky  Trailer Towing Laws

No vehicle may haul more than 2 vehicles, connected in such a manner as to keep them evenly spaced, at any one time.

Disclaimer: The information provided on United States Trailer Laws and Regulations by State on Trailers.com is for reference purposes only and is not an exhaustive list of applicable laws and regulations. Trailers.com is not responsible for any inaccuracies, omissions, or outdated information, and this content should not be relied upon for legal or compliance purposes. 

To report errors or submit corrections, please notify [email protected] .

Business Directory Search

Trailer industry directory, join our newsletter, join our community.

1. Register a member account 2. Create a searchable profile 3. Connect with more clients

• Trailers For Sale
• Trailer Reviews
• Search by Categories
• Search by Location
• Recommend A Business
• List Your Business
• List Trailer For Sale
• List Trailer Rental
• Browse Articles
• Trailer Parts
• Heavy Equipment
• 24-7 Support
• Help Articles

• Trailers.com
• All Rights Reserved
• Terms of Use
• Privacy Policy

Member Login

• Register New Account
• Not a Registered User? Create Free User Account
• Are You a Local Business? List Your Company Now

Create New Account

Enter Email and Create Password

By creating an account, you agree to our terms & conditions

Kentucky Termination Laws

September 24th 2024

If you’re involved in ending an employment relationship in Kentucky, it’s important to understand your rights and responsibilities. Whether it’s a standard termination or a wrongful termination, knowing the rules helps make sure the process is fair and follows state and federal laws. This guide explains the key things to keep in mind, covering the rules and protections for employment termination in Kentucky.

This Guide Covers

Legal considerations for termination in kentucky, at-will employment in kentucky, what is at-will employment, what are the exceptions to at-will employment in kentucky, employment under contract in kentucky, lawful termination in kentucky, legal grounds for termination in kentucky, how do i file a wrongful termination claim in kentucky, legal protections during termination in kentucky, terminated employee benefits in kentucky, layoffs in kentucky, resignations in kentucky, voluntary resignations, involuntary resignations, legal cases related to wrongful termination in kentucky.

Firing an employee in Kentucky requires compliance with state and federal laws. Here are the key points employers must consider:

• Employment Contracts: Be sure to thoroughly review any contracts related to employment, such as collective bargaining agreements, to confirm that the correct termination steps are being followed. If there is an employment contract in place, employers must align the termination with the conditions outlined in the agreement.
• Discrimination Protections : It is imperative that employers do not base termination decisions on protected characteristics, including race, color, religion, sex, national origin, age, disability, or genetic information. Any form of discrimination during the termination process could result in legal actions under both federal and state anti-discrimination statutes.
• Retaliation Protections : Employers cannot retaliate against employees who engage in protected activities. This includes situations where employees report discrimination or harassment, take part in investigations, or assert their legal rights.
• Notification Protocols: Kentucky law does not require employers to give termination notices by a specific time or method . However, employers should follow any notice guidelines outlined in employment contracts, collective bargaining agreements, or company policies.
• Final Paycheck: Kentucky law (KRS 337.055) requires employers to promptly pay final wages, including earned wages and unused vacation or PTO. Employers must pay by the next payday or within 14 days of termination, whichever comes later.
• Severance Agreements: When offering severance packages, employers must comply with legal standards and include a release of claims to prevent future disputes. It’s important to note that severance pay is not required by federal law or Kentucky employment statutes, even in cases of involuntary termination.
• Record-Keeping: It’s important to keep clear and thorough records, including reasons for termination, performance evaluations, disciplinary actions, and relevant communications. These records help support termination decisions and can be required if legal issues arise.

Will Employment in Kentucky

At-will employment gives both the employer and employee the right to end the work relationship at any time, with or without notice. In Kentucky, this means that either party can terminate employment for almost any reason, as long as it’s not an illegal reason, such as discrimination or retaliation. Unless a specific contract states otherwise, there are no long-term obligations under this employment model.

