South Dakota Employee Handbook

Oct 28, 2025

When your company hires employees in South Dakota, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your South Dakota Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in South Dakota must consider.

Launch your employee handbook in minutes.

South Dakota Employee Handbook Policies

There are 4 state and local employee handbook policies in South Dakota.

Wage and Hour

South Dakota Minimum Wage Policy

You are entitled to a minimum wage of $11.50 per hour, with tipped employees earning at least $5.75 per hour, provided their combined tips and wages meet or exceed the minimum wage. Newly hired employees under the age of 20 may be paid $4.25 per hour for their first 90 days of employment.

Leaves of Absence

South Dakota Jury Duty Leave Policy

Employer provides employees with job-protected, unpaid leave to serve for jury duty.

South Dakota Voting Leave Policy

You are permitted to take up to two hours of paid time off to vote if you otherwise do not have two consecutive hours to vote outside of working hours while the polls are open.Employer may specify when the time off is taken.

Expense

South Dakota Remote Employee Reimbursement Policy

You are entitled to have necessary business expenses reimbursed.

Employee handbook builder

Federal Employee Handbook Policies

Regardless of which states you have employees in, there are required federal policies that must be included in your employee handbook. In addition to any state-specific policies, your employee handbook for South Dakota should contain the following federal policies.

  • Anti-Harassment Policy
  • Anti-Sexual Harassment Policy
  • Anti-Retaliation Policy
  • Equal Employment Opportunity Policy
  • Reasonable Accommodation Policy

Handbook Policy Best Practices

In addition to the required federal policies, the following policies are best practices to include in your employee handbook.

  • Prohibited Conduct Policy
  • Violations Reporting Policy
  • Workplace Violence Prevention Policy
  • Weapons Policy
  • Disciplinary Action Policy
  • At-Will Employment
  • Federal Uniformed Services Employment and Reemployment Rights Act (USERRA) Policy

More from the blog

Learn how to keep your business compliant in all 50 states across payroll, HR, Secretary of State, and tax.

Ohio Sick Leave Requirements for Employers

You’re expanding into Ohio and discover something unexpected: the state doesn’t require private employers to provide any sick leave at all. Unlike neighboring states with mandatory accrual requirements, Ohio takes a hands-off approach that puts policy decisions squarely in employers’ hands. And that can be both a blessing and a curse. From public sector mandates and federal law overlaps to local ordinances and strategic policy considerations, understanding Ohio’s sick leave landscape requires more than just knowing “it’s not required.” However, these complexities can also be a powerful competitive advantage if you can avoid the compliance pitfalls. Let’s take a closer look.

Paul Boynton | Sep 29, 2025

Can Employers Get in Trouble for Not Withholding Taxes?

Taxes are an inevitable part of running a business, and as a business owner, it’s common to struggle with understanding tax laws. However, failing to withhold taxes from employees’ paychecks properly can lead to serious consequences for your organization. This is your guide to tax withholding, including why it matters, what happens if you fail to meet your obligations, and how Mosey can help with state compliance.

Gabrielle Sinacola | Jan 29, 2025

PEO Transition: A Checklist & Timeline for Your Exit Strategy

When your company partners with a professional employer organization (PEO), it can enjoy many benefits, such as payroll management, human resources support, and compliance assistance. However, there may come a time when your business outgrows the need for a PEO, or you want to manage these functions in-house. Transitioning away from PEO services is a complex process, but with careful planning, it doesn’t have to be overwhelming.

Paul Boynton | May 2, 2025

Ready to get started?

Schedule a free consultation to see how Mosey transforms business compliance.