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Running a business in Missouri means managing people, and managing people means navigating a constantly shifting legal landscape. From the moment you post a job opening to the day an employee departs, employment law touches nearly every decision you make as an employer. When disputes arise or compliance questions emerge, having an experienced employment law firm in your corner is not a luxury; it is a practical necessity.
Bruntrager & Billings, P.C., is a St. Louis law firm with a long track record of representing businesses across Missouri in employment matters, providing the guidance and defense employers need to protect their operations and their people.
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What Does a Business Employment Law Attorney Do in Missouri?
A business employment law attorney advises employers on their legal obligations under both Missouri and federal law, helps draft enforceable workplace policies and contracts, and defends businesses when employees, former workers, or government agencies bring claims. The work spans the full employment relationship: hiring practices, compensation, workplace conduct, discipline, termination, and everything in between.
Missouri follows the at-will employment doctrine, which means employers generally may terminate employees for any reason that does not violate state or federal law. However, that broad authority comes with meaningful limits. The Missouri Human Rights Act (RSMo Chapter 213) prohibits employment discrimination based on:
- Race
- Color
- Religion
- Sex
- National origin
- Ancestry
- Age
- Disability
The law applies to any employer with six or more employees, which is a lower threshold than most comparable federal statutes.
Federal law adds further layers through Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Family and Medical Leave Act, among others. These requirements demand consistent attention and qualified legal counsel.
Why St. Louis Employers Work With Employment Counsel Year-Round
Many business owners first call an employment attorney after a complaint has been filed or a lawsuit has been served. By that point, options are often more limited. Employers who engage employment counsel proactively typically have better-documented policies, more consistent termination practices, and contracts that hold up when challenged. Whether you are a mid-sized company with an HR department or a small business managing employment issues without dedicated staff, a labor and employment lawyer in St. Louis can help you build practices that reduce your exposure from the start.
Businesses in the St. Louis metro area also operate within the jurisdiction of both Missouri state courts and the federal courts in the Eastern District of Missouri, which hears EEOC-referred cases and other federally based employment claims. An employment law firm with litigation experience in both forums can prepare your defense effectively and help you assess early resolution options when they make business sense.
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Employment Law Services for St. Louis Businesses
Bruntrager & Billings provides employer-side representation across the full spectrum of workplace law matters. Services include:
Wrongful Termination Defense
Missouri’s at-will doctrine protects employer discretion, but claims of wrongful termination still arise frequently. Former employees may allege that a termination was motivated by a protected characteristic under RSMo Chapter 213, constituted unlawful retaliation, or violated a public policy exception recognized by Missouri courts. Defending these claims requires thorough documentation, a clear understanding of the circumstances surrounding the separation, and experienced courtroom advocacy when litigation proceeds. Having well-maintained records and consistent disciplinary practices before a dispute arises strengthens any defense significantly.
Employment Discrimination Defense
Discrimination claims filed with the Missouri Commission on Human Rights (MCHR) or the Equal Employment Opportunity Commission (EEOC) must be taken seriously from the date of first contact. Under RSMo Section 213.055, it is unlawful for an employer to make adverse employment decisions (including hiring, firing, compensation, and promotion) based on any protected characteristic. A charge does not automatically result in liability, but employers who respond without legal guidance frequently miss early opportunities to resolve matters efficiently or build a factual record that supports their position through litigation.
Non-Compete Agreement and Employment Contract Drafting
Missouri courts enforce non-compete agreements when they are reasonable in scope, geographic coverage, and duration, and when they protect legitimate business interests. Under RSMo Section 431.202, non-solicitation covenants of one year or less are presumed reasonable when they protect confidential information, trade secrets, customer relationships, or company goodwill. Non-compete agreements operate on a case-by-case basis under Missouri common law, and courts may reform, rather than void, an overbroad restriction. Contracts that are poorly drafted often fail at the critical moment they are most needed. An employment contract attorney in St. Louis can draft enforceable agreements that stand up when a former employee goes to a competitor or solicits your clients.
“Employers who engage employment counsel proactively typically have better-documented policies, more consistent termination practices, and contracts that hold up when challenged.”
Employee Handbook Development and Review
A well-crafted employee handbook communicates expectations, establishes legally compliant policies, and provides documentation that can be critical in litigation. Missouri employers need handbooks that accurately reflect state-specific requirements, including Missouri’s minimum wage schedule, which increased to $15.00 per hour as of January 1, 2026, under Proposition A, as well as wage payment rules under RSMo Section 290.110.
Handbooks should also address the Missouri Human Rights Act’s anti-discrimination obligations, leave policies, and procedures for reporting workplace concerns. Outdated or legally deficient handbooks can create unintended liability and inconsistencies that undermine an employer’s defense in a dispute.