Kentucky follows the at-will employment principle, but several exceptions are designed to protect employees from wrongful termination:

• Public Policy Exception: Employees in Kentucky cannot be terminated for reasons that violate established public policy. Examples include dismissal for filing claims related to workspace injuries or illnesses, refusing to commit illegal acts at the employer’s request, or asserting rights under specific state statutes like safety and health companies.
• Anti-Discrimination Laws: Federal and state laws prohibit employers from terminating employees based on race, color, religion, sex, national origin, age (40 and older), disability, or genetic information.
• Contractual Exceptions: If an employment contract exists that specifies terms for termination, employers must adhere to these terms. This may limit the employer’s ability to terminate at will if the contract requires cause for termination.

An employment contract in Kentucky outlines job duties, salary, and termination conditions. While Kentucky allows for written contracts, it also acknowledges implied agreements, which can arise from verbal statements. Yet, these contracts must comply with legal standards and cannot contradict public policy, such as penalizing employees for taking jury duty , which is protected by law.

For more details, check out our in-depth guide to firing employees in Kentucky .

Employers can dismiss employees for a variety of legal reasons, as long as those reasons do not violate established labor laws. Below are the most common legal grounds for termination in Kentucky:

• Unsatisfactory Performance : Employers have the authority to dismiss an employee due to inadequate job performance if the individual does not meet the required standards or expectations for their position. This could involve consistent failure to perform tasks effectively or persistent underperformance.
• Misconduct : Kentucky allows employers to terminate employees for breaching company policies. Such actions might include theft, fraud, or acts of violence that compromise the company’s integrity are valid grounds for termination.
• Violation of Company Policies : Employees in Kentucky may face termination for violating company policies related to confidentiality, workplace conduct, or safety.

To initiate a wrongful termination claim, the first step is determining whether the termination violated legal protections, such as discrimination, retaliation, breach of public policy, or breach of contract. It’s important to gather all relevant documentation, including employment contracts, related communications, and performance evaluations, to support the claim.

Employees can file the complaint with the appropriate agency. For federal discrimination claims, individuals can file with the Equal Employment Opportunity Commission (EEOC), while state-level claims may be handled by the Kentucky Commission on Human Rights (KCHR). It’s necessary to be mindful of the filing deadlines, which are typically within 180 days of the termination.

Both state and federal laws provide various legal protections to employees during the termination process. Fundamental laws that protect Kentucky employees include:

• Title VII of the Civil Rights Act of 1964 : Title VII of the Civil Rights Act of 1964 requires employers with 15 or more employees to avoid discrimination based on race, color, religion, sex, or national origin. It governs all aspects of employment, including hiring, firing, promotions, pay, and other work conditions, ensuring equal opportunities and preventing discriminatory practices in the workplace.
• Americans with Disabilities Act (ADA) : The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities. Under Title I of the ADA, employers with 15 or more employees cannot discriminate against employees with disabilities in matters of hiring, termination, or other employment conditions.
• Family and Medical Leave Act (FMLA) : The Family and Medical Leave Act of 1993 allows eligible employees up to 12 weeks of unpaid, job-protected leave annually for family or medical reasons.
• Age Discrimination in Employment Act (ADEA): The Age Discrimination in Employment Act of 1975 safeguards workers aged 40 and older from discrimination in the workplace, including decisions related to termination. 
• Occupational Safety and Health Act (OSHA) : The Occupational Safety and Health Act of 1970 protects workers who report unsafe conditions from being fired. Employees can report violations or refuse hazardous work without fearing retaliation.
• Kentucky Civil Rights Act:  Similar to federal standards, the Kentucky Civil Rights Act of 1966 prohibits discrimination based on race, national origin, color, or religion, offering additional protections against wrongful termination.

