The rise of remote work has freed employers and employees alike from the need to be based in the same physical location. And this isn’t limited to office buildings, either—it even applies to different states. Now it’s possible for your company to move forward when hiring out of state employees in Wyoming, and no one will bat an eye when they hear they don’t plan to relocate.

However, this scenario does come with some challenges, particularly in the form of a need for compliance with Wyoming employment law. The states all have different standards when it comes to employee policies related to pay, time off and other factors, and employers have to comply or else risk running afoul of the law.

Employment law is a complex subject, and the pressure of having to comply with different states’ standards can be intimidating to employers. Thankfully, with help from SixFifty, this process doesn’t have to be a hurdle to bringing top talent to your company.

Wyoming Flag

Scenario 1: Employee works from home in another state

Now that remote work makes it easy for employees to relocate for whatever reason they like, more of them are choosing to take advantage of the opportunity. This is great for employers, who don’t have to risk losing their talent just because they want or need to move out of state. But there’s a catch: employers have to take the necessary steps to register themselves in an employee’s new home state, as well as update their policies to comply with the applicable standards.

Scenario 2: Hiring out-of-state employees in Wyoming

A business might also want to hire an employee who lives out of state and has no desire to relocate. That’s okay—with SixFifty’s multistate compliance tool, this complicated process can be made a whole lot easier! It’s important to understand that just because remote work is increasingly common doesn’t mean there’s nothing you have to do as an employer to bring on an out-of-state employee in Wyoming. That state’s laws and standards will apply to your new employee, and your business will have to comply.

Multistate Employer Registration Factors to Consider

In both of the above scenarios, employers need to pursue multistate compliance or risk being held accountable by the Department of Labor for failing to comply with state-specific employment standards. Compliance differs across all 50 states. To simplify the process, SixFifty has narrowed down multistate employer registration considerations to five core areas of focus.

Here’s what it looks like for companies hiring out-of-state-employees in Wyoming—or accommodating employees moving to Wyoming if there’s no established business nexus.

1. Wyoming Employment Registration

As a new employer in Wyoming, you’ll need to establish an economic nexus in the state by registering your business and notifying the Wyoming New Hire Reporting Center within 20 days of hiring your employee. Next, register for unemployment insurance and workers’ compensation coverage or update your existing policy to reflect your new status as a Wyoming employer.

  • Obtain a registered agent
  • Register to do business in Wyoming
  • Report new hire to the Wyoming New Hire Reporting Center
  • Register for unemployment insurance
  • Report unemployment insurance account to payroll provider
  • Obtain workers’ compensation coverage or update the policy

2. Wyoming Tax Registration

When you bring on an employee in Wyoming, your business needs to comply with all facets of Wyoming tax law. Although Wyoming doesn’t have a state income tax—thereby making your job a little easier—you’ll still need to register for a sales tax permit with the Wyoming Internet Filing System.

  • Register for a sales tax license or permit

3. Wyoming Employment Policies

Wyoming has state-specific policies for crime victim leave, jury duty leave, voting leave and witness duty leave that need to be included in your employee handbook in order for your business to be compliant with Wyoming’s employment policies. SixFifty’s multistate compliance tool makes it easy to update or add to your employee handbook.

  • Review employee handbook for compliance
  • Update policies or add new leave policies as needed

4. Wyoming Required Employment Policies (2024)

  • Crime Victim Leave
  • Jury Duty Leave
  • Voting Leave
  • Witness Duty Leave

5. Wyoming Employment Implications

Wyoming’s employment implications likely differ from those you’re used to in your home state. This means that when you hire a new employee who lives in Wyoming, you’ll need to get acquainted with that state’s standards and ensure your employee handbook is updated accordingly. SixFifty’s multistate compliance tool makes this easier and more straightforward.

  • Ensure non-compete provisions comply with Wyoming law
  • Confirm the employee is paid at least the minimum wage
  • Review the applicable overtime laws
  • Confirm the payroll practices meet the payment frequency standards in Wyoming
  • Consider whether insurance extends coverage to employees in Wyoming
  • Consider COVID-19 laws that affect the employee

6. Wyoming Signage

Wyoming workplace signage is fairly simple: the state requires a single Wyoming Labor Law Poster be displayed in all physical workplaces. For remote workers, this poster can be provided via posting on a company intranet or other website to which employees have ready access. Refer to the U.S. Department of Labor’s guidance for more information on providing required signage to remote employees.

  • Post or distribute required signage

Simplify Multistate Compliance with SixFifty

The process of maintaining compliance can be complex and extremely nuanced for companies unfamiliar with Wyoming employment laws and standards. It’s why SixFifty has compiled an extremely useful tool for businesses hiring out-of-state employees in Wyoming. To simplify the process of hiring out-of-state employees in Wyoming or supporting remote employees on-the-move, check out our 50 State Hiring Kit.