Workplace Compliance Counseling
Staying compliant across wage and hour requirements, leave laws, workplace safety regulations, and evolving EEOC guidance is an ongoing responsibility for Missouri employers. A workplace compliance attorney in St. Louis helps businesses audit their practices, update policies when laws change, and train managers on handling issues such as accommodation requests, harassment complaints, and proper documentation of disciplinary actions. Proactive compliance work reduces the likelihood of agency investigations and strengthens an employer’s position if claims are made.
Employment Litigation Defense
When employment claims reach the courtroom, businesses need trial-experienced attorneys who understand both the factual and legal terrain. The attorneys at Bruntrager & Billings have litigation backgrounds that include prosecution and civil trial work. Employment litigation defense encompasses wrongful termination suits, discrimination claims in state and federal court, wage and hour disputes, breach of employment contract claims, and the enforcement or defense of non-compete agreements. The firm’s litigation experience is a meaningful asset when disputes cannot be resolved before trial.
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Common Employment Law Issues Facing Missouri Employers
Employers in St. Louis and throughout Missouri regularly face challenges that require legal attention, including:
- Responding to MCHR or EEOC charges of discrimination or harassment
- Terminating employees in a manner that is consistent with company policy and legally defensible
- Drafting or enforcing non-compete and non-solicitation agreements after an employee departure
- Developing workplace policies that address remote work, social media use, and accommodations under the ADA
- Ensuring wage and hour practices comply with Missouri’s updated minimum wage and overtime requirements
- Managing internal investigations of harassment or misconduct complaints
- Navigating separation agreements and release of claims documentation
- Advising on the classification of workers as employees versus independent contractors
These issues are not one-time events. Employment law questions arise continuously as businesses grow, as the workforce changes, and as state and federal regulations evolve. Having a reliable employment law firm in St. Louis to call when questions come up, before they become disputes, is one of the most practical investments a business owner can make.
Frequently Asked Questions About Missouri Business Employment Law
Yes. RSMo Chapter 213 applies to any employer with six or more employees, which is a significantly lower threshold than federal anti-discrimination law. A Missouri business with as few as six workers is subject to the full range of MHRA requirements, including prohibitions on discrimination in hiring, firing, compensation, and workplace conditions.
Non-compete agreements are enforceable in Missouri when they are reasonable in scope, geographic area, and duration, and when they protect a legitimate business interest such as trade secrets or customer relationships. Missouri courts follow a reformation approach, meaning they may narrow an overbroad agreement rather than voiding it entirely.
Enforceability depends heavily on how the agreement is drafted and the specific circumstances of the employee’s role, which is why working with an experienced non-compete agreement attorney in St. Louis matters.
Employers should retain legal counsel promptly. An EEOC charge triggers a preservation obligation for relevant documents, and the employer will typically need to submit a position statement in response to the agency. How that statement is prepared can affect the entire trajectory of the matter. An employment attorney can help coordinate document preservation, draft an effective response, and advise on whether early mediation makes strategic sense.
An employee handbook serves as documentation of workplace policies and the employer’s stated expectations. In litigation, a handbook can be used to demonstrate consistent application of disciplinary procedures, compliance with anti-discrimination obligations, and clear communication of the at-will employment relationship. A handbook that is absent, outdated, or contradicted by actual practice can undermine an employer’s defense in a wrongful termination or discrimination claim.
Under Missouri’s at-will employment doctrine, notice is not required for termination unless there is a specific employment contract that provides otherwise. However, even where no notice obligation exists, the manner and circumstances of a termination can give rise to claims. Employers benefit from having documented performance or conduct issues and following their own established disciplinary procedures before separating an employee.
A St. Louis Employment Law Firm With Trial Experience Behind Every Conversation
Bruntrager & Billings has represented clients in St. Louis and throughout Missouri since 1954. Our firm’s attorneys are former prosecutors who built our practices in the courtroom, and that litigation foundation shapes how they approach employment matters at every stage.
When our attorneys advise you on a termination decision or a non-compete enforcement question, we are thinking about how that decision looks in front of a judge or jury. That perspective is not always available from counsel who handles employment work primarily as a transactional practice.
The firm also has deep roots in St. Louis municipal and governmental work. Neil Bruntrager and his colleagues have represented governmental entities in the region on employment practices and personnel matters, providing a practical familiarity with how employment disputes are resolved across different institutional contexts. For St. Louis-area businesses seeking employment defense counsel or proactive employment law guidance, our firm brings both the experience and the local knowledge that matters.
If your business is facing an employment claim, needs updated workplace policies, or has questions about Missouri employment law compliance, the team at Bruntrager & Billings, P.C. may be able to help. Contact us today.