Fired employees in Kentucky may qualify for various benefits based on the circumstances of their dismissal. Some of the benefits include:

• Final Paycheck: According to Kentucky Revised Statutes (KRS) 337.055 , employers must promptly provide final paychecks. Employers must provide the final payment, including all earned wages, by the next regular payday after terminating an employee.
• COBRA Healthcare Benefits: Employees who are terminated may continue their health insurance under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Eligible employees must receive a COBRA election notice from their employer detailing their rights and the costs associated with continuing their health insurance coverage.
• Unemployment Benefits: Terminated employees in Kentucky may be eligible for unemployment insurance if they meet certain criteria. This includes having worked within the state during the past 12 months, meeting a minimum earnings threshold, and actively seeking employment each week benefits are claimed. Employees can apply for these benefits through the Kentucky Office of Unemployment Insurance .
• Severance Pay: While severance pay is not mandated by Kentucky law, if it is specified in an employment contract or company policy, employers are obligated to provide it.

When companies in Kentucky need to reduce their workforce or restructure, they must comply with federal laws. One such law is the Worker Adjustment and Retraining Notification Act of 1988 (WARN). This act requires businesses with 100 or more employees to give 60 days’ notice before major layoffs or plant closures.

Laid-off employees have rights and may qualify for unemployment benefits if they meet state requirements for earnings and job searches. Also, under COBRA, laid-off workers can extend their health insurance coverage after employment ends.

It’s important for employers to follow these notification and compensation rules closely to avoid legal issues. Meanwhile, employees can seek state-provided job retraining and placement services to help with their transition.

Resignations in Kentucky can occur under a variety of circumstances, with the decision to leave being either voluntary, made by the employee, or involuntary, influenced by conditions imposed by the employer.

Voluntary resignations happen when an employee decides to leave a job on their own accord, often due to personal reasons such as pursuing new opportunities, relocating, or retiring. Kentucky does not require employees to give advance notice before resigning unless it’s specified in an employment contract or company policy.

Known as constructive discharge , involuntary resignation in Kentucky occurs when intolerable work conditions force an employee to resign. Employees must show that the work environment was so adverse that a reasonable person would resign

To support a claim of constructive discharge in Kentucky, employees should document specific incidents that illustrate the unbearable conditions. Individuals applying for unemployment benefits must gather the necessary documents. They should submit their application to the Kentucky Office of Unemployment Insurance , which provides temporary financial assistance to those unemployed through no fault of their own.  This program is a partnership between Kentucky and the U.S. Department of Labor.

1. $358,726 Award in Steve “Andy” Putman v. Christian County Board of Education for Wrongful Termination and Retaliation

In the case of Steve “Andy” Putman v. Christian County Board of Education ,  the court ruled in favor of Putman, awarding him $358,726 after his wrongful termination. He had reported sexual harassment by district transportation director David Clagg, who inappropriately touched him on several occasions. Instead of addressing the complaint, the Board retaliated by terminating Putman. This wrongful termination violated Title VII of the Civil Rights Act . A jury sided with Putman, awarding him a substantial settlement.

Key lessons learned from the case:

• Employers must ensure they do not terminate employees in retaliation for reporting harassment or other workplace issues, as this can lead to wrongful termination claims.
• Failure to properly address complaints and instead punishing employees who raise concerns can result in severe legal consequences.
• Clear anti-harassment policies and procedures, along with careful handling of complaints, are vital to avoiding wrongful termination lawsuits.

2. $500,000 Settlement for Wrongful Termination and Discrimination in EEOC v Ryan’s Family Steakhouse

In the case EEOC v. Fire Mountain Restaurants LLC , the U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against the company, which operates Ryan’s Family Steakhouse in Paducah, Kentucky, citing serious violations of Title VII of the Civil Rights Act .

The lawsuit highlighted widespread racial and sexual discrimination at the restaurant, where black employees faced harassment and unfair terminations due to their race, and white workers who were associated with black colleagues were subjected to racial slurs. Female employees also experienced ongoing sexual harassment, including unwanted advances and degrading remarks. Those who reported these abuses faced retaliatory terminations.

The company settled the lawsuit for $500,000 through a consent decree. Beyond the monetary compensation, the company agreed to implement several corrective measures, including anti-discrimination training for managers and monitoring by the EEOC to prevent further incidents.

• Employers must implement and uphold strong anti-discrimination and anti-harassment policies to prevent unlawful behavior and protect employees from unjust termination.
• Not addressing complaints effectively can lead to major legal and financial consequences, making it super important to maintain a fair and safe workplace.
• Retaliation through termination for reporting harassment or discrimination can expose companies to serious legal challenges and financial settlements.

3. $37,000 Settlement for Wrongful Termination in EEOC v. Rental Pro

In the case of EEOC v. Rental Pro , Ronald Johnson, aged 52, was terminated by Rental Pro, an equipment rental company based in Somerset, Kentucky, after the company’s owner expressed a preference for “younger and peppier” employees, seeking to inject “young blood” into the business. This age-based termination violated the Age Discrimination in Employment Act (ADEA), which protects workers over 40 from discrimination. The Equal Employment Opportunity Commission (EEOC) filed a lawsuit on behalf of Johnson, and the case was settled for $37,000 through a consent decree.

• Terminating employees based on age is a direct violation of the ADEA, which ensures protections for older workers.
• Employers must avoid age-related biases in hiring and termination decisions, focusing on qualifications and performance instead.
• Termination for age-related reasons can lead to consequential legal penalties and financial settlements.

Learn more about Kentucky Labor Laws through our detailed guide.

Important Cautionary Note

This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.

Salaried employees are individuals who receive a predetermined fixed amount of compensation at regular intervals,…

In florida, salaried employees are individuals who receive a predetermined fixed amount of compensation at…, in texas, salaried employees refer to individuals who receive a predetermined fixed amount of compensation…, it is not uncommon for employees across various industries to exceed their regular working hours,….

Some frequently asked questions...

Yes, employees may be eligible for unemployment benefits if they meet the state’s eligibility requirements and were terminated through no fault of their own.

No, under Kentucky’s at-will employment law, employers are not required to provide notice before terminating an employee unless otherwise stated in an employment contract.

No, under the Occupational Safety and Health Act (OSHA), Kentucky employers are prohibited from terminating employees for reporting unsafe working conditions or refusing to work in hazardous environments.

No, because this is a protected right under state law, Kentucky law forbids employers from firing employees for participating in jury duty.

Jibble’s time tracking software helps Kentucky employers maintain clear records of employee performance, attendance, and any infractions. This documentation supports termination decisions based on factual evidence, reducing the risk of wrongful termination claims.

Don't waste another minute! Jibble is FREE forever.

Get jibbling with the ultimate time tracking software...

Kentucky Trailer Laws and Regulations

If you often find yourself towing heavy loads around your state you probably have some idea of the state laws and rules that apply to do this. Some people may not be aware however that sometimes laws can differ state by state. This can mean you might be legal in one state but crossing the border you might well get pulled over for an infringement you were not expecting.

In this article we are going to look at the laws for Kentucky which may vary from the state you might be driving in from. There may also be regulations you were not aware of as a native to the state which might catch you out. So read on and let us try to keep you from costly tickets.

Do Trailers Need to Be Registered in Kentucky?

In the state of Kentucky all trailers require a title but privately owned trailers used for boats, luggage, farming equipment or supplies do not need to be registered commercially. If you do have to register your trailer however you will need:

• Kentucky certificate of registration
• Current original proof of Kentucky insurance (effective within 45 days)
• Money for fees and taxes
• The cost to register a trailer in Kentucky is relatively reasonable. The annual fee for trailers and semi trailers that can be towed with a vehicle is $19.50

Kentucky General Towing Laws

These are general rules in Kentucky regarding towing that you might come foul of if you were not aware of them. Sometimes you may get away with an infringement of these rules because you did not know them but you can not assume this will be the case.

In Kentucky you are limited to hauling no more than two vehicles at a time and they must be connected in such a way as to keep them evenly spaced apart.

Kentucky Trailer Dimension Rules

It is important to know the state laws governing the sizes of loads and trailers. You may need permits for some loads while others may not be allowed on certain types of roads.

• You can not ride in or live in a trailer while it is being towed along public roads in the state.
• The total length of tow vehicle and trailer can not exceed 65 ft.
• The maximum length of trailer is not specified
• The maximum width for a trailer is 96 inches.
• The maximum height of a trailer and load is 11ft 6” ft.

Kentucky Trailer Hitch and Signal Laws

There are laws in Kentucky that relate to the trailer hitch and safety signals displayed by the trailer. It is important to be aware of these laws as they are safety based so may carry potentially large fines.

• The state of Kentucky recommends that you mount the trailer frame on an equalizer-type hitch.
• A safety chain is required by state rules for any kind of connection

Kentucky Trailer Lighting Laws

When you are towing something that will obscure the rear lights of your tow vehicle it is important to be able to communicate your upcoming and present actions in the form of lights. This is why there are rules regarding trailer lighting.

During towing Kentucky state law requires that at least 1 green light is on the left side of the vehicle and would be visible from 500 ft away.

Kentucky Speed Limits

When it comes to speed limits this varies and depends on the posted speeds of the specific area. You obviously should not exceed the posted speed limit in any area. When it comes to normal towing there are no specific different limits but it is expected that the speed is kept at a sensible level.

If your trailer is being caused to sway or lose control due to speed you may be pulled over even if you are within the posted limits. This is because the trailer may be posing a threat to public safety and you will be asked to slow down.

Kentucky Trailer Mirror Laws

The rules for mirrors in Kentucky are not specified although they are likely required and you may be pulled over if you do not have any or they are unusable. If your view is compromised by the width of your load you may want to consider extensions to your existing mirrors. These can be in the form of mirror extenders that slot into already existing wing mirrors.

Every car which is loaded in such a way as to obscure the driver's view out of the rear must have a mirror located and adjusted in such a way that it reflects a few behind them of at least 200 ft.

Kentucky Brake Laws

The brakes on your tow vehicle and potentially on your trailer are important to the safety of any towing operation. Ensure that they meet state guidelines and adhere to the stated rules for use on the road with a trailer.

Kentucky does not demand brakes on passenger car trailers no matter the weight but the vehicle must be able to stop within the distance specified by state statute. Failure to do so may cause potential fines.

There are a number of laws in Kentucky that pertain to towing and trailers which are designed to keep the roads and road users safe. The state of Kentucky is relatively relaxed in its towing laws in that it does not require trailer brakes for passenger car hauled trailers.

When it comes to trailer and load sizes they have narrower width allowances than other states and a relatively low height acceptability at just 11ft 6”. You do not always need a title for your trailer in Kentucky but generally speaking you will need to have it registered but this is more about proving your ownership of the trailer.

Link To or Reference This Page

We spend a lot of time collecting, cleaning, merging, and formatting the data that is shown on the site to be as useful to you as possible.

If you found the data or information on this page useful in your research, please use the tool below to properly cite or reference Tow Ratings as the source. We appreciate your support!

<a href="http://towratings.net/blog/kentucky-trailer-laws-and-regulations/">Kentucky Trailer Laws and Regulations</a>

"Kentucky Trailer Laws and Regulations". Tow Ratings. Accessed on September 26, 2024. http://towratings.net/blog/kentucky-trailer-laws-and-regulations/.

"Kentucky Trailer Laws and Regulations". Tow Ratings, http://towratings.net/blog/kentucky-trailer-laws-and-regulations/. Accessed 26 September, 2024

Kentucky Trailer Laws and Regulations. Tow Ratings. Retrieved from http://towratings.net/blog/kentucky-trailer-laws-and-regulations/.

• Live In The D
• Newsletters

Kentucky sheriff charged with fatally shooting a judge pleads not guilty in first court appearance

Associated Press

The front of the Letcher County Sheriff's Dept. office is shown on Friday, Sept. 20, 2024 in Whitesburg, Ky. (AP Photos/Dylan Lovan)

GRAYSON, Ky. – Clad in a drab gray jail uniform, a Kentucky sheriff displayed no emotion at his first court hearing Wednesday since being accused of walking into a judge's chambers and fatally shooting him — a tragedy that shocked and saddened their tight-knit Appalachian county.

Letcher County Sheriff Shawn “Mickey” Stines, 43, pleaded not guilty to murder and answered questions about his personal finances as a judge pondered whether he needed a public defender to represent him.

Recommended Videos

Stines, who is being held in another Kentucky county, appeared by video for the hearing before a special judge, who is standing in for the judge who was killed, Letcher County District Judge Kevin Mullins.

The sheriff stood alongside a jailer and a public defender, who entered the not guilty plea on his behalf. Stines' expression didn't seem to change as he answered questions from the judge.

The special judge, Carter County District Judge H. Rupert Wilhoit III, conducted the hearing from his courtroom in northeastern Kentucky. There was no discussion of a bond during the hearing.

If convicted, Stines could serve from 20 years to life in prison. Since he's accused of killing a public official, the sheriff also could potentially face the death penalty.

The Lexington Herald-Leader reported that when it asked whether prosecutors plan to pursue the death penalty, special prosecutor Jackie Steele said: “Any decisions regarding the death penalty will be done at a later date when all the evidence has been processed and the case has had a thorough evaluation.”

It was the first time the sheriff was seen in public since the shooting, which sent shockwaves through the small town of Whitesburg near the Virginia border.

The preliminary investigation indicates Stines shot Mullins multiple times on Sept. 19 following an argument in the courthouse, according to Kentucky State Police. Mullins, 54, who held the judgeship since 2009, died at the scene, and Stines, 43, surrendered minutes later without incident. He was charged with one count of first-degree murder.

Police have not offered any details about a possible motive.

The Kentucky attorney general's office is collaborating with the special prosecutor in the case.

Much of the hearing Wednesday revolved around Stines' ability to pay for his own attorney.

Josh Miller, the public defender who appeared alongside Stines, said the sheriff could incur significant costs defending himself and will soon lose his job as sheriff, which Stines said pays about $115,000 annually.

Kentucky Gov. Andy Beshear wants to hasten the sheriff's resignation.

In a letter sent to Stines at his lock up, the governor's general counsel called on Stines to submit his resignation to Letcher County's judge-executive by the end of Friday. If he fails to do so, Beshear will move ahead with his removal, the letter said, citing a state law allowing for removal of “peace officers.”

During the short court hearing Wednesday, Wilhoit asked Stines if he had been looking for an attorney to hire. Stines replied: “It’s kind of hard where I’m at to have contact with the people I need to.”

Miller said the cost of defending Stines could ultimately cost several hundred thousand dollars.

Wilhoit appointed Miller to defend Stines at the next hearing in October but warned Stines that the trial court could require him to pay for his own attorney.

In Letcher County, residents are struggling to cope with the courthouse shooting. Those who know the sheriff and the judge had nothing but praise for them, recalling how Mullins helped people with substance abuse disorder get treatment and how Stines led efforts to combat the opioid crisis. They worked together for years and were friends.

Mullins served as a district judge in Letcher County since he was appointed by former Gov. Steve Beshear in 2009 and elected the following year.

Copyright 2024 The Associated Press. All rights reserved. This material may not be published, broadcast, rewritten or redistributed without permission.

Click here to take a moment and familiarize yourself with our Community Guidelines.